Karin M Aure

*** * **** *** ****** Junction, AZ *5119 480-***-**** acyjur@r.postjobfree.com

SUMMARY OF QUALIFICATIONS

High energy, results driven, business and customer service focused global senior Human Resources leader

with over twenty five years of progressive and diverse experience, offering hands-on, functional expertise

with a proven track record developing strategic plans and performing as a change agent. Skillfully identify

business needs at the organizational level and develop HR programs and processes that enable

organizations to meet business goals through the effective utilization of human capital. Drive change

processes and develop strategic inter-departmental relationships that transform HR into a strategic business

partner. Extensive knowledge in all areas of human resources including: strategic business partnering,

compensation and total rewards strategy, employee relations, benefit design, negotiation and

administration, salary and incentive programs, people and program management, recruitment, and training.

SKILLS

HR Management Total Rewards Orientation & On-

Boarding

Employee Relations Complaint Investigation & Resolution Benefits

Administration

Process Improvement Performance Management Change

Management

P&L Management Training & Development HRIS

Administration

HR Policies & Procedures FMLA/ADA/EEO/AAP Union Contracts

Workday Oracle PeopleSoft

EXPERIENCE

Encore Capital Group

Director, Global Total Rewards April 2015 Present

Responsible for building and driving the global Total Rewards Strategy for the Company while creating a solid

operating framework that enables the company to grow domestically and internationally in a highly efficient

and effective manner.

Responsible for building a strong, talented global team to deliver high quality work to the Board, leaders and

the people in our organization

Leading and managing the Compensation, Benefits and Wellness programs globally.

Responsible for all quarterly and annual Board of Directors Total Rewards strategy update. Key member of the

Boards Compensation Committee.

Manage all global executive compensation programs, along with managing the executive compensation

board consultant.

Lead the due diligence and integration of Total Rewards programs for acquisitions.

Develop and deliver key programs (e.g. Wellness, Total Rewards Education, etc.)

Develop the annual Proxy Statement CD&A

Manage and maintain the Equity programs to include stock, cash and deferred cash programs.

Manage, maintain and implement key executive pay plans to adhere to the current regulations under the IRS,

SEC and other governing boards.

Manage, maintain and implement HRIS solutions across the benefits and compensation Workday platforms.

Arizona Public Service

Director, HR Operations & Services Personal Reasons/Job Elimination July 2014

April 2015

Oversee and direct the HR Operations team to provide Human Resources (HR) support that is aligned with

the HR strategy and business unit needs to achieve both short- and long-term business objectives.

Lead the evaluation, selection, implementation and maintenance of HR technology. Work with IT as well as

other internal and external partners to develop future state HR systems strategy, roadmap and

implementation plan. Conduct technical and functional requirements gathering for new HR supporting

technology and systems.

Manage a centralized Human Resource Call Center to ensure efficient operations, technology and transaction

processing. Establishes standards and procedures for handling employee and leader questions, transactions

and issues in a timely and high quality manner. Benchmarks and tracks overall effectiveness by reporting

metrics and measurements.

Manage and administer a broad range of tasks including the interpretation and development of HR policies

and procedures. Responsible for HR compliance and reporting for EEO and Affirmative Action programs.

Provides HR analytics and metrics support by partnering with a HR Center of Expertise (COE) such as

workforce planning analytics.

Oversee the administration of company benefit, compensation and retirement programs. Coordinates the

annual open enrollment process. Coordinates the annual merit and incentive programs and processes.

Manage the retirement process for employees and ongoing support of the company's retiree population.

Works closely with the total rewards function on new programs or program changes and ensures all benefit-

related compliance and reporting processes are administered appropriately.

Actively participate as a strategic leader and strong member of the HR leadership team with input, oversight

and accountability for the overall HR function within the company. Proactively advocates for continuous

improvement in HR programs, policies and procedures.

Define, implement and track key operating metrics in order to measure the effectiveness of internal

processes.

Build and lead a high performing, strategically aligned and business-focused team through effective talent

selection, coaching, performance management, and team development.

Develop and manage the department's operating budget, and initiates actions in cases of deviations.

Arrow Electronics February 2011 July 2014

Sr. Human Resources Manager Role eliminated & relocated to Denver October 2013

July 2014 (Dual Role)

Strategically partner with the Global OEM Computing Solutions VP and direct business leaders to provide

strategic HR support and decision making to enhance and drive business results.

