Monica Paolini

Dana is a global leader in drivetrain and e-Propulsion systems, operating in 30+ countries with 42,000 employees, and generating $10.6B in revenue.

• Recruited to centralize and elevate the global talent function during a period of high growth and intense competition. Led the strategic transformation of global talent acquisition processes while building and cultivating a high-performing team.
• Collaborated closely with the CHRO and executive leadership team to develop a comprehensive global talent strategy that aligned workforce planning with the organization's dynamic needs and objectives.
• Served as a trusted advisor to the CHRO and executive leadership team, playing a pivotal role in shaping and influencing global strategic direction, ensuring the successful execution of talent initiatives that reinforced organizational objectives and fostered a high-performance culture.
• Developed a proactive global talent strategy to address high growth and a competitive labor market, leveraging global synergies while emphasizing local specialization to ensure business continuity and resilience.
• Crafted a multi-year strategy for talent attraction and retention, encompassing reskilling and upskilling initiatives, succession planning, and measurable outcomes, with a strong focus on attracting top-tier global technical talent.
• Championed Global Talent Operations, overseeing talent acquisition centers of excellence (CoE) in Canada and Italy, while partnering with global talent partners to ensure alignment and support for recruitment initiatives across multiple regions.
• Built and directed a high-performing U.S. talent acquisition team, delivering a $7.3M in cost savings in the first year by eliminating reliance on third-party recruiters and streamlining process/tools, with an additional** $11.4M in cost avoidance savings achieved in 2023.
• Established a U.S.-based Engineering Tech Center in a highly competitive market, strategically recruiting 220+ top-tier engineering talents within a year and a half, substantially enhancing the company's innovation capacity and technical expertise while attracting global talent.
• Directed talent acquisition initiatives for U.S. manufacturing sites during the first phase of the centralized model, successfully hiring 460 employees in the inaugural year, significantly enhancing operational efficiency and productivity across the organization.
• Successfully led staffing efforts and developed a comprehensive workforce plan for the greenfield $54.2 million EV Battery Cooling Plant project, strategically aligning workforce needs with organizational growth objectives. Achieved phased hiring, with 200 jobs filled as planned by 2024.
• Developed and executed high-volume recruitment strategies for hourly positions in U.S. plants, ensuring robust support and resources for key operational roles. This initiative strengthened the talent pipeline and improved recruitment outcomes for critical hourly positions.
• Implemented a forward-thinking Diversity, Equity, and Inclusion (DEI) strategy within recruitment efforts, cultivating partnerships with diverse organizations globally to enhance representation and attract a broad spectrum of talent.
• Designed and launched innovative early career recruitment initiatives, including robust internship and co-op programs, to build a sustainable pipeline of emerging talent. Fostered strategic collaborations with educational institutions and community organizations, enhancing outreach and attracting diverse candidates.
• Partnered with a Recruitment Marketing vendor to conceptualize and execute a transformative branding and Employee Value Proposition (EVP) campaign, significantly increasing LinkedIn followers by 28,000+ in the first phase and driving a 30% boost in Tech/EV applicant flow.
• Facilitated EVP training sessions for managers and leaders, positioning Dana as an employer of choice in the EV sector while driving engagement through targeted marketing campaigns.
• Led the successful implementation of a global HRIS within a year, achieving substantial cost savings while streamlining disparate systems. This initiative significantly enhanced the candidate experience, providing a more efficient and user-friendly application process across all global locations.
• Collaborated closely with regional talent acquisition leads to review dashboards featuring KPIs that measure recruitment effectiveness. Provided insights for regular reports, highlighting trends, challenges, and areas for improvement, for senior leadership consideration. Oversaw performance at regional and functional levels using performance dashboards, KPIs, to derive insights on trends, while developing appropriate action plans accordingly.
• Addressed critical workforce planning gaps by standardizing position management and approval processes, establishing a centralized framework that provided the executive leadership team with real-time visibility and KPI tracking. This initiative empowered data-driven decision-making and improved operational efficiency.
• Created and executed sophisticated KPIs and dashboards for global talent initiatives, delivering critical insights into recruitment metrics and performance trends. This initiative drove accountability and informed strategic decision-making, ensuring alignment with organizational goals during a transformative growth period.
• Developed and implemented comprehensive onboarding programs that ensured a seamless transition for new hires, thereby enhancing retention and engagement from day one.
• Oversaw EEO and AAP compliance initiatives, ensuring that recruitment, hiring, and promotion practices not only met but exceeded federal regulations and aligned with organizational aspirations.

AAM designs, engineers, and manufactures driveline and metal forming technologies, operating in 18+ countries with 19,000 employees, and generating $6.1B in revenue.

