Christie Laurie

• Spearheaded HR strategies across the Americas region, supporting 900 employees in the U.S., Canada, and Latin America.
• Partnered with C-suite executives to align HR initiatives with business goals, resulting in an 85% increase in employee engagement and receiving the Top Employer Certification for 2025.
• Implemented a talent acquisition strategy that boosted internal sourcing direct fills to 50% and enhanced the university full-cycle intern experience program.
• Championed a regional diversity, equity, and inclusion (DE&I) strategy and conducted awareness sessions, increasing the representation of underrepresented groups in hiring and employee resource group (ERG) participation to 30%.
• Drove succession planning to prepare for future leadership roles within the organization.
• Oversaw compensation and benefits programs, conducted compliance reviews, and created action plans, including the implementation and execution of the Leave of Absence (LOP) program with a processing compliance rate of 96%, exceeding the company target of 90%.
• Implemented data-driven decision-making processes within the HR department, improving effectiveness in various functional areas such as recruitment and performance management.
• Collaborated with executive leadership to align the human resources strategy with overall business objectives, enhancing organizational performance.
• Developed key metrics to measure the success of HR initiatives, enabling continuous improvement efforts based on tangible results.
• Collaborated with Centers of Excellence (CoEs) to implement leadership models and performance management systems, driving employee performance and providing actionable insights for leveraging strengths and identifying opportunities for improvement.
• Mentored and developed HR professionals within the team, creating a pipeline of future leaders for the organization.
• Participated at strategic and operational levels to enhance and strengthen human resource services, relationships, and the mission.
• Executed integrating HR systems and processes to ensure alignment with corporate objectives.
• Collaborated with the Global Sales and Marketing Group HR Project team to support the change management implementation of the new Sales Incentive Plan, ensuring alignment of new key performance indicators.

• Managed over 600 staff across the Americas, Europe, and Asia across more than 170 locations.
• Collaborated with executive leadership to align the human resources strategy with overall business objectives, enhancing organizational performance.
• Implemented succession planning for critical roles, resulting in 82% identification of "ready now or less than one year ready" for executive staff leadership positions.
• Led a global task force to establish corporate principles for a flexible work program.
• Guided sales and marketing reorganization from a business segment model to a key account and geographic structure.
• Drove the integration of analytic reporting to improve data accuracy and decision-making capabilities.
• Led the talent review process and collaborated with local human resources and leaders to identify high potential and build investment planning experiences.
• Improved employee engagement through regular communication and feedback, promoting transparency and collaboration, and leadership action planning.

• Collaborated with an external partner to implement an 18-month Leadership Development Program reaching 150 managers, resulting in an 89% increase in employee engagement scores for Direct Manager satisfaction.
• Collaborated in designing a new sales incentive program that recognized revenue potential for exceeding budget targets and conducted annual market evaluations. Created a Management by Objectives (MBO) program that aligned sales and marketing goals, driving performance to $2.5 billion.
• Developed annual strategic workforce planning process across all sales and marketing business segments. Responsible for three-year plan and budget submissions.
• Developed regional intern program while leveraging university engagements and utilizing strategic alliances and ambassadors through increased business presence.
• Resolved complex employee issues impacting management decisions.
• Developed high-performing teams by providing mentorship, guidance, and opportunities for professional growth.

Key achievements:

• Led successful transition of Brazil sales/marketing group from ST Europe to Region Americas, traveling extensively to build relationships with union employees and local partners; identified/created job ladders and career pathing, resolved historical compensation challenges that elevated retention by nearly 40% and collaborated with an external consultant to align benefits package within budget parameters competitively.
• Managed restructuring functions, avoiding litigation and supporting conversion to ensure zero lost revenue.
• Partnered with a Certified Facilitator to deliver a Strength Finder workshop for business units with team development needs; achieved immediate increase in expectations, communication, and organizational effectiveness.
• Developed and introduced Career Development Assessment tool, rolled out to 100+ managers in sales/marketing organization to be used with annual performance review to identify motivators and career interests.
• Directed an International Career Growth assignment program for technical marketing roles, fostering cross-cultural learning.
• Executed the first 360 inventories for sales/marketing executives (including internal/external coaching and strengths identification) and 50% of sales/marketing management with a 2-day workshop to create individual action plans.
• Fully transformed perception of HR from transactional organization to true business partner, building strong relationships with senior management and staff on all levels.
• Manage employee relations, compensation and benefits, performance management, and compliance with labor laws and regulations.
• Established and maintained strong relationships with key stakeholders, including senior leadership, employees, and external partners.
• Oversaw employee engagement surveys and action plans, driving continuous improvement in workplace culture and employee morale, with engagement results

Sr. HR Generalist (2004-2009), HR Generalist II (2000-2004), HR Generalist (1999-2000)

Additional Experience:

Andrew Corporation, Orland Park, IL (global supplier of communication systems, equipment, and services) Sr. HR Generalist & HR Generalist