Work with various business teams on developing business strategies and translates business goals into HR

agenda and goals

Drive and promote a performance driven culture throughout the organization by providing training and

practices to all leaders across the organization to meet our goals

Develop, partner and deliver globally over 60 different sales pay plans

Ensure and/or develop and deliver business communications and communicate HR Policies

Drive the overall talent review process across the organization to ensure succession and development of staff

Sr. Human Resources Leader, Global HR Effectiveness December 2012 July 2014 (Dual Role)

Manage continuous improvement processes and projects to support HR effectiveness goals and priorities

Managed and developed the Global Grading and Leveling system in partnership with the Total Rewards

function

Managed and partnered on Global Total Rewards strategy

Manage and responsible for the Corporate HR budget and planning process. Overall responsibility for $15M

dollar budget management across Corporate HR

Manage HR Service Delivery Assessment with analysis and recommendation on how to utilize our Global HR

staff more efficiently.

Manage and secure resources to enable HR team members to produce their highest quality work

Provide consulting, meeting and project management support to the Global HR team

Design and manage the Global HR internal and external reporting package, including the HR project

management toolkits

Provide training and support to Global HR team members on effective project and change management

approaches and systems

Manage monthly production of Global HR Key Initiatives Dashboard,

Manage the Global HR Product Portfolio and provide recommendations and ideas for how to market HR

products and services based on business and employee needs

Facilitation of Management Essentials program and other management training

Sr. Human Resources Manager February 2011 - December 2012

Strategically partner with the Global Logistics Services VP and direct business leaders to provide HR support

and decision making to enhance and drive business results

Key team member of Global Grading Compensation project across the business

Manage a team of 5 direct and 4 dotted line human resource business partners across the country

Act and manage 9 different sites and 14 business groups across the world (Americas, Europe and Asia)

Act as personal coach and confidant for Leadership team

Facilitate alignment of organizational processes, systems and culture with key business priorities, design

optimal organization structures understand organization and cultural needs and drive change management

efforts

Provide support and program manage acquisitions and divestitures including assess and develop

organizational plans and support/management of impacted employees

Honeywell Inc. December 2006 February

2011

Human Resources Manager - Career Opportunity April 2008 February 2011

Strategically partner with Global Engineering Operations business leaders to provide HR support and decision

making to enhance and drive business results

Work with Business teams on developing business strategies (AOP & Strap) and translates business goals

into HR agenda

Facilitate alignment of organizational processes, systems and culture with key business priorities, design

optimal organization structures understand organization and cultural needs and drive change management

efforts

Manage MRR development and execution, drive key talent retention and development efforts, ensure

successful on boarding including orientation and new manager assimilation, and drive early career programs

(Interns and Fulltime)

Act as personal coach and confidant for Leadership team

Ensure and/or develop and deliver business communications and communicate HR Policies

Provide support for acquisitions and divestitures including assess and develop organizational plans and

support/management of impacted employees

Report, track, manage and analyze census for business

Accountable for staffing, including use and drive success of shared staffing solutions, assist manager in

talent selection and slating and follow process and practice as defined by staffing COE

Drive positive labor and employee relations locally and globally including delivery of PER training and

process. Conduct employee investigations, administer collective bargaining agreements and

grievance/discipline process, local works council management and execute RIF process

Advise managers and recommend relocation packages, assignment requests, and facilitate repatriation of

expats

Drive consistent compensation practices with managers, including FLSA (US), HPD, GCP, banding,

differentiation, including approve all offers and promotions

Administer and communicate all benefit policies and changes

Lead Global Compensation Manager December 2006 April 2008

Facilitate the consistent application and communication of Honeywells pay philosophy and benefits

processes across the business group

Work in partnership with HR to identify and drive consistency and communication globally. Support HR

Generalists by providing subject matter expertise on complex issues

Analyze jobs against internal banding and leveling guidelines to help determine appropriate and market

competitive salary and incentive targets

Provide executive, sales and non-sales compensation support to global HR within assigned population to

support external offers, internal movement, and to address other specific needs

Support annual compensation planning processes for assigned population ensuring appropriate

differentiation of rewards to performance, equity and market competitiveness

Provide support in the implementation of guidelines, practices and tools to facilitate effective

compensation planning that differentiates rewards based on performance

Support the compensation and benefits integration of mergers and acquisitions. Administer legacy

compensation and benefits plans

Train and support clients in use of planning tools such as Global compensation planning (GCP)

Program managed the compensation and benefits ramp up of our Puerto Rico business venture. Analyze

market data and trends to benchmark jobs moving to Puerto Rico. Provide compensation support for all

Aerospace HR to support all offers and staffing needs. Train local HR group on all compensation programs

and Honeywell philosophy

Provided International compensation support for our Global partners in Europe, Asia and India

