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B Stampfli Resume 02-10-14

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Barbara Stampfli Resume 02-10-14

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BARBARA STAMPFLI-SAVILL,SPHR CCP
St. Louis, MO Home (636) 220-7531Cell (813) 362-1696Barbara.Stampfli@yahoo.com

Human Resources/BusinessLeaderwhocan identify critical business imperatives and translate that into a holistic and aligned
HR support strategy.
Practiced global professionalwho initiates change and collaborates across the
businessecosystemfostering a culture of continuous improvementwhere customer satisfaction is key. Experience dealing with
critical change initiatives, business transformations, balancing operational gains and business risk and ensuring maximum
talent utility through a comprehensive talent strategy with highly engaged and motivated staff.
- Delivered $200k in annual savings by migrating benefits and vendors for more than 12,000 covered lives
- 20% increase in engagement scores via new communication program on short term incentive program
- Placed 10 key associates in expat/inpat/inter-regional assignments and developed corporate protocol
- Saved $1million through vendor RFP; relocation, recruitment, comp surveys and background checking
- Generated $100k in annual savingsthrough companywide HRIS/Payroll/Tax conversion
- Limited voluntary resignations to .5% during integration strategy design across 13 P&L units
- Remodeled the benefits platform improving associate satisfaction ratings by 60% and saved $1 million
- Reorganized sales/marketing teams netting $1 million in savings with double-digit top line sales growth

Full Scope Talent Management
Executive Compensation
OD / OE

IN-TRANSITION

Total Rewards
International Support
LaborRelations

Change Management
Leadership Development
M&A / Integration Strategy

Jan 2013 – Current

Since leaving Panera I have focused my time on the following endeavors
- Conducting my job search designed to secure anew HR leadership opportunity
- Supporting my husband’s recently launched home-based business; bookkeeping, marketing, show coordination
- Providing Independent HR consulting services to a St. Louis pharmaceutical company
- Volunteering 25-30 hours per month at the Endangered Wolf Center in Eureka, MO

PANERA BREAD LLC

Jan 2011-Sept 2012

Quick casual food concept with over 1500 bakery cafes across the US and Canada with annual revenues of $1.8 billion through
company and franchised operations supported by over 37,000 company associates.

Director Human ResourcesSt.Louis,MO
Strategic and operational leadership for Benefits, Compensation and HRIS groups supporting all associates across Panera (US
& Canada); Support Center, Retail Operations and Fresh Dough Facilities.
- Promoted mission critical imperative of developing a Total Rewards philosophy focused on the employment value
proposition that culturally resonated with staff and supported competitive positioning in the marketplace
- Delivered cost-neutral market competitive Canadian benefit offerings through wholesale review of plan design and vendor
partners and addressedcritical administrative deficiencies
- Led acquisition of 16 store franchise with 30% fewer meetings by developing across-functional methodology and analytics
for strategic integration
- Identified and remedied strategic and structural gaps in relocation program to better meet the needs of new hires and
internal transfers while optimizing available financial resources
- Developedhealth & wellness program for “Emerging Talent” group; to be in top professional form an individual should be in
top physical/mental form - biometric screenings with same-day results, health risk assessments, interactive activity circuit,
health-lifestyle coachingand nutrition education
BARBARA STAMPFLI-SAVILL
Home (636) 220-7531 Cell (813) 362-1696

INDEPENDENT HR CONSULTANT

July 2010 – Dec 2010

While in transition, partnered with small to mid-size organizations in triaging operational and strategic HR needs of the
business and developing action plans to launch best practice solutions. Provided realistic, sustainable and scalable HR
solutions leading to improved business results.

THE MANITOWOC COMPANY INC.

Dec1998 – Nov 2009

Manufacture, sell and service heavy duty lift equipment and foodservice equipment for the commercial and retail markets with
global revenues of $4.8 billion and operations in 20 countries.

