1. Holly L. Southerland
25979 Chamberlain Drive
Daphne, AL 36526
Hlszoo123@gmail.com
(859) 556-0194 (cell)
Energetic and determined Human Resource professional with over20 years’ experience in managing and directing
effective human resource functions to achieve and exceed organizational objectives while enhancing employee
engagement and building effective employee cultures.Experienced in employee relations, learning & development,
compensation & benefits, talent acquisition and Safety (OSHA).
KEY COMPETENCIES:
Results driven Integrity and Trust Collaboration Team Player
Problem Resolution Leadership Communication Decision Making
Visionary Innovative Coaching Teams Culture Diversity
EMPLOYMENT EXPERIENCE:
Managing Director, Human Resources – July 2015 to May 2016
Gulf Distributing Holdings, LLC, Mobile, AL – A leading beverage distributor to the Gulf Coast region.
Reporting to the COO,developed innovative organization and HR strategies by identifying, researching and
prioritizing human resources issues. Provided recommendations and implementation strategies to senior management
to improve the overall effectiveness of the human resource function. Established department accountabilities, including
talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and
development, and records management. Lead and managed 5 direct reports and the HR function in 6 locations
throughout the Southeast.
 Developed and implemented a retention program for employees with less than one year service. This program
resulted in a reduction in turnover of 24%.
 Designed a career mapping process for Sales, Delivery and Operations.
 Led the Executive Management team to develop an effective succession plan for key positions using the 9 box
approach.
 Coached management team on basic employment laws to increase awareness and assist in the decrease of
EEOC claims.
 Drove the HR team to establish an atmosphere of trust, and professionalism while creating an environment
where employees felt comfortable bringing to HR their issues, questions and resolving problems. One
employee stated,“We have never felt welcome to come into HR until now”.
Director ofIndustrial Relations – November 2012 to April 2015
Tenaris, Houston, TX – A leading supplier of tubes and related services for the Oil & Gas Industry
 Reporting to the U.S. HR Director and CEO for the North America Operations, determined, developed and
implemented Industrial Relations and Learning and Development strategies for the U.S. Pipe and Tube division.
Designed, developed and implemented the company vision and objectives, improving human performance and culture,
to meet business needs. Lead and mentored 8 Human Resource Plant Management personnel ensuring consistent
application of HR strategies and practices. Overall responsibility for eight existing plants, the start-up of a new $1.8B
plant and Tenaris University.
 Provided leadership and strategic direction for the Learning & Development organization “Tenaris University”
by aligning training objectives and activities with the needs of the business. This included hiring 8 L&D
specialists to work directly in the plants to enhance the facilitation of training and establish a better working
relationship between Tenaris University and Plant Management.
 Developed, implemented and managed Hourly Performance Management Process across the U.S. Region.

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 Developed, deployed and managed Employee Opinion Survey process for Hourly employees. Prepared action
plans, communication and training to front-line managers.
 Investigated all EEOC charges and worked with legal counsel to prepare position statements and/or mediation
strategy.
 Managed all recruiting efforts for the start-up facility located in Bay City, Texas including automation
engineers, construction personnel, senior and key management positions and staffing the HR department with
4 recruiters, an assistant and one generalist.
 Conducted advanced level investigations of complaints/charges related to Compliance Line, prepared
documentation for review by Global HR and legal counsel.
Director ofHuman Resources – March 2010 to November 2012
ThyssenKrupp Steel USA, Calvert,AL – A State of the Art Start-up Steel Coil processing facility
Reporting to the Chief Executive Officer, effectively worked with Senior Management and plant Directors to develop,
deliver and administer the site’s goals and objectives, while providing strategic direction and leadership for the Human
Resources,Learning and Development, Benefits and Compensation and Recruiting departments consisting of 33 team
members and 10 contract consultants.
 Developed all site HR polices for a greenfield start-up plant consisting of 1600 Team Members.
 Coached the Team Member Relations team utilizing corporate legal to resolve day-to-day team member issues
and concerns,recommend disciplinary action and ensure compliance to all federal, state and local regulations
while maintaining union-free environment.
 Partnered with Human Resources in Germany on all Expat and Trainee positions.
 Managed a $50MM training grant from Alabama Industrial Development Training (AIDT).
 Responsible for developing and implementing an extensive site training and development program including
the configuration and roll-out of a Learning Management system (Success Factors).
 Developed, trained and implemented a Pay for Skills program and Performance Management Process for
Salaried and Hourly employees.
