Experience

Dover Artificial Lift

• United States
• Oil and Gas
• 1 - 100 Employee

• Organizational Development Manager

  • May 2014 - Feb 2015

  The Woodlands, Texas

• Human Resource Manager

  • Dec 2013 - Apr 2014

  The Woodland's, Texas Responsible for strategic project management across the US HR function and International locations including Canada, Colombia, Middle East, Asia Pacific, India, Singapore, and Australia. • Created a US shared employee handbook to be used for Texas facilities and future acquisitions. • Defined and structured the annual compensation, executive compensation, and merit and bonus cycle process. • Managed talent, including the nomination process for key talent to attend Corporate… Show more Responsible for strategic project management across the US HR function and International locations including Canada, Colombia, Middle East, Asia Pacific, India, Singapore, and Australia. • Created a US shared employee handbook to be used for Texas facilities and future acquisitions. • Defined and structured the annual compensation, executive compensation, and merit and bonus cycle process. • Managed talent, including the nomination process for key talent to attend Corporate Leadership training and establishing relations with military recruitment and universities. • Led a job description project to consolidate the volume of descriptions and build greater consistency in staffing requirements. • Reviewing and analyzing current US HRIS systems to propose a common HRIS solution.



Wacker Neuson Group

• Germany
• Machinery Manufacturing
• 700 & Above Employee

• Human Resource Generalist/Consultant

  • Feb 2012 - Nov 2012

  Menomonee Falls, Wisconsin Responsible for safety and recruitment at the Corporate/Plant facilities in Menomonee Falls and Mequon, Wi. • Significantly improved emergency responder procedures and safety communications within and across locations for approximately 600 employees. • Wrote and implemented new MSDS recordkeeping by transitioning physical documents to centralized electronic version. • Created, implemented and trained targeted selection interview process and guidelines for engineering and… Show more Responsible for safety and recruitment at the Corporate/Plant facilities in Menomonee Falls and Mequon, Wi. • Significantly improved emergency responder procedures and safety communications within and across locations for approximately 600 employees. • Wrote and implemented new MSDS recordkeeping by transitioning physical documents to centralized electronic version. • Created, implemented and trained targeted selection interview process and guidelines for engineering and marketing client group to ensure selection integrity. Applied process to selecting recommended hires. Show less



Regal Beloit Corporation

• United States
• Appliances, Electrical, and Electronics Manufacturing
• 700 & Above Employee

• Human Resource Manager

  • Jun 2007 - Aug 2011

  Union Grove, Wisconsin Responsible for all Human Resource matters for facility, including policies, procedures, employee relations, succession planning, performance management, safety, salary planning, payroll, benefits, training, and cross company collaboration for best practices for a 250 employee, non-union environment. • Facilitated development and follow-through of business strategic plan, including policy deployment. • Improved the business talent review resulting in reducing process time by 30% while… Show more Responsible for all Human Resource matters for facility, including policies, procedures, employee relations, succession planning, performance management, safety, salary planning, payroll, benefits, training, and cross company collaboration for best practices for a 250 employee, non-union environment. • Facilitated development and follow-through of business strategic plan, including policy deployment. • Improved the business talent review resulting in reducing process time by 30% while adding over 500 employees from the other mechanical divisions into the process. • Created and facilitated training for management to develop quality performance plans with measurable objectives, and follow-through execution. • Introduced and facilitated employee surveys and action plans resulting in improved employee relations. • Introduced and facilitated 360 degree assessments for the leadership team to better understand how they are viewed by peers and subordinates, resulting in much improved focus on self-development and improved employee relations. • Created and facilitated training to transition the culture to a team based work environment. Show less



Rockwell Automation

• United States
• Automation Machinery Manufacturing
• 700 & Above Employee

• HR Strategy & Planning Mgr.

