Kathy Schaaf

Rogers Building Solutions

Chief People Officer

Caregiver, Inc.

Sport Clips Haircuts

Chief Human Resources Officer

CTI Foods

Report to CEO, responsible for leading HR across CTI Foods ($1.8B revenue; 2200 employees; 7 locations). 

*Responsible for leading CTI’s human capital strategy and driving organizational capability across the enterprise in support of the company’s overall business plan and strategic direction. 

*Established EH&S and HR regular dashboards and action registers. Reduced total recordable incidents by 40% in 7 months and attrition by 41% after 5 months of action plan implementation. 

*Developed employee engagement and retention strategy, reducing turnover, stabilizing production and improving overall engagement. Included gaining Board of Director approval for $3M in wage adjustments.

*Building HR capability, enhancing foundational HR with a business partnership focus to align the people strategies with the overall business objectives & to provide leadership which drives key     business initiatives. 

*Evaluated, developed and implemented Front line supervisor training across organization. 

* Developed and implemented ground up performance and talent management system. 

*Developed company-wide rewards and recognition program. Ensured programs brought the  company together towards common goals, while establishing some competitiveness and a fun culture.

Senior Vice President & Chief Human Resources Officer

Flowserve Corporation

Sr. HR Leader responsible for Flow Controls Business Segment ($2B revenue; 6200 employees across the world; 26 manufacturing sites & 32 Quick Response Centers globally; U.S., China, India, Europe & Latin America). 

*Provided consultative Business Partnership, aligning Business needs and HR processes to support long range business growth & change initiatives to drive operational excellence & improve our financial results for largest division in the company.
	
*Drove significant process improvement for new outsourced talent acquisition strategy. Improved established measures, accountabilities, recruiter on-boarding, & business partnership. Improved from 70 aged requisitions to 31 requisitions in 45 days. 

*Evaluated, planned, & implemented 10% reduction in workforce to align with changing business and economic conditions. Included realignment, restructuring, & headcount management impacting over 600 employees, 40 locations in 25 countries for division. 

*Established long-term workforce planning process to improve overall talent planning and results around on-time recruiting, aged workforce, skill gaps, business financial planning, and employee development. 

*Collaborated w/Total Rewards team to implement process change for slotting positions & creating bands across the organization. Influencing change to consider more than job responsibilities and revenue scope. 

*Developed change management plans for several HR initiatives, including workforce planning, geographical differentials, and leadership assessment.

Director, Human Resources, Business Partner

The Timken Company

Sr. Leader responsible for Organizational Development and Human Resource activities for Global Engineering / Technology, Business Advancement, U.S. Process Industries, Wind Energy, and Manufacturing Advancement and CI teams (includes teams in U.S., Europe, China & India). Timken is a $5.5B Fortune 500 Global Manufacturer of Bearings & Power Transmissions. 

*Provided Business Partnership, aligning Business needs & HR processes to support long range
     business growth & change initiatives to drive operational excellence & improve our financial results.

*Developed business cases, identified adequate resources & developed communications for driving
     cost containment activities during divestiture of BPT business segments from the steel organization.

*Led team effectiveness and 7S deployment to drive improved organizational effectiveness. Defined 
     team dynamics around operating philosophy, decision-making, roles & responsibilities, problem-
     solving, communications & boundary management, driving higher & sustained business results.

*Identified strategy & tools for long-term succession & knowledge management needs. Completed 
     extensive review of global engineering & technology talent to identify risks in knowledge & abilities.

Sr. Leader, Human Resources - Global Engineering & Business Advancement

Led Human Resources and Organizational Development responsibilities for Aerospace Manufacturing and Aerospace Aftermarket business segments. ($500M; 4 P&L's, 8 locations; 2000 emp).

    *Influenced global executive team to implement performance based vs. tenure based decision 
     making; changing global culture, driving operational excellence, impacting productivity & revenue.

    *Led Business readiness and change management for the implementation of new SAP Success
     Factors. 

    *Provided consistent leadership coaching to improve operational performance across all functions
     through aligned metrics, change management, team effectiveness, best practices & 
     communication strategies.  

    *Instrumental in establishing new compensation guidelines and structure; worked with Global Total
     Rewards. Developed business case; utilized market research, company metrics, etc.

    *Built high performing teams with effective talent management including leadership assessment,
     performance management, career path, training, diversity and mentoring. 

