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Click here or scroll down to respond to this candidate Candidate's Name
Street Address PHONE NUMBER AVAILABLE EMAIL AVAILABLE
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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