hr director or sr. hr business partner
Post on 07-Apr-2018
Embed Size (px)
8/6/2019 HR Director or Sr. HR Business Partner
Annette Delbridge - SPHR7729 Kensington Manor LaneH: 919-569-6756C: 919-426-5937Wake Forest, NC email@example.com
OBJECTIVESeeking an opportunity to leverage strategic and tactical HR skills, proven people management competence, broad business experience and knowledge to drive organization to higher performance levels.
SKILLS AND CAPABILITIESHuman Resources: extensive results oriented experience in executive Human Resource Business Partnering and senior Human Resource program management. Broad knowledge of human resource management in a variety of disciplines across a large multi-national, multi-cultural organization.
Business Acumen and Vision: insightful ability to ask the 'right questions'; results driven with significant attention to detail; proven track record of establishing, linking and delivering team objectives to strategic business thrusts;
Functional Management Breadth: significant experience across all business functi
ons including marketing, sales, engineering, pricing, business development, human resources. Articulate communicator with strong interpersonal skills and a reputation for developing "top-talent". Comfortable interacting at all levels of an organization; proven decision maker with good judgment and high integrity;
Proven expertise in:Performance Management * Corporate Restructuring * Compensation Strategies * Change Management * Employee Relations * Policy Setting * Organization Design * Workforce Planning * Talent Management * Succession Planning
Key Successes:* Partnered with executive leaders during major corporate restructuring to ensure effective resource identification, communications and re-organizations to meet
financial targets* Defined and implemented Nortel's global performance management strategy for 30,000 employees world-wide* As program director, led the successful SAP system implementation of Nortel'sperformance management module resulting in an automated well utilized performance management process.* Developed and delivered global HR programs on Career Development, Management Excellence, HR Evolution, HR Information Systems, Diversity, Crucial Conversations, Change Management* Led Global Supply Chain organization talent reviews, succession planning, executive assessment and development processes through which all movement (reductions, promotions, and external hiring) was managed.
PROFESSIONAL EXPERIENCENORTEL1987 - 2010A recognized leader in delivering scalable, robust, secure telecommunications products, services and solutions to service provider and enterprise customers worldwide, Nortel did business in more than 150 countries with revenues of $10 billion and approximately 30,000 employees globally.
Director - Human Resources Global Supply Chain Operations
8/6/2019 HR Director or Sr. HR Business Partner
June 2008 to August 2010Senior Human Resources Business Partner supporting the Chief Procurement Officerand three Client Groups totaling 1400 employees across 62 countries. Accountable for the delivery of both strategic & tactical HR services to Nortel's Global Operations organization including executive leaders, managers and employees. Responsibilities include employee relations, performance management, employee engagement, recruiting, OD consultation and workforce restructuring.
* Partnered with the Chief Procurement Officer to address HR aspects on all strategic and operational issues* Created a productive, collaborative, and respectful working environment duringintensive period of downsizing and Chapter 11 filing* Designed and implemented $54M Retention & Performance Program covering employees across all levels and spanning all functions. The Program was needed to ensure Nortel maintained the skills, experience and institutional knowledge to complete transitional work while maximizing business results for all creditors* In partnership with Executive Leadership team, developed Sunset Strategy to maintain and wind down work processes, systems and manpower. The strategy focusedon building net cash from operations, recovery value of leave behind assets andservice performance against transitional service agreements with the buyers of Nortel's six divested businesses* Designed and implemented a " No Cost "Cross Training program focused on critical role coverage. Met objectives and reduced dependence on external contractors
while mitigating the impact of a 19% annualized attrition rate.* Facilitated performance reviews and coached the leadership team on performancedifferentiation and the identification & addressing top and low performers, succession planning and career development* Developed compensation strategies to address base salary, key employee incentive and long term incentive planning for Global Supply Chain organization* Built an effective organizational talent plan for key roles based on the strategic direction of the business unit including skill gap analysis, development plans and assessments* Effectively managed all employee relations issues including but not limited tothe settlement/resolution of employee separations (involuntary and voluntary) in order to minimize legal risk
Director, Human Resource Business Partner - Knowledge Services
Dec 2007 to June 2008Human Resources Business Partner supporting the Vice President of Knowledge Services and 450 employees world-wide.* Developed and aligned a human capital management plan with the Knowledge Services strategic plan* Primed global clean sheeting exercise focused on job analysis and spans and layers. Revised job descriptions across all levels. Interviewed and shadowed management team to construct an accurate picture of the duties and skills required for each position.* Deployed a broad-based Management Excellence initiative focused on building a'best-in-class' management team at all levels through a global approach to manag
erial accountabilities, assessment, development and engagement
Director Talent Strategy - Management ExcellenceJan 2007 to Dec 2007The Management Excellence program focused on eliminating the variance in management skill and competencies across the Corporation, and elevating the role of themanager to drive employee engagement and career attainment. Breadth and depth of management knowledge and experience was valuable during the strategic design and content development phases.* Designed Competency Model for managers and emerging leaders
8/6/2019 HR Director or Sr. HR Business Partner
* Developed series of CEO webcasts on the journey towards management excellence* Created and moderated a live panel discussion focused on Straight Talk of Performance Management which was videotaped and made available for 3000 managers globally. Received Nortel's Award of Excellence.* Developed a Management Assessment Tool focused on the upward feedback processto measure manager effectiveness and 'Is Management for me?' assessment tool foremployees contemplating a career in management
Director Employee Relations - Global Program Leader Performance Management
Jan 2005 - Jan 2007As the corporate program owner, managed all aspects of Nortel's performance management process from program inception through to corporate adoption, providing managers with a framework upon which to differentiate performance.* Drove a significant global change in Nortel's performance management strategywithin a challenging organizational environment. Evolved process to align with new corporate direction and successfully gained global consensus on proposed changes to the Priorities process. Established aggressive global targets for contribution distribution across the Corporation which were fully met each year.* Led a global, cross functional project team of HR professionals to champion and communicate the substantive changes to the program. Skillfully negotiated win-win solutions with European Works Councils and unionized environments.* Partnered with SAP and Accenture to deliver Nortel's first fully automated performance management system. Drove the development and implementation of the com
pany's HRIS strategy including data collection, reporting processes, data standards, and tool requirements in partnership with internal IT and outsourced vendors.* Designed framework and developed content for people management workshop, delivered in over 60 site locations to 1500 managers worldwide.* Designed and developed a comprehensive suite of training material including videos, webcasts, workshops, assessment tools, presentations focused on the skillof effectively communicating performance feedback. Received Nortel Award of Excellence* Drove the internal HR audit and external SOX audit to a successful close eachyear. Brought Performance Management policies and procedures into full compliance.
Director of Business Development2002 - 2005Led a team of 15 senior engineers with a mandate to extend the reach, reduce complexity and transform customer business cases for Nortel's Wireline and Multimedia portfolio into effective sales tools. Engaged lead customers to validate business and network assumptions used in business case analysis and accelerated thecustomers' buying decisions with compelling business case analysis.
Director of Marketing,1998-2002Cabinet member of the business team that drove Nortel's data network business toa #1 market share position in 1999 with global sales exceeding $1B. Managed $1
.2M budget, 5 senior managers and 40+ employees. Ignited the slow growing data business by designing and implementing innovative marketing strategies. Led product marketing, pricing, competitive analysis, bid response, marketing communications.
Senior Manager of Global Pricing and Competitive Analysis,1995-1998Managed 15 marketing specialists. Provided