Lisa Cash, SPHR
2617 Geiberger Drive  Plano, TX 75025
C: 972-948-5510  H: 214-383-9551  EMAIL: Lisa.Cash[at]sbcglobal.net
CAREER SUMMARY
Human Resources Executive/Business Partner with a global strategic business focus. Successful track record of delivering key business results through effective alignment of Talent with business objectives in a variety of complex business environments. Diverse experience providing HR leadership to organizations including: Services, Manufacturing, Logistics/Distribution, Procurement, and Technology organizations. Proven ability to motivate and coach executive partners and develop talented staff.
Invensys Operations Management July, 2008 - Present
Sr. HR Business Partner (Division VP), Corporate Functions
A member of the Corporate Human Resources executive team delivering strategic, single point of contact HR support to the CFO, General Counsel, CIO and Executive VP, Sales Operations and their global teams.
• Drive integration of four business groups. Accomplishments included: organization design, employee selection based on talent review, backend HRIS reconciliation, right-sizing, and implementation of consistent titling and compensation plans.
• Institutionalized a talent management process to the Finance organization, identified job families, core competencies for each family, conducted a gap analysis and put in place a process to address gaps and strengthen the succession planning process
• Provide strategic global HR support to all functional areas (IT, Finance, Project Management, HR, Legal, Sales & Marketing Operations) in the business. Partner with the CFO, General Counsel, CIO and Sr. VP of HR to ensure appropriate resourcing domestically and internationally to facilitate achievement of company objectives.
• Led HR and change management activities for the Sales Operations, Finance and IT transformations, as these functions moved from 100% internal centralized resourced model to more a 70%/30% outsourced/decentralized strategic support model.
• Compliance Officer for division, working closely with Legal to ensure compliance with company Code of Conduct, investigate grievances, propose and implement resolution.
Gexpro (Formerly GE Supply) March, 2007 – July, 2008
HR Leader
Provide comprehensive, value-added HR strategic and tactical support to Division President and leadership team of high growth business unit of 18 branches nationwide ($500M business with approximately 500 employees).
• Managed communication and integration efforts following divestiture of business from GE, including mitigating risk of potential morale reduction, name change activities, ethics program roll out, and policy, HRIS and benefit integration.
• Led organizational capability review for each function, including: identification of top talent as well as talent gaps, and proposing educational or experiential opportunities to strengthen talent pipeline and support growth of business.
Andrew Corporation January, 2005 - March, 2007
HR Director
Responsible for the effective execution of strategies and successful delivery of all HR services to $650M business unit within company. Strategic business partner to the leadership team, providing counsel and expertise in all areas of HR.
• Led global team of HR professionals to provide on site support at facilities worldwide, including: US, Canada, Mexico, Germany, UK, and Asia.
• Assessed organizational strengths, identified gaps, and worked with business leaders to create individual and team development plans and create a succession plan.
• Drove Change Acceleration Process (CAP) throughout organization to facilitate more consistent implementation and rapid acceptance of internal change initiatives including: relocation of manufacturing facility, leadership reorganization, process changes, and implementation of new HR Service Delivery model.
• Key member of team that facilitated divestiture of the business unit. Worked on both internal and external teams to managed communication, integration and retention efforts.
Centex HomeTeam Services June, 2000 – January, 2005
HR Director
Responsible for all Human Resources functions for high growth home services provider consisting of 2,500 employees and 50 branch offices.
• Analyze employment trends within the organization and collaborate with top executives to create and implement employment programs that will facilitate the achievement of corporate objectives.
• Work “hands-on†with over 160 field managers to help manage employee performance and ensure consistency and compliance in employment decisions.
• Participated in cross-functional leadership team to manage aggressive M&A strategy. Completed personnel related due diligence during acquisitions and managed all aspects of employee integration.
• Conduct employee relations investigations of high complexity. Resolved numerous charges/complaints filed with EEOC, NLRB, DOL and various other agencies. Realized approximately 75% reduction in cost of claims.
• Reduced average cost per WC claim from $6,000 to $2,500 and percentage of lost time claims from 32% to 21%. Cost of lost time claims reduced by 50%.
• Conduct needs analysis and create/implement training programs to support business objectives, including Interviewing and Selection, HR for Managers, Customer Service, and Performance Management, and implemented internet training program to raise awareness of compliance issues.
• Developed succession planning tool to identify high potential internal candidates and target individual development efforts to insure readiness for promotion.
Dynamex, Inc. July, 1998 - June, 2000
HR and Training Manager
Managed Human Resources function for division experiencing 50% annual growth. With staff of 8 direct reports, met short and long-term goals pertaining to employee satisfaction, workplace diversity, recruiting, and training.
• Developed comprehensive approach to recruiting and retention. Involved in all aspects of strategic staffing and performance management. Maintained 25% or lower turnover rate in call centers – consistently below industry standards.
• Investigated and resolved variety of employee relations concerns from all levels within the organization. Complex issues included EEOC charges, harassment, discrimination, theft and workplace violence.
• Created performance management and compensation program for 30 front-line positions and 6 management positions. Created career path program and focused efforts of training department to support employee development plans.
• Managed training department - created multiple offerings including technical support, new hire, leadership and customer service.
Applied Materials January, 1996 – July, 1998
HR Assistant/Training Specialist
Duties included needs analysis, training delivery, employee wellness, maintenance of policy and procedures manuals, payroll, benefits administration, and personnel record retention. Created employee reward program and implemented peer recognition incentives. Community Involvement Coordinator worked with various non-profit organizations providing volunteer and fund-raising support.
EDUCATION & CERTIFICATIONS
May, 1994 B.S., Texas A&M University, Tourism Sciences
July, 2000 Professional in Human Resources Certification
December, 2003 Senior Profession in Human Resources Certification
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