Human Resources Management

LARRY NORMAN

**** ****** *****

Oak Ridge, NC ***10

336-***-****(C) www.linkedin.com/in/larrynorman105 **********@***.***

SUMMARY

Strategic, influential, and results-driven Senior Level Human Resources Business Partner with a track record of delivering HR solutions that increase organizational capability and leverage human capital to support business goals and contribute to profit growth. A collaborative leader known for operating with integrity, credibility and building positive relationships at all levels in complex organizational structures. Able to creatively resolve issues, mitigate legal risks, and deliver cost effective HR solutions.

AREAS OF CAPABILITY

• HR Strategy

• Succession Planning

• Compensation & Benefits

• Labor Relations • EEO/Diversity/Inclusion

• Employee Relations

• Talent Acquisition

• Coaching & Consulting • Training & Development

• Performance Management

• Change Management

• Regulatory Compliance

PROFESSIONAL EXPERIENCE

THE VALSPAR CORPORATION 1998 – 2011

Director, Human Resources - Global Wood Group - High Point, NC

Senior HR leader for the 1200 employee Wood Coatings Group of Valspar; included division offices, sales/service force, research & development group, color design center, and manufacturing sites (2 union & 5 non-union) in US and Canada. Valspar is a 10,000 employee global coatings manufacturer.

• Provided critical HR direction in the recruitment and development of a new senior leadership team. Achieved goal to increase organizational capability in targeted roles within a two-year time period.

• Implemented talent management review and succession planning processes to identify succession slates, organizational gaps, issues and best development candidates. Developed and implemented action plans.

• Collaborated with the senior leadership team to develop and execute plans for organizational restructuring to achieve targeted reductions in operation expenses resulting in a 20% decrease in total staffing; projected to increase profitability by 100% during fiscal year 2012.

• Provided HR leadership to successfully complete a major redesign of the commercial organization, resulting in the replacement of a business market sales structure with new regional sales structure. Retained 100% of designated key talent despite significant changes to individual roles, responsibilities and locations; reduced operating expense by 10%.

• Set strategic direction and provided leadership to strengthen company’s commitment to diversity and support a culture of inclusion. Achieved a 300% increase in minority/female representation in the management and professional workforce over a five-year period.

• Implemented new performance management system across the division; developed training plans, conducted training, coached the management team and employees. Developed and implemented corrective action guidelines and procedures to standardize the performance improvement process for under-performing employees.

• Maintained a positive employee relations climate and a high level of engagement during a 5-year period when the business reduced staffing by 50%, restructured and implemented wage freezes.

LARRY NORMAN Page 2

• Successfully directed significant labor relations actions, including contentious collective bargaining agreement in Canada and effects bargaining in California. Achieved contracts with the Steel Workers, Teamsters, and Painters unions with less restrictive language and below approved budgets. Negotiated a 0% increase in wages during 1st year of the new contract in Canada.

MEMC ELECTRONIC MATERIALS, INC. 1982 - 1998

Director, Employee Relations - St. Peters, MO

Provided HR leadership and direction to the corporate staffs; included Technology, Customer Operations, Product Planning, MIS, and Finance organizations. Also designated as the Equal Opportunity Affairs Officer. MEMC is an 8,000 employee global manufacturer of silicon wafers to the semiconductor industry.

Corporate Human Resources Manager, International Assignments - St. Peters, MO

Tasked with building a corporate HR Group to oversee the global human resources function.

• Hired and developed the HR team.

• Implemented new protocol, standardization and processes for the management of 200 employees and family members on assignments in China, Italy, Japan, Korea, Malaysia, Taiwan, UK and the US.

• Managed a budged of over $4.5MM; achieved 10% reduction in expatriate costs.

Manager, Human Resources - Spartanburg, SC

The HR Leader for a 1,200-employee silicon wafer manufacturing facility and sales force with offices in Boston, MA; Dallas & Austin, TX.

• Transitioned to employee oriented high performance teams culture that emphasized empowerment, accountability, quality, productivity and goal attainment.

• Provided human resources leadership to re-engineer the site. Achieved a 25% reduction of site operating expense.

• Provided diversity management strategic guidance, developed action plans and rolled out management training to foster a culture of inclusion. Plans implemented resulted in:

o 200% increase in minority female representation in the management and professional ranks over the next five-year period

o The first 3 minority & female candidates being identified as succession candidates for director-level & above positions.

• Championed change in HR systems, employee capability, and quality of supervision that was noted as organizational strengths when the Spartanburg Plant received the South Carolina Quality Award.

EDUCATION

Master of Human Resources Development, Clemson University, Clemson, SC

Bachelor of Science in Business Administration, Lander College, Greenwood, SC

Leadership Development, Center for Creative Leadership, Greensboro, NC

PROFESSIONAL AFFILIATIONS

SHRM (Society for Human Resources Management)

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