Director of Human Resources Operations
Frank A. Dobrinski
20 Emily Road
Framingham, Massachusetts 01701-4522
Home: (508) 435 - 2125 Mobile: (508) 320-9321
HIGH-IMPACT HUMAN RESOURCES LEAD
Organizational Architect, Transformational Leader, Problem Solver & Global Business Partner
Collaborative, Senior Human Resources Leader with strategic business orientation buoyed by hands-on field, operating unit and corporate experiences. Expert in linking the people-portion of business towards improved revenue and earnings growth within public, private, small/IPO and large enterprises. Demonstrated results under aggressive business conditions, including M&A's, turnarounds, divestitures and restructures. Trusted coach with a leadership style that fosters an atmosphere for teaming, innovation and most importantly…improved & sustained financial results.
Recognized champion for change with proven skills in assisting organizations accelerate revenues, earnings and fiscal fitness...
ENGIE NA,- Generation, LNG and Energy Services (engie.com; previously GDF SUEZ ) 2011- Present HR Lead for ENGIE’s US & Canada SBU’s; report to SVP-HR, with matrixed reporting to two CEO’s. $2B sales, 1000 employees.
Director, Human Resources, (Promoted twice, from a regional then a national role), Boston, MA.
- Trusted partner/coach to “Business Heads” on sensitive employee, union and organizational concerns as well as a sounding-board on business issues. Proudly viewed as the conscience of the company by employees and leadership alike.
- Led strategic and tactical human resources during a three-way acquisition, integration to consolidate and rationalize operations and people resources, resulting in dramatic 18% increase in EBITDA. Won “CEO’s” Award by rightsizing workforce along product-lines and managing three plant closings without one related HR/Labor legal charge.
- Piloted Company preventative labor campaign, successfully reversing & winning election from aggressive IBEW organizing attack.
Raytheon Company, Waltham, MA. (raytheon.com) 2009- 2011 Top Global matrixed HR Lead for Patriot Programs reporting to the VP & GM. $2.3B with 3100 employees within $25B global parent.
Global Director for Human Resources & Learning, Andover, MA. and the Kingdom of Saudi Arabia
- Aligned employee systems and programs with business needs in support of a high performance workplace strategy that drove operations with KAIZEN/Matrix/Six Sigma operating philosophy-improving EBITDA 5.3% and throughput 2.1%.
- Created and implemented HR Roadmap resulting in a reorganized HR team that fit the lean needs of organization, developed consistent HR processes ensuring a more effective organization. Result was a $1.8M reduction in SG&A.
Saint-Gobain Corporation- North America, Valley Forge, PA. (saint-gobain.com) 2005 - 2009
Head HR Lead for Norton Abrasives- North American. $780M matrixed, multi-site unit within this $55B French global industrial giant.
Group Director for Human Resources & Organizational Effectiveness, Worcester, MA.
- Spearheaded and installed innovative division-wide succession/top-grading program, which provides comprehensive dashboard of management depth, identification and retention of high-potential employees and development track for likely successors to key people and critical positions. Won Presidential Safety Award for record improvements in HS&E.
- Decertified the UAW at our largest US manufacturing site, which as an outcome increased workforce flexibility and throughput by abolishing outdated union work rules resulting in savings of an estimated $3.9M first year alone.
HRe-Sources Bio Ventures, LLC., Holliston, MA. (hre-sources.com) 2001 - 2005
A business development and services consortium of C-Level HR executives for project, consulting, contract and interim assignments.
Life Sciences, Senior Business Partner- Global Human Resources; Contract assignments ranging from 3 months to 2 years:
- Clients include ARC BioMedical, PBM Pharmaceuticals, BT plc. & UNICCO.
- At the direction of the Board, forged a new BioMed culture focused on profitable growth, leadership and accountability.
- Increased sales per employee 43% as a result of restructuring, talent development & top-grading.
- Pooled global benefits for economies of scale, while eliminating the need for brokers (and their fees), allowing for
direct/aggressive negotiations. Result was annual savings in excess of $2.3M.