Regional VP, Human Resources - Foodservice GroupTampa, FL (2008 – 2009)
Strategic leader for union and non-union North American operations;$800 million in revenues and 2000 associates.
Designedand supported integration strategy and led implementation projects for systems and protocols across all business
units post acquisition. Supervised/mentored staff of seven.
- Supported 3x share price sale of Enodis Plc through strategic HR due diligence process
- Reduced labor costs by 20%, allowed strategic outsourcing of product overseas and break union hold on health/welfare
benefits through effective negotiation strategies
- Divestiture and TSA leadershipof Enodis Ice Group post acquisition including cut-over, duplication of HRIS/Payroll
functionality, staff transfers and central support services executed on-time and within budget
VP Human Resources, North America / ENODIS Plc (acquired by Manitowoc)Tampa, FL (2002 - 2008)
$1.2 billion revenues and 7,000 associates; worldwide foodservice equipment manufacturer with 30 manufacturing facilities in nine
countries and distribution in over 120 countries.

Responsible for 13 union and non-union North American manufacturing units, the Global Operations/Technology Center, and
core HR support for overseas units in the UK, Germany, Italy, France, Spain, China, Thailand, Mexico and South America.
- Promoted over 10 individuals into key roles through annualtalent review process and the talent strategies for the short
and long term; performance/potential matrix, performance reviews,cross functional interactive management discussions,
directed development projects
- Retained 90% of key Chinese talent during implementation ofnew regulations on employment agreements
- Provided counsel and direction to Remuneration Committee/Board on executive compensation, contract language, base
pay, short term and long term incentives and perquisites based on UK & US market practices
- Drove HR alignment in connection with business unit review of results, strategy development, talent planning and other
operational issues
- Developed and implemented performance management tool for Domestic and International business units driving strategy
awareness, annual goalsetting and fostering feedback and professional development
- Reduced hiring time on average by two weeks,per position, and facilitated seeding of key talent across business units by
designing on-line job posting system including applicant tracking, supervisor access, reporting capabilities and AAP
compliance
- Union walk-out limited to three days after contract negotiations ended in strike vote

Director of Human Resources / KYSOR PANEL SYSTEMS(division of Enodis)Ft. Worth, TX (2000 - 2002)
$200 million organization with 500 associates in three states; manufacture and install walk-in refrigeration and freezer units for the
retail food industry.

As a member of the core leadership cadre, directed the HR function for multi-state manufacturer including recruitment,
benefits, payroll, associate relations, strategic alignment, compensation, safety, and administration. Supervised a staff of 5 HR
professionals. Also served as the HR Director of Booth/Crystal Tips for 18 months executing all closure activities.
- Generated a 35% reduction in payroll and tax processing costs and increased processing flexibility with the implementation
and conversion from an outsourced to an in-house system (ADP to USG Ultipro)
BARBARA STAMPFLI-SAVILL
Home (636) 220-7531 Cell (813) 362-1696

- Successfully closed a union plant; engaged in affects bargaining and transferred key staff while maintaining/growing

residual plant productivity
- Reduced plant W/C incident rate by 35% saving over $60,000 per year by initiating a comprehensive and proactive workers
compensation management program
- Facilitated plant closure and handled all legal compliance issues including the WARN process
Director of Human Resources / BOOTH-CRYSTAL TIPS (division of Enodis)Dallas, TX (1998-2000)
$90 million revenues and 200 associates; manufacturer of ice machines and beverage dispensing equipment
Provided strategic and operational leadership for the Human Resources function; talent management, compensation, benefits,
worker’s compensation, payroll, associate relations, legal,
- Saved $80,000 per year (42% cost reduction) with the introduction of a framework and disciplined approach to worker’s

compensation claim prevention and management
- Achieved 0% turnover by developing a localized strategic plan to facilitate open management to staff communications

during due diligence and post-acquisition
- Successfully lead two business rationalization projects; first cutting the workforce and operations by 60% and the second

shuttering operations entirely
- Facilitated ultimate plant closure and handled all legal compliance issues (WARN) as well as staff outplacement and
transition services

MILLIPORE CORPORATION / TYLAN GENERAL

1995 - 1998

Development and manufacture of process control equipment in clean room environments supporting the semi-conductor market

Senior Human Resource GeneralistRancho Dominguez, CA

EDUCATION AND CREDENTIALS
B.A. Economics,University of California at San Diego
Professional Designation, Human Resources Management - UCLA
Professional Designation, Business - UCLA
SPHR, Senior Professional in Human Resources
CCP,Certified Compensation Professional

