Uniontown, OH 44685

Cell (330) 604-8877 Home (330) 699-1811

kandjeddy@msn.com

Katherine J. Eddy,
PHR and SHRM-CP
EXECUTIVE SUMMARY

Extremely pragmatic and analytical HR professional partnering with senior leaders to drive the people strategy
in a highly matrix, global organization. Conduct analysis through coaching to identify root causes and
collaborate with senior management teams to identify, implement and support strategic human capital solutions
to meet the current and future needs of the business. Proactively anticipate clients needs to identify employee
and organizational issues to attract, motivate, develop and retain key employees. Committed to excellence by
building strong relationships throughout all levels of management and staff to accomplish goals.
KNOWLEDGE AND SKILLS HIGHLIGHTS

Strategic Planning
Leadership Coaching
Organizational Design
and Effectiveness
Succession Planning

Employee Development
Talent Management
Engagement
Retention
Performance and Reward

Change Agent
Communications
Benefit Design and
Implementation

PROFESSIONAL EXPERIENCE
Premier Farnell
12/2009 - PRESENT
A 950M distributor of electronic components supporting millions of engineers and purchasing professionals
throughout Europe, North America and Asia Pacific with operations in 36 countries, with over 4,000 employees
worldwide.

Progressive increase in scope and responsibilities since joining the organization in 2009.

Senior HR Business Partner with expertise in Organizational Development Global, June 2013 to
Present
Business partnering with senior leaders in Group and European Finance, IT, Transformation, and Information
Management (Data) to lead the people strategy in highly matrix structures globally (US, Europe and APAC
regions). Focus is on organizational design and human capital strategies.

Lead the people change initiative of the target operating model for Finance, IT and Information Management
to ensure the right organizational structure is in place, job roles are properly defined and efficiencies are met
to drive the overall company strategy.

Proactively collaborated with the company to drive a business strategy change from a fully in-sourced IT
rd
staffing model to a flexible resource model utilizing 3 party vendors. Strategy allows flexibility to take on
more major IT projects concurrently while netting a 3M annual savings in contracted resources.

Collaborated with senior Finance leaders to identify and implement ideal Commercial Finance organizational
structure. The result was stronger business partnering from the Finance team to drive overall strategy and
utilization of a shared services team to increase efficiency resulting in a more cost effective structure.

Led the revision of the global Performance Management policy to holistically address performance
expectations in a High Performance culture. Shifted focus from solely addressing under-performance to
emphasis on managing strengths as well as recognition and reward for High Performers.

HR Business Partner with expertise in Organizational Development - Global, March 2011 to May 2013
Business partner to leaders in Global Supply Chain and IT ensuring both strategic and commercial business
partnering and first class service. Lead the people strategy stream including succession planning, retention,
engagement, diversity, talent development and organizational design. Coach senior leaders for high
performance results.
Identify, manage and grow the talent pool ensuring appropriate development, succession, leader accountability
and ensure that processes are in place for all talent activities ongoing. Continually identify and work on the
critical levers of engagement and eliminate the underlying causes of employee dissatisfaction. Ensure that
global and local business programs and messages are of high impact, understood and embedded through pro-

active planning and utilization of a variety of techniques and media including face to face and electronic
channels.

IT employee engagement scores increased year on year and voluntary attrition rates were kept lower than
the company average throughout a two year major change initiative in the function.

Employed coaching, group training and individualized development sessions to increase completion of
Personal Development Plans from 70% to 88% year on year for all employees.

Succession planning refreshed with clear career ladders established for High Performing employees to
increase retention and developmental success.

Executed people strategy initiatives for newly formed, highly matrix Global Supply Chain function working
cross-culturally to join three regions (North America, Europe and Asia Pacific) into a working global function
despite challenges with regional P&L centers and ERP systems.

Successfully partnered with global IT to conduct workforce analysis and redesign organizational structure to
improve spans and layers as well as ensure function was fit for business purpose in preparation for the
launch of the new IT sourcing strategy.

Led Talent Days for supported functions highlighting High Performers, their strengths and next steps in their
developmental journey.