• Recruited to centralize global talent acquisition across all functions and business groups, I demonstrated exceptional strategic adaptability and transformational leadership, which led to my appointment to a dual role to include Global HR Leader for the Driveline-Electrification business unit.
• Developed and executed an integrated talent strategy to address high growth and competitiveness, focusing on global synergies and local specializations for continuity and future readiness
• Crafted a multi-year strategy for talent attraction and retention, encompassing reskilling and upskilling initiatives, succession planning, and measurable outcomes, with a strong focus on attracting top-tier global technical and operations talent.
• Championed Global Talent Operations, overseeing talent acquisition centers of excellence (CoE) , while partnering with global talent partners to ensure alignment and support for recruitment initiatives across multiple regions.
• Implemented and led global talent acquisition strategy and global team while setting KPI and best-in-class model to support and deliver both salaried and hourly hiring globally.
• Built and led a strong team of talent partners, ensuring effective collaboration and support across all functions.
• Implemented a Global ATS, various tools, and process training, including rules of engagement.
• Supported global salaried and U.S. hourly and operations recruiting, establishing a high-functioning delivery model and design.
• Developed and launched a comprehensive Employer Value Proposition (EVP) to attract and retain top talent in a competitive market.
• Collaborated with marketing and design teams to create compelling branding and messaging for the EVP.
• Conducted employee surveys and focus groups to align the EVP with organizational culture and values.
• Implemented targeted recruitment campaigns and content strategy to amplify the EVP across digital platforms.
• Advised leadership on workforce planning and talent management strategies.
• Developed and implemented HR initiatives aligned with business goals.
• Managed organizational design and change management processes.
• Facilitated leadership development and coaching programs.
• Created KPIs and dashboards globally for talent initiatives.
• Led university relations and developed rotational programs to attract and nurture early career talent.
• Acted as a trusted business partner, providing coaching support to senior leaders within the business unit and collaborating closely with them to identify business priorities.
• Ensured alignment between global people plans—including roadmaps, programs, and tools—and the strategic goals of the business unit through effective organizational planning driven by specific business needs.
• Guided decisions regarding talent assessment based on knowledge of future organizational directions, determining whether to build internal capabilities or source external candidates.
• Executed regular performance reviews alongside organizational leadership reviews while facilitating succession planning in conjunction with the overall talent management strategy.
• Partnered with Centers of Excellence (COEs) in leading effective systems implementation related to performance management practices.
• Integrated local perspectives into Diversity, Equity, Inclusion, & Belonging (DEIB) plans, ensuring alignment with broader business objectives.
• Supported the strategic development of talent plans in collaboration with talent development teams, aligning them against organizational strategies informed by data such as attrition rates or hiring trends.
• Monitored key metrics impacting people and culture strategy, leading necessary changes for new or existing programs/processes relevant to the business unit during transformation processes.

• Reporting to the Global SVP of Human Resources, I acted as a strategic business partner responsible for translating business strategy and organizational needs into effective HR solutions for the global community, particularly during our preparation to spin off and become a standalone company while also working on acquisitions.
• Hired to support and navigate the organization through its transition from a spin-off to an independent entity
• Developed HR strategies that fostered a strong company culture, enhanced employee engagement, and aligned talent acquisition with new business objectives.
• Launched and developed the talent acquisition function as a team of one, strategically adding team members to enhance our recruitment capabilities, enabling rapid staffing, and supporting the organization’s growth during its transition to a standalone company.
• Oversaw, managed, and supported the members and activities of the Global Talent Acquisition and Corporate HR team, responsible for delivering and supporting talent acquisition, compensation, compliance, employee onboarding/offboarding, leaves of absence, and other employee lifecycle programs.
• Successfully built out the talent acquisition team and supported the Corporate HR function, ensuring alignment with our new identity and strategic goals during the transition to a standalone entity.
• Played a critical role in preparing the organization for its spin-off while simultaneously supporting acquisitions, ensuring that HR strategies were aligned with both initiatives to facilitate smooth transitions and integration.
• Acted as an HR business partner to the leadership team, providing strategic guidance and support to drive organizational effectiveness and align HR initiatives with business goals.
• In collaboration with Marketing team, created a new employee value proposition (EVP) and employer brand to reflect our new identity, attracting talent eager to be part of an innovative, entrepreneurial environment during this building phase.
• Promoted continuous improvement in the development of the Corporate HR team through leadership, guidance, and education.
• Provided advice, counsel, and management of personnel and disciplinary actions while ensuring all applicable laws were followed. Ensured HR compliance in all domestic and international jurisdictions by guiding management and employee actions through the research, development, and updating of policies, procedures, and guidelines.
• Managed HR interactions with other teams, including Payroll/Finance, IT, Legal, and other parts of the global HR team to enhance operational efficiency.
• Provided insights and recommendations for Global Rewards programs in benefits, compensation, and mobility. Drove the selection, implementation, and upgrades of all people systems and processes to maximize technology use and streamline operations.
• Tackled both operational and strategic work as needed, ensuring the confidentiality, accuracy, security, and timely maintenance of HR data.
• Prepared and oversaw the Global HR Operations budget.
• Ensured timely and accurate analysis, benchmarking, preparation, presentation, and communication of HR KPIs and metrics to the Executive Leadership Team and Global HR Leadership Community.
• Built and implemented a highly collaborative recruiting function recognized as best in class within and outside the organization. Developed innovative strategies and execution plans for talent acquisition and employer branding to attract and retain diverse and critical talent.
• Led and developed a team of highly effective recruiters, creating and managing relationships with executive-level hiring managers to assess and fulfill critical talent needs.
• Demonstrated a track record of understanding recruitment in the technology space while effectively developing a strong and mission-driven candidate pipeline that supported ongoing growth.
• Engaged in continuous process improvement, evaluating and implementing appropriate recruiting systems, tools, and processes.
• Developed a strong leadership and functional talent pipeline focused on the company’s strategic goals.