LANGUAGES& CITIZENSHIP
Hold US and Swiss Citizenship
Speak German and Swiss German

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B Stampfli Resume 02-10-14

  • 1. BARBARA STAMPFLI-SAVILL,SPHR CCP St. Louis, MO Home (636) 220-7531Cell (813) 362-1696Barbara.Stampfli@yahoo.com Human Resources/BusinessLeaderwhocan identify critical business imperatives and translate that into a holistic and aligned HR support strategy. Practiced global professionalwho initiates change and collaborates across the businessecosystemfostering a culture of continuous improvementwhere customer satisfaction is key. Experience dealing with critical change initiatives, business transformations, balancing operational gains and business risk and ensuring maximum talent utility through a comprehensive talent strategy with highly engaged and motivated staff. - Delivered $200k in annual savings by migrating benefits and vendors for more than 12,000 covered lives - 20% increase in engagement scores via new communication program on short term incentive program - Placed 10 key associates in expat/inpat/inter-regional assignments and developed corporate protocol - Saved $1million through vendor RFP; relocation, recruitment, comp surveys and background checking - Generated $100k in annual savingsthrough companywide HRIS/Payroll/Tax conversion - Limited voluntary resignations to .5% during integration strategy design across 13 P&L units - Remodeled the benefits platform improving associate satisfaction ratings by 60% and saved $1 million - Reorganized sales/marketing teams netting $1 million in savings with double-digit top line sales growth Full Scope Talent Management Executive Compensation OD / OE IN-TRANSITION Total Rewards International Support LaborRelations Change Management Leadership Development M&A / Integration Strategy Jan 2013 – Current Since leaving Panera I have focused my time on the following endeavors - Conducting my job search designed to secure anew HR leadership opportunity - Supporting my husband’s recently launched home-based business; bookkeeping, marketing, show coordination - Providing Independent HR consulting services to a St. Louis pharmaceutical company - Volunteering 25-30 hours per month at the Endangered Wolf Center in Eureka, MO PANERA BREAD LLC Jan 2011-Sept 2012 Quick casual food concept with over 1500 bakery cafes across the US and Canada with annual revenues of $1.8 billion through company and franchised operations supported by over 37,000 company associates. Director Human ResourcesSt.Louis,MO Strategic and operational leadership for Benefits, Compensation and HRIS groups supporting all associates across Panera (US & Canada); Support Center, Retail Operations and Fresh Dough Facilities. - Promoted mission critical imperative of developing a Total Rewards philosophy focused on the employment value proposition that culturally resonated with staff and supported competitive positioning in the marketplace - Delivered cost-neutral market competitive Canadian benefit offerings through wholesale review of plan design and vendor partners and addressedcritical administrative deficiencies - Led acquisition of 16 store franchise with 30% fewer meetings by developing across-functional methodology and analytics for strategic integration - Identified and remedied strategic and structural gaps in relocation program to better meet the needs of new hires and internal transfers while optimizing available financial resources - Developedhealth & wellness program for “Emerging Talent” group; to be in top professional form an individual should be in top physical/mental form - biometric screenings with same-day results, health risk assessments, interactive activity circuit, health-lifestyle coachingand nutrition education
  • 2. BARBARA STAMPFLI-SAVILL Home (636) 220-7531 Cell (813) 362-1696 INDEPENDENT HR CONSULTANT July 2010 – Dec 2010 While in transition, partnered with small to mid-size organizations in triaging operational and strategic HR needs of the business and developing action plans to launch best practice solutions. Provided realistic, sustainable and scalable HR solutions leading to improved business results. THE MANITOWOC COMPANY INC. Dec1998 – Nov 2009 Manufacture, sell and service heavy duty lift equipment and foodservice equipment for the commercial and retail markets with global revenues of $4.8 billion and operations in 20 countries. Regional VP, Human Resources - Foodservice GroupTampa, FL (2008 – 2009) Strategic leader for union and non-union North American operations;$800 million in revenues and 2000 associates. Designedand supported integration strategy and led implementation projects for systems and protocols across all business units post acquisition. Supervised/mentored staff of seven. - Supported 3x share price sale of Enodis Plc through strategic HR due diligence process - Reduced labor costs by 20%, allowed strategic outsourcing of product