  • Nov 1999 - Nov 2003

  Greater Milwaukee Area Responsible for employee relations, succession planning, organizational development, associate engineer development program, diversity compliance and HR strategy and planning in an international matrixed environment with four direct reports, and fourteen indirect reports including the leadership development rotational engineering associates. • Conducted training for the behavioral interview process and redesigned the interview evaluation form, both in alignment with employee competency… Show more Responsible for employee relations, succession planning, organizational development, associate engineer development program, diversity compliance and HR strategy and planning in an international matrixed environment with four direct reports, and fourteen indirect reports including the leadership development rotational engineering associates. • Conducted training for the behavioral interview process and redesigned the interview evaluation form, both in alignment with employee competency matrix. • Integrated the business strategy into performance management. • Developed and directed a strategic high performance work environment behavior matrix and measurement tool based on competencies. Conducted train-the-trainer for HR professionals, and ensured facilitation for over thirty business groups, resulting in improved work group performance, while transitioning the HR team from a pure administrative function to a strategic business partner focus. • Led a cross-organizational HR Strategy and Planning team project to standardize the company’s succession planning process using a value stream mapping tool, resulting in reducing time by 35 days. • Responsible for the design, development, and implementation of over twenty training programs, including assisting headquarters in aligning the “Leading for Results” corporate training plan with the business strategy. Show less



MillerCoors

• United States
• Food and Beverage Services
• 700 & Above Employee

• Safety/Security Mgr.

  • Jan 1999 - Aug 1999

  Greater Milwaukee Area Safety/Security Manager 1999-1999 Responsible for safety, security and health services, including hazardous materials and emergency response teams with staff of 47 and a $500,000 budget in a plant population of 1,000 employees. • Facilitated improvements in monthly plant-wide safety audits and processes. • Participated as assessor to coach outlying plant facility safety managers and staff in mock OSHA audits.

• Employee Relations Manager

  • Jan 1996 - Dec 1998

  Greater Milwaukee Area Responsible for hires, promotions, terminations, reassignments and outplacements, payroll system, EEO, 11 labor union contracts, and training in a plant population of 1,000 employees. • Facilitated and supported the brewery high performance transformation design, including continuous learning. Developed and implemented a strategic business tool and measurement matrix linking behaviors to core values. • Significantly improved processes and procedures: new employee orientation,… Show more Responsible for hires, promotions, terminations, reassignments and outplacements, payroll system, EEO, 11 labor union contracts, and training in a plant population of 1,000 employees. • Facilitated and supported the brewery high performance transformation design, including continuous learning. Developed and implemented a strategic business tool and measurement matrix linking behaviors to core values. • Significantly improved processes and procedures: new employee orientation, reassignments, outplacement, grievance tracking, employee time and attendance program, and progressive and consistent corrective action procedure resulting in significantly improved HR/client relations. • Conducted training for plant management including Seven Habits of Highly Effective People, Team Building, Manager and the Law, Effective Meetings, Effective Presentations, Targeted Selection Interviewing, and Diversity Training.

• Diversity Compliance Manager

  • Jan 1992 - Dec 1995

  Greater Milwaukee Area Responsible for company-wide (national) AAP/EEO compliance matters, including conducting analysis of compensation and bonus plans, and numeric and non-numeric goals using the PDQ HRIS system. Directed outlying facility HR management in both writing Affirmative Action Plans and in effective handling of employee dispute resolution. Served as Human Resource Manager for five divisions and facilitated succession planning with executives. • Assisted in the plant start-up of the Trenton, Ohio… Show more Responsible for company-wide (national) AAP/EEO compliance matters, including conducting analysis of compensation and bonus plans, and numeric and non-numeric goals using the PDQ HRIS system. Directed outlying facility HR management in both writing Affirmative Action Plans and in effective handling of employee dispute resolution. Served as Human Resource Manager for five divisions and facilitated succession planning with executives. • Assisted in the plant start-up of the Trenton, Ohio Brewery, including the strategy development of a projected team-based environment. Trained interviewers to assess team skills for management and non-management candidates. • Developed and conducted Company-wide Diversity strategy and training to include Professional Conduct and Adapting to Change training for all employee levels, including train-the-trainer for other HR professionals. • Participated in the strategic planning of three major reductions in work force, including the analysis and advising of outlying plant management decisions. Handled all bridged retirement benefits for eligible employees. • Designed and directed an improved performance management process and conducted train-the-trainer for other HR professionals. • Managed OPEIU labor contract, including improved grievance processing and corrective action tracking methods. • Various Personnel positions 1978-1992