• Spearheaded the strategic and tactical integration of HR services to provide robust support to the Adaptive Solutions and Body Welding leadership teams during the critical transition period following Fiat's acquisition of Chrysler.
• Championed talent acquisition strategies focused on hard-to-fill positions, implementing targeted approaches to identify and attract top-tier talent, ensuring alignment with the organization’s growth objectives.
• Enhanced talent acquisition processes by integrating automation tools and technologies, streamlining workflows, and improving efficiency in sourcing, screening, and hiring, thereby reducing time-to-fill for critical roles.
• Directed employee development and retention initiatives to drive individual and organizational growth, aligning efforts with the overarching goal of standardizing HR processes across all Fiat entities.
• Enhanced the performance management framework alongside local compensation and benefits programs, ensuring compliance with applicable regulations while implementing streamlined and standardized HR practices.
• Leveraged Organizational Development expertise to deliver comprehensive training, leadership development, coaching, change management, and organization design initiatives, fostering a unified corporate culture across the organization.
• Contributed proactively as a strategic partner to the organization’s leadership team, continuously identifying and proposing innovative solutions that align with Fiat's strategic objectives and enhance operational effectiveness.
• Designed and implemented comprehensive strategies and programs for recruitment, selection systems, workforce planning, and employer branding, ensuring alignment with Fiat’s global HR standards and enhancing organizational cohesion.
• Oversaw the recruitment process outsourcing initiative, ensuring strict adherence to service-level standards and promoting the standardization of recruitment practices across the organization.
• Initiated and led employer branding initiatives, refining the online recruiting experience and guiding updates to reflect the integrated identity of the newly formed entity.
• Optimized and enhanced the employee onboarding process to ensure a seamless experience for new hires, aligning it with Fiat's standardized practices to foster early engagement.
• Collaborated with business unit HR to develop and implement robust college recruiting programs, including internships, co-op programs, apprenticeships, and new graduate hiring initiatives, consistent with Fiat's strategic goals.
• Served as a consultant to business unit HR on recruiting strategies, particularly for hard-to-hire roles, facilitating the exchange of best practices in talent acquisition across the organization and promoting a cohesive approach.
• Partnered closely with business unit HR to define and establish new hiring and selection programs that align with Fiat's strategic vision and operational requirements.
• Maintained a keen awareness of market and industry trends, delivering insights that informed recruiting strategies and programs while aligning with Fiat's strategic initiatives.
• Participated in the design and delivery of talent development programs, contributing to the organization's overall growth and supporting Fiat's integration efforts.

• Efficiently manage the staffing process to recruit top talent for the Powertrain organization.
• Assist in driving the HR strategy for the Engine Systems group while building organizational capability, employee engagement, performance management, communications, reward, recognition, etc.
• Effectively coach, counsel, and train managers and employees regarding human resources initiatives, policies, and programs. Initiate and implement process improvement and standardization activities.
• Participate and facilitate HRD Roundtable discussions (Succession Planning, Hi-Potential
  Identification, and Career Development Initiatives).
• Immigration Lead for NAFTA Staffing Group and BU Engine Systems.
• Oversee and manage employee relations issues for the Business Unit.
• Assist with employee counseling and performance improvement plans.
• Administer compensation programs and assist in job analysis, job evaluation, and performance management.
• Lead recruiting initiatives, including integration of assessment tools, employment branding, employee referral program, relocation, and interview skills training, etc.
• Coordinate all contingent workforce requirements for assigned client groups.
• Conduct training for hiring managers on hiring processes and tools.
• Responsible for training on Behavioral Interview Training, NAFTA Region.
• Track and report staffing and recruiting data/metrics, including but not limited to contract headcount, time to fill, and cost per hire.
• Negotiate and extend market-competitive offers to candidates by company policy and hiring manager requirements.
• Coordinate college recruitment campaigns, including career fairs, student club relationships, and faculty relationships, to ensure the selection and placement of US interns.

• Support the administration of employee performance and development reviews (Train employees and managers to ensure value of process).
• Support the effective talent identification process management, including identifying high-potential, promotable, critical, and mobile candidates. Assist in succession planning.
  • Support and coach management regarding key HR processes such as employee relations,
  performance management, staffing, compensation, organizational development, and employee
  learning and development.
  • Interpret policies and procedures and consistently provide policy guidance to managers and employees.
  • Responds to employee relations issues such as employee complaints, harassment allegations, and
  civil rights complaints.
  • Facilitate the resolution of complex employee concerns, including discipline if appropriate.
  • Counsel management on corrective actions, ensuring consistency and adherence to company
  policies.