Caremark, Scottsdale, AZ July 2006 December 2006

Human Resources Manager - Consultant

Program managed the opening of our Medicare Part B Call Center in Nashville, Tennessee

Lead the development of policies, workforce planning, staffing, training and day to day ramp up of the

Call Center within the tight deadline established by leadership

Strategically partner with IT and Medicare group leaders to support and drive business results through

understanding of their management and coaching needs

Responsible for all performance management to include; employee relations issues, escalation of

investigation and on-going coaching of managers on all performance management issues

Consult with employees and managers to address root causes of human resources issues, attempting to

resolve employee relations issues with a systematic approach

Influence managers to take actions that minimized negative impact and maximized morale and

productivity

Program managed various HR initiatives from talent programs and processes, key HR Scorecard

development, and mergers and acquisition processes

Intel Corporation, Chandler, AZ November 2004 July 2006

Sr. Human Resources Business Partner Position Eliminated

Strategically partner with business group leaders to support and drive business results through

understanding of their management and coaching needs

Management of key process and business groups. Worked and partnered with the program management

office for HR

Responsible for performance management to include; employee relation issues, escalation of Open Door

investigation and on-going coaching of managers on all performance management issues

Lead and train on annual performance management process

Work closely with management in the implementation of corporate policies related to human resources

at the business unit or division level, such as salary review, stock renewal, workforce planning, etc.

Consult with employees and managers to address root causes of human resources issues, attempting to

resolve employee relations issues with a systematic approach

Assist senior management in the development of solutions through cultural and process-oriented

perspectives.

Influence managers to take actions that minimized negative impact and maximized morale and

productivity. Partnered with counterparts throughout Intel to develop HR strategies and drive initiatives

across the organization

Proactively identified trends and proposed solutions to critical business issues

Partnered with other HR Core process owners to drive improvements, achieve operational excellence and

design effective programs.

Conduct monthly analysis of Business unit indicators and identify trends and root cause issues of all

indicators not meeting goals.

Conduct various surveys to get a pulse of the business unit needs and identify areas of training and

coaching needed

Supported and traveled frequently to support my clients in Asia, Israel, India and Europe

Performed rotation in Compensation COE

Stanley Hydraulic Tools, Milwaukie, OR October 2003 June 2004

Human Resources Manager- Laid Off

Responsible for managing and performing all Human Resources, Compensation and Payroll functions for

the Hydraulics Division of The Stanley Works

Participate as a strategic leader of the business unit. Provide analysis and feedback to the leadership on

the needs of the business related to HR Indicators, Performance Management, Diversity, Organization

Capability Planning and senior management coaching.

Recruit for all levels of manufacturing and administrative staff

Manage all Employee Payroll and Benefits programs to include Medical, Dental, 401K, and Employee

Stock Purchase plans.

Lead and train management on all policies and procedures set in place

Provide coaching and counseling to employees as well as conduct investigations as needed to resolve

employee relation and legal issues

Conduct annual wage analysis and performance development plans with management

Assist with Safety and compliance with the Plant Manager

Spencer Industries, Inc., Seattle, WA & Portland, OR August 2000 May

2003

Director Human Resources and Safety Laid Off

Responsible for managing and performing all Human Resources, Compensation, Payroll and Safety

functions for over 200 employees in the United States as well as assisted with over 3000 Canadian

employees

As a key member of the Senior Staff, responsibilities included: effective implementation of Corporate HR

programs/initiatives & other HR products and services (e.g. Staffing, Employee Relations Self-Assessment

(ERSA), Leadership Pipeline, HR Indicators, Performance Management, Diversity, Organization Capability

Planning, HR Legal, Employee Relations, Compensation, Leadership & Management initiatives and Executive

Coaching

Managed all Compensation and Benefit programs (executive, sales and non-sales), including preparing

annual 5500s for all benefit plans. Manage and provide decision on Annual Review of Benefit plan while

working with Brokers and Third Party Administrators

Developed and published the Employee Handbook as well as Policies and Procedures Manual. Develop

yearly budgets and quarterly forecasts for all Office and Human Resources

Develop and manage the Safety Program, including OSHA compliance audits, Forklift, CPR and First Aid

certification program

Coordinate with State and Self-Insured Workers Compensation programs for renewal and administration

process

Supervise fifteen safety coordinators throughout the company for all compliance and certifications

needed

EDUCATION &

CERTIFICATIONS

Bachelors of Science, Human Resource Management/Business, City University, Bellevue, WA

Society of Human Resource Professionals, SPHR

World at Work, CCP

Six Sigma Green Belt certified

Project Management course work

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