HR Business Partner US Sales Center December 2009 to March 2011

Strategic HR business partner to senior leadership at inside sales center employing 200+ inbound and outbound
salespeople, customer service, technical support and eChannel specialists. Focus on high sales performance
through employee development, engagement and effectiveness of key HR processes in the employment
lifecycle.

Redesigned organizational structure to regionally support multi-channel sales to increase customer base
resulting in an increase of $65k in sales per day and .5% in margin.

Improved employee engagement by 5% in less than one year.

Acument Global Technologies Flexalloy, Inc.

04/2008 12/2009
Acument Global Technologies is a leading, global fastener manufacturer supplying to the automotive and large
truck industries. Flexalloy was a $100M division of Acument providing vendor managed inventory solutions to
the large truck, automotive and golf cart industry. The Flexalloy division is currently owned by Facil.
HR Generalist
Single HR contact managing the Human Resources function for the $100M North American (Canada, US and
Mexico) distribution division for 150 employees. Part of senior management team focusing on strategic business
objectives while also retaining responsibility for administration of HR policies, procedures and programs,
recruiting, HRIS, employee relations & safety.

Quickly evaluated and adjusted labor requirements in response to the failing economy due to the recession
and un-forecasted decrease in sales. Reduced SG&A expense by 40% to stabilize net income and keep
company out of bankruptcy. Flexed indirect labor to meet sales & customer demands.

Reinvented EHS policies & procedures to more closely align with the current organization while ensuring
compliance with OSHA regulations. Maintained a zero accident rate.

Limited liability with Ohio Bureau Workers Compensation by transitioning from expired self-insurance plan to
fully insured plan.

Katherine J. Eddy Page 2 of 3

Roetzel & Andress, A Legal Professional Association

04/2002 04/2008
A national corporate defense law firm headquartered in Akron, OH with 400 employees nationwide.
Human Resources Manager/Office Administrator, September 2003-April 2008
Responsible for legal support staff including recruiting, evaluations and compensation in Akron and Washington,
DC locations. Directed facilities management amongst office services department, purchasing coordinator and
building management.

Designed and implemented technology assessments for all secretarial staff to identify training needs.

Centralized filing in key practice areas to improve accuracy and efficiency.

Configured new secretarial support model to provide more universal timekeeper support reducing staff
headcount by 15% through attrition and lowering labor costs by 10%.

Worked closely with Marketing & Akron Managing Partner to organize and execute business development
events.

Human Resources Coordinator, April 2002 September 2003

Managed all aspects of benefits including negotiating renewal contracts, enrollment & compliance.

Reduced cost of medical claims in self-insured medical plan by $1,000,000 per year while enhancing
coverage.
Increased 401k enrollment from 48% to 80% in one year.

BWS of Summit and Medina Counties

A $1.6 million nonprofit agency dedicated to ending the cycle of domestic violence.

07/2001 03/2002

Human Resources Manager

Solely managed all aspects of HR including recruiting, supervisory training, employee development, benefits &
payroll. Represented HR as part of the strategic planning process.
Tire Centers, LLC, Akron, OH
08/1995 05/2001
A $600 million subsidiary of Michelin North America that sells and services truck & passenger/light truck tires
and manufactures truck tire retreads. Company relocated to Greenville, NC.
Human Resources Supervisor, January 1998 May 2001
Managed all aspects of benefits for 2,000+ employees in 39 states and 160 locations including self-insured
medical plan, prescription program, HMO plans, dental and vision plans, life and disability plans.
EDUCATION

Bachelor in Business Administration, Marketing with minor in Management, Kent State University
Associate of Applied Business Technology, Southern Ohio College
Certificate of Management, Kent State Stark Continuing Education
TECHNOLOGY SKILLS

Proficient in Microsoft Word, Excel, Outlook, Publisher and Power Point; Success Factors, ADP HRIS
system and E-timesheet/E-time. Have worked with Hummingbird Document Management System, Ceridian
HR/Payroll systems and Microsoft Access.

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