Ashley Koerbel

In my role as Human Resources Director at Thermo Fisher Scientific in the Greater Pittsburgh Region, I partner with site and business leaders to drive employee engagement, shape culture, and translate strategic business plans into critical HR actions. I provided HR support and leadership on policies, people management, and career development.

• Interim Lead HRBP over $700 million dollar business supporting the segment President • Global HR Business Partner for Technology (RD&E, Engineering, New Product Development) and Strategic Marketing. Responsible for over 800 employees globally. • Own and drive the rollout of all HR related strategies, including but not limited to performance management, organization and talent assessment, engagement, etc. • Influence leaders on employment decisions, disciplinary actions, coaching and development, strategic workforce planning, etc. • Communicates key HR metrics and scorecards that define organizational performance and growth in regards to engagement I&D, turnover and retention, etc. • Partner with executive leadership to ensure corporate wide strategies adhere with HR related goals and metrics.

• Global HR Business Partner for Technology (RD&E, Engineering, New Product Development) and Strategic Marketing. Responsible for over 800 employees globally. • Own and drive the rollout of all HR related strategies, including but not limited to performance management, organization and talent assessment, engagement, etc. • Influence leaders on employment decisions, disciplinary actions, coaching and development, strategic workforce planning, etc. • Communicates key HR metrics and scorecards that define organizational performance and growth in regards to engagement I&D, turnover and retention, etc. • Partner with executive leadership to ensure corporate wide strategies adhere with HR related goals and metrics.

• Independently serve as the HRBP for approximately 500 corporate teammates • Own and drive the rollout of all HR related strategies, including but not limited to performance management, organization and talent assessment, engagement, etc. • Own and manage approximately 40 million dollars in payroll run rate ensuring teammates salaries align with competitive market pricing while maintaining the yearly budget. • Influence leaders on promotional increases and own all recommendations for internal/external offers. • Communicates key HR metrics and scorecards that define organizational performance and growth in regards to engagement I&D, turnover and retention, etc. Partner with executive leadership to ensure corporate wide strategies adhere with HR related goals and metrics. • Coach all levels of the organization in multiple areas including performance issues, communication with partners, recommendations on organizational structure and teammate development. Partner with Talent Acquisition on creative and strategic plan to ensure we build an external talent network to support the growth of our business while managing the current recruitment/hiring challenges. • Own development of direct report(s) and mentorship of HR Generalist teammates and new hires within our HRBP function.

• Support Business Leaders with Employee Relations, Performance Management (Goals, Performance Reviews), Talent Management Processes (Succession Planning, Talent Calibration, Merit Review) for all corporate employees. • Provide support and guidance to management on appropriate disciplinary actions, as well as investigation of employee complaints to ensure conflict resolution is handled appropriately. • Handle exit process for all levels of the organization, including exit interviews, drafting and execution of severances. • Partner with Business Leaders to evaluate and propose organization structure updates and changes to align with the needs of the business.

• Key member of the project team for the implementation of Cornerstone (Performance & Merit) • Worked closely with peers to complete in house configuration and implementation in < 2 months • Played a role in the upgrade efforts for a PeopleSoft upgrade; with focus on hiring process • Implemented various 3rd party vendors with our ATS (Taleo) • Partner with Recruiting and other HR Functions to provide support and understand their needs • Presenting and demonstrating new system processes to executive level leaders within the organization

• Key member of the project team for the implementation of Taleo (ATS) • Led configuration efforts in the production environment • Maintain production support to the HR Business and IT • Conduct training of new store leadership on the mass hire process through Taleo • Build and analyze reports and dashboards based on the needs of the business through OBI • Project lead on the implementation of the Oracle Sourcing Tool

• Handling all of the administrative and training duties for the Applicant Tracking System (Virtual Edge), the Learning Management System (SkillPort) and the Performance Management System (SuccessFactors). Also acting as the Kronos Administrator for the entire company. • Providing comprehensive and accurate data files of sensitive employee information for various Human Resource projects. • Coordinating with Gallup as part of the Engagement Team to launch a corporate-wide Engagement Survey. • Launching corporate wide compliance training through SkillPort (LMS) and providing Site Human Resource representatives with training and guidance to effectively complete yearly Compliance Training Initiatives.

• Worked collaboratively with HR Manager to troubleshoot research and resolve issues. • Proactively kept end-users aware of status of requests and taking responsibility to ensure that outstanding issues are addressed in a timely manner. • Served as systems administrator for all HRIS systems. • Provided end user support, handled user setups and changes, and developed ad-hoc reports through reporting tools specific to each application. • Providing excellent customer service to global end users. • Completed a company-wide project to update I9 forms from paper based to electronic using ADP to ensure compliance with DFAR requirements.

• Responsible for maintaining and accurately entering time sensitive customer purchase orders worth hundreds of thousands of dollars. Entered Supply Chain Orders and forecasts from customers to maintain an adequate supply to meet customers’ production demands. • Demonstrated the ability to multitask while handling several customer accounts with strong attention to detail in order to promote timely and accurate order entry. • Built a strong working relationship with customers that allowed them trust my abilities to handle their accounts as well as facilitate their production needs. • Assisted with new hire training by providing a fundamental understanding of the industry and useful skills to maintain accounts. • Improved and maintained a high level of customer satisfaction over various steel markets dealing with all levels of management.

Successfully completed a course in Business Analysis Training at Joseph M. Katz Graduate School of Business focusing on the application of business analysis on projects.