 Lead and coordinated all recruitment activities including hiring approximately 1600 employees.
 Successfully developed and implemented a plan to satisfy ISO and TS requirements for training and
competency utilizing the pay for skills training with ISO:9001 requirements and incorporating the LMS for
scheduling and record retention.
Manager ofHuman Resources – February 2007 to January 2010
Martinrea Heavy Stamping, Inc.; Shelbyville, KY – A Tier 1 Automotive Supplier
Reporting to the Vice President of Human Resources,provide consultation and strategic direction to the leadership
team of an 800,000 sq. ft. Class A Stamping Automotive manufacturing facility with over 695 UAW employees.
 Developed, delivered and administered a variety of human resource programs in support of company
objectives, values and legal requirements.
 Established credibility and a “working relationship” with the local UAW bargaining committee to resolve day-
to-day operational/contractual issues including determining appropriate grievance procedures and resolving
labor disputes. This greatly enhanced the working relationship between the Company and the Union and
resulted in a 55% reduction in grievances and arbitration cases.
 Acted in 1st
Chair role responsible for negotiating fair and equitable Collective Bargaining Agreement.
 Designed and implemented a pay-for-performance (merit) program for production hourly workforce that
increased performance and productivity and improved employee morale.
 Established “targeted” training programs to support performance and professional development.
 Developed a performance evaluation process including a talent management and succession planning process.
 Managed and coordinated all aspects of Company’s Compensation program.
 Coached and managed six direct reports in attainment of departmental and organizational goals and objectives.

3. HollySoutherland – Page 3
Director ofHuman Resources – December 2005 to December 2006
Regional HR Manager - June 2001 to December 2005
Greif, Incorporated; Delaware,OH – Global Manufacturer of Corrugated and Industrial Shipping Containers
Reporting to the Senior Vice President of the Paper,Packaging, and Services Division, determine HR strategies for the
division and coordinate with Corporate HR. Design, develop and facilitate implementation of programs/practices to
meet the needs of the business unit. Overall responsibility for 17 corrugated and specialty packaging manufacturing
sites, with direct responsibility for 11 of these facilities.
 Provided coaching/counseling to business unit leaders and operations management on advanced level human
resource issues, operational issues and recommend solutions.
 Advised and counseled plant management on labor relations matters including contract administration,
grievance resolution, and all Collective Bargaining negotiations within the division.
 Developed behavioral/competency based interviewing and selection process which dramatically increased the
skill and competency level of all new hire management employees. This process also resulted in a marked
decrease in turnover amongst the management positions.
 Developed a skills-based Performance Evaluation and Merit Review Process which aligned Company business
objectives and individual performance goals.
 Developed and implemented a revised “Sales Compensation Program” for all sales representatives.
 Investigated all EEOC charges and worked with legal counsel to prepare position statements. Conducted
advanced level investigations of complaints/charges, prepare documentation for review by Corporate HR and
legal counsel.
 Recommended, designed and delivered training programs to enhance talent within the division.
Senior Human Resource Consultant – July 1997 to June 2001
DataMax, Incorporated; Louisville, KY
Assisted clients in defining organizational needs. Conducted employee satisfaction and customer satisfaction surveys
and provided in-depth analysis and recommend solutions. Designed and implemented recruitment/selection systems to
reduce attrition. Provided Human Resource Generalist support with various clients on an as-needed basis in the areas
of compensation, training, and recruiting.
Employee Relations Generalist (Consultant Work) June 1996 to July 1997
United L-N Glass, Incorporated; Versailles, KY – Automotive Glass Supplier
Coordinated strategic human resource activities including, recruitment and selection of employees, training and
development of non-exempt and exempt employees. Promoted and maintained positive employee relations. Developed
and maintained effective organizational communication with team members. Ensured consistent and fair application of
policies and practices, and assist with equitable salary and benefits administration.
Human Resource Consultant – October 1988 to June 1996
William M. Mercer, Incorporated.; Louisville, KY
Provided technical expertise and advice to senior HR professionals and their organizations. Projects included the
design and implementation of selection/recruitment systems; development and analysis of employee opinion surveys;
development of human resource policies and procedures; design and instruction of training and development programs,
and performing human resource audits.
EDUCATION/CERTIFICATIONS:
- Spalding University, Louisville, KY; Organizational Communication (117 credit hours and 4.0 GPA)
- Society for Human Resource Management – SPHR -OSHA 30 hour certification
- Lominger “Career Architect” certification