Ida Ashley, PHR, CCP

As a direct report to CEO this role has responsibility to design and administer programs that cultivate talent, champion culture, solve problems and mitigate employment risk. As a designated key business partner and resource to Chairman of Compensation Committee, directly interfaced with Committee members in their achievement of annual task list initiatives. Appointed as Chairman, Benefits Committee with responsibilities for global benefit portfolio design, administration and compliance. Accountable to Board of Directors for succession planning activities including building bench depth for c-suite and key operational leadership roles; and, designing and implementing career development plans for future executive leadership. Role designed to be a guardian of company culture by honoring traditions and history as well as defining undesirable behaviors. Trusted advisor to c-suite and senior management on inter-personal conflicts, personnel matters, workforce efficiencies, organizational design/role clarity and grievance resolution. Actively participated in development of 3-year strategic plan for enterprise; responsible for crafting complementary functional strategic plan to enhance organizational capabilities to achieve milestone objectives.

As a direct report to CEO and officer for organization, this role has direct responsibility and accountability to design and administer programs that cultivate talent, champion culture, solve problems and mitigate employment risk. As a designated key business partner to, and internal resource of, Chairman of Compensation Committee, directly interfaced with Compensation Committee in their achievement of annual task list initiatives. Appointed as Chairman, Benefits Committee by Compensation Committee with responsibilities for global benefit portfolio design, administration and compliance. Accountable to Board of Directors for succession planning activities including building bench depth for c-suite and key operational leadership roles; and, designing and implementing career development plans for future executive leadership. Role designed to be a champion of company culture expected to honor traditions and history as well as define undesirable behaviors and drive change. Trusted advisor to c-suite and senior management on inter-personal conflicts, personnel matters, workforce efficiencies, organizational design/role clarity and grievance resolution. Responsible for internal communications and messaging to global workforce through various media and formats such as Intranet, town hall, email, roundtable and employee magazine. Actively participated in development of 5-year strategic plan for enterprise; responsible for crafting functional strategic plan to enhance organizational capabilities to achieve stated strategic objectives. Lead organization compliance to Global Data Privacy initiatives addressing workforce contributors, past and present.

Responsible for the overall management, motivation, wellbeing and retention of 26,000 Schlumberger personnel in North America: USA and Canada (>$10B revenue). Leadership role in the implementation of employee services, programs, policies and total remuneration strategies. Coordinate staffing, including recruitment, training and development, transfer and promotion of talent in line with Area Business Plan. Support performance management and employee development through performance appraisals, career planning, job descriptions, career counseling, high value talent identification, promotions, and recognition/reward programs. Strongly promotes the company's diversity goals and culture. Develops and manages succession plans; provides guidance and coaching to Senior Managers on HR related issues and keeps the Management team informed on key trends, issues and resolutions. Regularly visits workforce and dedicates face time to ensure employee support through interaction and feedback. Identifies and participates in continuous improvement initiatives.

As member of 50 member dedicated integration team charged with leading HR integration activities resulting from the acquisition of Smith International Inc. Selected from acquired company to lead and manage HR integration project, responsibilities include development of global HR integration strategy, prioritization of activities, legacy process review, analysis and best practice recommendations, oversight of plan execution, management of 21 project sub-teams, risk mitigation and creation and deployment of communication plans.

Purpose of position in organization: provide HR support for newly deployed concept of Shared Services. Managed team of 6 direct reports which delivered front line HR support for employees and management in Supply Chain, Finance, Legal, HR, Engineering, Manufacturing, and Corporate. Responsibilities included employee relations (retention, engagement, grievance resolution), development of competency based training and progression program for manufacturing personnel, talent management (performance management, key talent identification/retention and succession planning) and process improvement.

Purpose of position in organization: develop and deploy compensation and benefit programs aligned to Executive vision. Responsibilities included developing Total Remuneration Philosophy through executive workshop, creating global compensation architecture (job analysis, job evaluation, compensation structures, global grading and job classification system), partnering with HRIM to develop architecture in HR database (Oracle HR). Designing benefit portfolios unique to market practices and leveraging global pooling for maximum premium rebates were key pieces to total value proposition. Programs were designed to balance corporate strategy around talent development and the field flexibility to deliver profits.

Purpose of position in organization: create ‘best in class’ HR organization. Reporting to CEO of M-I SWACO biggest challenge was to develop HR function (policies, programs, processes and personnel) to meet demands of dynamic organization around the globe. Developed five year plan for HR including vision statement, department goals, talent gap closure plans and technology support for process efficiencies. Responsible for full service HR function with department representation in Employee Relations, HRIM/Records Mgmt, Compensation, Benefits and Career Development. Managed team of 9 direct reports and 60+ global HR professionals which in turn supported workforce of 10,000+ and participated heavily in M&A expansion activities of organization. Responsible for Compensation and Benefit proposals to Executive oversight committee and tasked with development and introduction of new high value/high potential identification tool and development program.