    *Developed and deployed progressive disciplinary process and tools corporate-wide (28,000 
     associates) to align company procedures and drive performance management.

Group HR Leader - Aerospace Manufacturing and Aerospace Aftermarket Segments

Responsible for overall Human Resources and Organizational Development for all of Aerospace Aftermarket business units. Business manufactures machined components, castings; repair/overhaul engine & bearing ($75MIL P&L, MULTI-SITE).

  *Instrumental in establishing infrastructure & business processes to integrate & support numerous
   acquisitions.  Assessed organizational capabilities, processes & systems; deployed plans that 
   enabled the business to achieve rapid growth objectives.  

  *Managed due diligence process for mergers, acquisitions and facility relocation projects including 
   identification of integration issues related to structure, people, processes, systems, and cultures.

  *Led strategy to defend against union campaign, including associate relations and communications 
   plan.  Associates ultimately wrote to steelworkers union asking them to remove the request to vote.

  *Successfully managed multiple ‘reduction in force’ activities, reducing costs company-wide while
   balancing efforts for targeted revenue growth.

  *Designed and implemented Performance Award plan to improve competitiveness of the 
   compensation structure to enable talent recruitment and retention to support significant business 
   growth.

  *Improved overall staffing and recruitment process to identify and attain top talent. Implemented staff 
   planning based upon financial measures and deployed computer based systems, for operative 
   selection.

Human Resources Leader / Business Partner - Aerospace Aftermarket

iCrossing

Led overall HR organization; reporting directly to CEO.  Responsible for the Strategic direction of Human Resources during significant growth and change; pre-IPO, acquisition and sale.

*Advised & coached Senior Leadership, as a member of the Executive Team, created HR organization from ground up & established corporate infrastructure & organizational hierarchy to support rapid growth.

*Hired over 170 people within one year growing the organization to 4 times its size and establishing 6 locations in an emerging and highly competitive industry, exceeding organization’s growth objectives.

*Developed & deployed new systems, metrics, best practices, and communication strategies to support and improve business effectiveness.

*Key role in due diligence process for multiple rounds of investment funding of $28 million dollars.

*Led talent management and organizational development initiatives as the company decentralized to a matrix reporting structure. 

*Developed & realigned compensation structure to meet changing company objectives focused on client growth. Incentives based upon: client retention, satisfaction, profitability & development of case studies.  

*Compiled market data and ROI for employee benefit plans reducing employee contribution by $3,000 per year, increasing retention and attracting new candidates while ensuring best value for the organization.

Head of Human Resources, Director

Neiman Marcus

Responsible for the Human Resources, Credit and Customer Service Departments. Acting General Manager for 4 months during transition.

*Managed $12M P&L as interim General Manager during transition. Identified opportunities for driving sales, determined product layout, made decisions regarding operations overall.  

*Analyzed needs, developed & implemented new training programs; incl. Art of Selling, New Employee Orientation, FISH Philosophy.  

*Collaborated with managers on employee improvement plans and performance evaluations. 

*Motivated staff through employee recognition, peer competition, positive and constructive feedback and rewards.

Human Resources Manager & Interim General Manager

Medicis Pharmaceutical; AON Consulting; American Valet Company

Human Resource Consultant

Strategic, hands-on leader with experience in diverse industries and organizational structures. Experience in Fortune 500, Start-up and Turnaround organizations within Pharmaceutical, Technology, Service and Manufacturing industries. 
 
Demonstrated success in building and leading complex, scalable and sustainable business environments, by aligning strategic business objectives and creating value through human capital initiatives. Trusted advisor and coach to Senior Leadership team.

Cultural Transformation  |  Change Management  | Organizational Design | Mergers & Acquisitions | Organizational Effectiveness |  Leadership Development  | Strategy Deployment |  Compensation |  Talent Management |  Workforce Planning

Email: kathy.schaaf@att.net
Personal Cell: 480-540-2057

Taplio

Kathy Schaaf's Linkedin Analytics

Want to drive more opportunities from LinkedIn?

Taplio

.css-1jgreyo{background-image:linear-gradient(284deg, rgba(39,43,72,1) 0%, rgba(33,47,183,1) 100%);color:transparent;-webkit-background-clip:text;background-clip:text;}Kathy Schaaf's Linkedin Analytics

Want to drive more opportunities from LinkedIn?

Kathy Schaaf's Linkedin Analytics