Julie Fonzo

• Participated at strategic and operational level to develop and strengthen human resources services, relationships and mission
• Maintained human resources regulatory compliance with local, state and federal laws
• Coordinated work activities for HR managers, specialists and recruiting agents
• Wrote employee manual to cover company policies, disciplinary procedures, code of conduct and benefits information
• Fostered cross-functional relationships to connect managers and employees and improve overall efficiency
• Liaised between multiple business divisions to improve communications
• Recommended appropriate resolutions to employee relations concerns and handled disciplinary issues and investigations of misconduct
• Structured compensation and benefits according to market conditions and budget demands
• Conducted company-wide town hall meetings to convey updates
• Evaluated human resources structure and plan for continual improvement and offered individuals professional and personal growth opportunities
• Provided updates on HR policy changes to employees to satisfy compliance and state laws

Post divestiture from Bridgestone Americas, serve as both Head of HR and US HR Leader

As Head of Human Resources:

• Developed and executed full-scale HR department, policies, programs, systems, and operations for multi-site, international company
• Employee Relations champion, with thoughtful focus on root cause, education, and communication
• Aligned HR Strategy with business goals and objectives
• Created Employee Engagement, DE and I, and Learning and Development Strategy-implementation final in July 2022
• Stood up new HRIS, Time and Attendance, and Payroll systems
• Completed benefits assessment, RFP review, and benefits harmonization for medical and ancillary plans
• Redesigned the Human Resources organization, centralized Talent Acquisition, and grew the team from 5 to 25
• Stabilized HR Ops and Payroll functions
• Designed and implemented ROB HR functions-midyear reviews, talent review, IDPs for top talent/succession plans, succession planning, merit design, year-end performance planning and review, both variable and long-term incentive plans
• Develop and lead the Company's comprehensive Total Rewards strategy leveraging compelling and equitable compensation and benefits programs that will attract and retain talent
• Conduct a Total Rewards assessment, inclusive of compensation programs including executive compensation, operating structure, process, and technology
• Partner closely with Talent Operations on data and the HRIS system, including the evaluation and implementation of any future changes to the HRIS system
• Lead the proposal, development, implementation, and iteration of a Total Rewards plan that aligns with the business and is inclusive of all rewards (base salary, short and long-term incentives) and (health and welfare, 403(b)/retirement, voluntary benefits, and wellness initiatives)
• Proactively provides recommendations and insights on the total rewards strategy, ensuring salary and benefit programs are best in class and market competitive to attract and retain top qualified talent
• Serves as point of contact to related vendors and brokers to ensure program success, compliance, and to resolve any related issues
• Coordinates communication and materials regarding all related employee programs
• Function as M&A lead through 4 independent acquisitions
• Partnered with Finance develop HR operational budget
• Engagement Survey results and action plans reviewed and communicated; Fast follow with thoughtful action plans
• Lead and mentor an organization of 25; 13 direct reports

As US HR Leader:

• Manage 6 HRMs to supports 15 manufacturing facilities; 2 union plants
• Ensure HR and Operations alignment

• CHRO for finance, payments, and bioscience divisions.
• Strategic business leader with Board-level experience specializing in global human capital leadership.
• Trusted advisor and partner to CEO / C-suite with significant Board-level interface and exposure to public company governance protocols and executive compensation practices.
• Strategic business leader with active management involvement in shaping the company's long range vision and strategy - and aligning the people and organization to create long-term shareholder value.
• Direct involvement in the planning and implementation of business development and expansion strategies in complex, multi-cultural commercial environments including customer interface, evaluating and integrating global acquisitions, international green-field/start-ups, and redesigning “go-to-market” approaches.
• Designed and introduced talent assessment and leadership development programs utilized at the Board of Directors level and throughout the organization to unlock individual/team potential to a competitive advantage.
• Designed programs, policies, and procedures that were implemented to reduce or eliminate workplace injuries and hazards.
• Reduced safety incidents by 17% by training and teaching risk management techniques, hazard identification, quality checks and documentation.
• Conducted safety audits and investigated plant quality issues.
• Developed safety training procedures and documented into manuals for distribution to all staff members.
• Catalyst for building strong talent pools, customer-centric leadership teams, and top-tier performance cultures.
• Led professional staff of up to 15.
• Streamlined and directed occupational safety trend and current hazards analyses.