overseas and break union hold on health/welfare benefits through effective negotiation strategies - Divestiture and TSA leadershipof Enodis Ice Group post acquisition including cut-over, duplication of HRIS/Payroll functionality, staff transfers and central support services executed on-time and within budget VP Human Resources, North America / ENODIS Plc (acquired by Manitowoc)Tampa, FL (2002 - 2008) $1.2 billion revenues and 7,000 associates; worldwide foodservice equipment manufacturer with 30 manufacturing facilities in nine countries and distribution in over 120 countries. Responsible for 13 union and non-union North American manufacturing units, the Global Operations/Technology Center, and core HR support for overseas units in the UK, Germany, Italy, France, Spain, China, Thailand, Mexico and South America. - Promoted over 10 individuals into key roles through annualtalent review process and the talent strategies for the short and long term; performance/potential matrix, performance reviews,cross functional interactive management discussions, directed development projects - Retained 90% of key Chinese talent during implementation ofnew regulations on employment agreements - Provided counsel and direction to Remuneration Committee/Board on executive compensation, contract language, base pay, short term and long term incentives and perquisites based on UK & US market practices - Drove HR alignment in connection with business unit review of results, strategy development, talent planning and other operational issues - Developed and implemented performance management tool for Domestic and International business units driving strategy awareness, annual goalsetting and fostering feedback and professional development - Reduced hiring time on average by two weeks,per position, and facilitated seeding of key talent across business units by designing on-line job posting system including applicant tracking, supervisor access, reporting capabilities and AAP compliance - Union walk-out limited to three days after contract negotiations ended in strike vote Director of Human Resources / KYSOR PANEL SYSTEMS(division of Enodis)Ft. Worth, TX (2000 - 2002) $200 million organization with 500 associates in three states; manufacture and install walk-in refrigeration and freezer units for the retail food industry. As a member of the core leadership cadre, directed the HR function for multi-state manufacturer including recruitment, benefits, payroll, associate relations, strategic alignment, compensation, safety, and administration. Supervised a staff of 5 HR professionals. Also served as the HR Director of Booth/Crystal Tips for 18 months executing all closure activities. - Generated a 35% reduction in payroll and tax processing costs and increased processing flexibility with the implementation and conversion from an outsourced to an in-house system (ADP to USG Ultipro)
  • 3. BARBARA STAMPFLI-SAVILL Home (636) 220-7531 Cell (813) 362-1696 - Successfully closed a union plant; engaged in affects bargaining and transferred key staff while maintaining/growing residual plant productivity - Reduced plant W/C incident rate by 35% saving over $60,000 per year by initiating a comprehensive and proactive workers compensation management program - Facilitated plant closure and handled all legal compliance issues including the WARN process Director of Human Resources / BOOTH-CRYSTAL TIPS (division of Enodis)Dallas, TX (1998-2000) $90 million revenues and 200 associates; manufacturer of ice machines and beverage dispensing equipment Provided strategic and operational leadership for the Human Resources function; talent management, compensation, benefits, worker’s compensation, payroll, associate relations, legal, - Saved $80,000 per year (42% cost reduction) with the introduction of a framework and disciplined approach to worker’s compensation claim prevention and management - Achieved 0% turnover by developing a localized strategic plan to facilitate open management to staff communications during due diligence and post-acquisition - Successfully lead two business rationalization projects; first cutting the workforce and operations by 60% and the second shuttering operations entirely - Facilitated ultimate plant closure and handled all legal compliance issues (WARN) as well as staff outplacement and transition services MILLIPORE CORPORATION / TYLAN GENERAL 1995 - 1998 Development and manufacture of process control equipment in clean room environments supporting the semi-conductor market Senior Human Resource GeneralistRancho Dominguez, CA EDUCATION AND CREDENTIALS B.A. Economics,University of California at San Diego Professional Designation, Human Resources Management - UCLA Professional Designation, Business - UCLA SPHR, Senior Professional in Human Resources CCP,Certified Compensation Professional LANGUAGES& CITIZENSHIP Hold US and Swiss Citizenship Speak German and Swiss German