Frank A. Dobrinski email@example.com Page 2 of 2
APW Solutions Inc., Milwaukee, WI. (apw.com) 1992 - 2001
$1.2B NYSE-Global holding Company aggressively grew by merger and acquisition-(a roll-up). Began as an early stage, start-up/IPO.
Corporate Director for Human Resources, Milwaukee, WI. (1998 – 2001)
Group Director – Global Human Resources, Engineered Solutions, Milwaukee, WI. (1997 – 1998)
Division Director – Human Resources, Barry Controls, Boston, MA. (1995 – 1997)
Manager - World Wide Human Resources, Baird Instruments, Bedford, MA. (1992 – 1995)
Fast-track promotions through APW, eventually to the top Global Human Resources role with responsibility for company-wide organization & people development strategies within 41 union and non-union sites and 7700 teammates worldwide.
- Drove company-wide people strategies in the transformation of a slow moving cyclical company towards fast paced and sustainable growth. EPS compounded annually over five years was 25.5% with acquisitions and 32.2% with organic and ongoing operations. Result was an 80% stock appreciation and a market capitalization improvement of over $500M.
- Led human resource due diligence process with 24 strategic acquisitions followed by heavy involvement with integration.
- Championed organizational re-structure, business processes, values and norms to meet the growth needs of the company and to increase (internal & external) customer satisfaction. This involved introduction of high performance teams, TQM, lean manufacturing, many new training programs and opening of three New Product Introduction Centers (NPI) in one year.
- Designed, implemented and championed worldwide succession planning and performance management systems based on organizational core competencies and utilizing “top-grading” principles. Resulted in Gallup/Attitude Survey improvement in employee morale and engagement.
GENERAL ELECTRIC COMPANY, Fairfield, CT 1987 – 1992
World’s largest diversified manufacturer, financial services and healthcare company with 301,000 employees and $147B in sales.
Regional Manager – Human Resources – GE Engineered Materials, Boston, MA (1987 - 1992)
Recruited to build and lead first-ever human resource function for a GE Engineered Materials Joint Sales and Distribution Venture in the northeast retail & commercial coatings business sector. Given full responsibility for identifying operating needs and developing comprehensive human resource strategy (emphasis on recruitment, retention, training and development, compensation and employee relations). Scope of responsibility included 1,000 plus field employees in nine-state, $145M sales region.
- Conceived, piloted and directed full-scale implementation of New Manager Assimilation and Leadership Effectiveness programs which significantly enhanced management development capabilities and performance and served as nationwide model for implementation into other divisions. Retention of key executives improved 21%.
- Took necessary risks and created more locally competitive compensation and benefit structures for this Sales-Driven unit in the Northeast, specifically designed to attract, motivate and retain a competitive workforce in a zero unemployment job market. Resulted in a 55% reduction in voluntary turnover in a spandex-tight labor market, with $330K savings the first year alone. Earlier assignments within General Electric Company, (1981-1987):
Manager – GE HR Leadership Program, between Greenville, SC & Schenectady, NY
Manager – GE Medical Systems HR (now GE Healthcare), Field Engineering, Philadelphia, PA
Manager – Personnel to GE Aerospace (now Lockheed Martin) Manufacturing, Philadelphia, PA
Specialist – Personnel to GE Aerospace (now Lockheed Martin) Global Marketing, New York, NY
Education & Leadership Development
MA – Industrial & Organizational Psychology, focus in Labor & Industrial Relations, Springfield College, Springfield, MA.
BA – Business & Psychology, concentration in HR Management, Wilkes University, Wilkes-Barre, PA.
General Electric Company’s Human Resources Leadership Program, (HRLP), (Highly-competitive and very selective, two-year, “fast-track” Corporate led Human Resources development program)
The Procter & Gamble Company, Multiple College Internship’s in Human Resources & Production, Mehoopany, PA.
GE Six Sigma "Green Belt" and Raytheon R6S Certified. Currently hold an active “Secret” DOD security clearance.
Babson College- Post Graduate Advanced Certificate in the Principles of Program Management, Wellesley, MA.., 2011-2012