• HR Leader for startup/fintech organization, post separation from GE Capital.
• Provide full-scale operational and strategic support to executives, senior leaders, and employees for corporate and plant organizations.
• Responsible for safety-programs, training and deliverables.
• Serve as HR PM for strategic initiatives, including hyper-growth, onboarding, and M & A.
• Achieved employee satisfaction ratings above 95% with all benefits programs for 2-year period.
• Placed in Great Place to Work top 100 for 2 years in a row.
• Best Site safety records for 9 straight quarters.
• Acted as Affirmative Action Program sponsor and site HR Executive of 2500 employees.
• Translate and align business needs into HR solutions.
• Lead large-scale re-organizations from inception.
• Develop and implement mentoring program for corporate roll out.
• Function as a generalist to provide career development, compensation development and salary planning, grievance counseling, policy and procedure development and implementation, and multi-site management functions.
• Manage benefits and vendor agreements, and final agreements with all vendors.
• Manage individual and group training programs in personnel development, technical training, and work-life quality.
• Provide full-service HR support to 650+ client group and manage a global de-centralized team.
• Develop and lead of professional team of 8.

• HR Leader for CFO, SVP of Digital Marketing, and VP of online and offline businesses, as well as each respective global organization.
• Lead agile organizational modeling to meet rapid growth/expansion, M & A needs, business goals, and organizational effectiveness.
• Core HR Project team leader for rapid growth initiatives, onboarding development, and acquisition integration.
• Mentor and manage junior HRBPs for growth and development.
• Develop leadership, career path models, and succession plans for client groups.
• Develop and facilitate HR training as part of both business and HR-operational business requirements, including performance review, compensation, talent development, and interviewing.
• HR PMO team lead in employee training programs, employee engagement survey tools, talent development/management tools-including business needs assessment, data analysis, and results communications/recommendations.
• Provide support in performance management, competency assessment and succession planning processes- SAP/SuccessFactors profile, performance, succession and calibration configuration and testing experience (v12) as well as Workforce Analytics and reporting experience to meet critical business timelines.
• Provide both strategic and practical operational guidance to global client groups of over 750.
• Interim HRBP for Marketing, Product, and Global Market Management-both North and Latin America.
• Lead and mentor team of 5.

• Provide both executive and employee HR support for GE-Technology, Manufacturing, Sales/Commercial, Finance, Marketing, and Strategy P & Ls.
• Provides leadership, training and support for planning and conducting effective labor contract negotiations.
• Provided advice and training as needed in areas of contract administration, such as grievance/arbitration, breaking past practice, mid-contract changes, developing memorandum of agreements, and interpreting contract provisions.
• Maintained solid collaborative relationships with the Employment & Labor Law Center of Excellence (COE), Compensation & Benefits COE, Supply Chain, HR Business Partners, and other key stakeholders.
• Identify business requirements and develop the ERP Global Blueprint within the area of human resources- SuccessFactors modules and HCM on-premise areas including: Benefits, Organizational Management, Personnel Management, Time Management, Payroll, ESS/MSS, Performance Management, Compensation, Personnel Development and Succession Planning.
• Assessed overall company safety, identified areas in need of improvement and spearheaded changes to protect personnel.
• Evaluated current safety program standards and program performance, identified trends and implemented corrective actions.
• Oversaw safety strategy progress and maintained compliance with deadlines to support standards and process optimization for over 4 locations with 850 employees.
• Investigated industrial accidents, injuries or occupational diseases to determine causes and preventive measures.
• In addition, identify best practices and organizational efficiencies, as well as coach and train managers to properly apply human resource policies and procedures, and act as an agent of change.
• Leads or advises on other labor & employee relations initiatives as required.
• Provide strategic and organizational development, change management, communication and measurement, globalization, executive compensation, total rewards, employee benefit plans, sales and marketing compensation plans, and workforce planning for client groups.
• Develop and implement mentoring program for corporate roll out.
• Function as a generalist to provide career development, compensation development and salary planning, grievance counseling, policy and procedure development and implementation, and multi-site management functions.
• Serve as PM for HR Operations, including hyper-growth initiatives of 300%- recruitment, onboarding, talent management, and communications.
• Lead and mentor team up to 5.