Talent Acquisition Human Resource

Beth Kobermann, M.S. HRM

832-***-**** ****.****@*****.*** Houston, TX

CAREER PROFILE

Global HR leader with 15+ years of progressive HR management experience across multiple industries, working with executive leadership teams at Fortune 100 companies to deliver P&L value. Known for leading with impact, guiding organizational change (i.e. mergers, restructuring, technology transitions, etc.) and collaborating with leaders to make strategic, values-based, and data-driven decisions.

AREAS OF EXPERINCE

P&L Responsibility

Change Management + Transformation

C-Suite + Board Engagement

Talent Acquisition

M&A Due Diligence + Integration

Training + Competency Management

HR Data + Analytics

Succession Planning & Leadership Development

Performance Management

Compensation

EDUCATION + CERTIFICATIONS

Texas A&M University, Mays School of Business

Masters, Human Resource Management

Bachelors, Business Administration + Minor in International Business

Six Sigma Green Belt

CAREER HIGHLIGHTS

ConocoPhillips

Global Head of Talent Acquisition 2018 - Present

M&A Onboarding + Integration 2021 - 2022

Head of HR, Global Finance and Commercial 2015 - 2018

Head of HR, Permian Basin 2013 - 2015

A $150 billion-dollar market cap Fortune 100 company, with ~10,000 employees and ~3,000 contractors, ConocoPhillips, is the one of world’s largest independent exploration and production (E&P) companies, with assets spanning North America, Africa, Europe, Asia, and Australia.

As a senior Human Resource leader for the company, I collaborated with executive leadership to develop and execute targeted total talent attraction and retention strategies for engineering, field operations, and business professionals. As a leader of leaders, managed a team of ~40, spanning the US, and a ~$5MM P&L. Additional achievements include, but not limited to:

Managed a portfolio of 65+ contingent workforce suppliers, accountable for ~$300 million in global spend

Reduced contingent labor costs by $30 million per year by establishing a competitive preferred supplier portfolio and establishing a direct sourcing model throughout North America

Eliminated $0.6 million per year in HR technology spend by executing a strategic vendor consolidation strategy

Improved employee acceptance rate by 10 percentage points, and maintained industry leading KPI’s, despite post-pandemic challenges and industry headwinds

Increased percent of woman and US People of Color hires by 4 and 15 percentage points, respectively, by leveraging technology and data driven strategies

Integrated an AI-based writing platform to remove barriers in attracting top candidates from job postings

Contributing author of the 2020 - 2022 Human Capital Management (HCM) reports (linked here)

Prepared annual Global Talent Attraction and Retention strategy update for the Board of Directors

Partnered with over 30 universities and student organizations, awarding in ~$5 million annual charitable contributions.

Accountable for the University Relations and Intern Summer program (click here for overview); progressed ConocoPhillips’ relationships with HBCU’s and Hispanic Serving Institutions

Served as a trusted advisor to Chief Financial Officer, Chief Commercial officer, and their leadership teams; aligning business priorities and HR strategies for leadership development, succession planning, and organizational effectiveness

Managed the annual Commercial Bonus program, utilizing McLagan survey insights to justify program plans and secure CFO and CEO approvals

Led organizational change management and workforce planning strategies in support of unprecedented organizational growth in Permian Shale; growing the team from 2 to 85 over an 18-month period

Partnered with Compensation and Benefits to design competitive total rewards offering for remote field workers throughout the Permian basin; utilizing Mercer survey insights to ensure competitive medical benefits offerings, adjust compensation midpoints, and establish per diem as well as rotator [2 week on/2 week off] programs

Established the first Remote Worker Camp outside of Carlsbad, NM to provide safe housing and accommodations for field operations workers

Honeywell International

Americas Head of HR, Process Solutions 2011 - 2013

HR Director, Global Supply Chain 2011 - 2008

Sr. HR Generalist 2007 - 2008

A $130 billion-dollar market cap Fortune 100 company, with ~95,000 employees, Honeywell, is a multinational conglomerate focused on aerospace technologies, building automation, energy and sustainability solutions, and industrial automation.

As an international Human Resource leader for the company, I was integral member of the Honeywell Process Solution (HPS) leadership team. Leveraging a strong business acumen to gain organizational efficiencies through Organizational Design, Workforce Planning/Labor SIOP, Talent Management, & Change Management. Supported a global client group of 1,200 employees, while managing a team of HRBP’s, located throughout North and South America. Additional achievements include, but not limited to:

Executive coach and business consultant, actively involved in the development and quarterly review of the HPS Strategic Action Plan (STRAP), calibrating HR strategic initiatives with business priorities

Implemented leading practice HR business model by: Defining the role of the HR Generalist, Corporate HR Centers of Excellence (CoE) and HR Shared Services, establishing a global HR Management Operating System (MOS) with defined service level agreements, and leading change management activities to successfully transition to the new HR business model.

Lead the Organizational Design of the South American Sales organization, by aligning resourcing plans with projected growth market analysis in order to capitalize on the resource investments for each country

Coordinated a proactive global retention program, targeting critical talent in HPS emerging markets (i.e. India, China, South Africa, & Australia)

Supported due diligence and talent integration for M&A activities

Utilized Workforce Planning forecasts and metrics to make strategic hiring decisions – such as the implementation of a back-office workforce transition – as well as execute business contingency plans, that resulted in an immediate and long-term savings of $4+ Million (USD)

Championed a large-scale talent development program across North and South America. Originally piloted with 30 employees, across 3 states and expanded to 200 employees annually, across 12 countries

Analyzed total compensation for Project and Service Operations, implemented proposed recommendations, that resulted in closing market gaps for business-critical resources

Schlumberger, Drilling and Measurements

HR Generalist 2005 – 2007

A $70 billion-dollar market cap Fortune 200 company, with ~111,000 employees, Schlumberger, is global technology company leading energy innovation through reservoir characterization, drilling and production, and integrated project management.

As an HR Generalist I supported to 8 managers and over 250 employees located throughout the Drilling and Measurements (D&M) Machining and Factory Completion facility, and D&M Headquarters

Developed global HR Metrics for census, attrition, recruiting, training, and cost per headcount, and presented these results & recommendations monthly to the D&M senior global leadership team

Partnered with business managers to proactively address front line employee relations issues, and developed internal client relationships in order to understand core business needs

Implemented an aggressive staffing strategy to recruit top engineering talent while meeting overall time-to-fill metrics

Responsible for the domestic and global relocation coordination as well as visas, immigration, and permanent residency sponsorship for ~120 employees per year

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