• Accomplished HR Business Partner supporting P & L driven organizations. • Strong generalist background with depth in Organizational Change, Coaching, Employee Development, Performance Management, Workforce Planning and Recruiting. • Experience working in both Fortune 500 and start-up organizations. • Operationally adept at delivering both tactical and strategic initiatives. • History of developing programs that link employee and organizational goals. • Excellent communication and teambuilding skills. • Extensive background supporting Sales, Professional Services, Product Mgmt. an Engineering. Specialize: Strong HR Business Partner background supporting remote sites at the executive levels in the areas of Sales, Professional Services, Product Management, Engineering and Marketing.

Senior Director of Talent @ From June 2015 to Present (7 months) Human Resources Executive Consultant-Heywire @ HR Consulting Associates, 2014 to Present Principal / Owner Senior Human Resources consultant with in-depth experience in all functional areas, with an emphasis on recruiting, workforce planning, performance management, organizational effectiveness, change management and executive coaching. Broad based experience that spans multiple industries and corporate environments working with, start-ups and Fortune 500 companies. Known for building strong relationships with key organizational leaders and quickly becoming a trusted coach and advisor Engagements: Core Security - Boston, MA • Acting Director of Human Resources providing a full range of HR responsibilities and services. Heywirebusiness-Cambridge, MA • Interim HR Leader supporting rapid growth of this technology messaging start-up. Responsible for building out senior management team, SVP WW Sales, CMO, SVP Product Management and engineering. Also providing guidance on, compensation, performance management process, onboarding, and organizational change management. Trizic- San Francisco, CA • Recruiting for this early stage financial software start-up. Responsible for staffing against the FY15 growth model. RPM - Boston, MA • Recruited to be part of a 3 person incubator start-up that focused on strategic enablement for financial compliance software companies that were not resident in the United States. From September 2014 to June 2015 (10 months) Senior Manager / HR Business Partner @ QuickBase is a SaaS-based software platform that enables professionals to develop their own cloud-based applications for driving improved work productivity. Lead HR person for Quickbase and the site leader for all of Cambridge Accomplishments: • Led the workforce planning effort that identified key management and critical skill gaps in the organization required to deliver on the 3 year product road map that would triple revenue and double the employee population. • Team Lead for major people change initiatives; Product Line & People divestiture, M&A for a small software company, relocation of the Waltham site to Cambridge. • Partnered with the corporate shared services team and specifically developed a new onboarding program, recruiting dashboard for executives, SLA’s agreements between hiring manager & staffing team and a training program on how to leverage internal employee development offerings. • Drove the recruiting process for building out half of the executive team; VP Product Management, VP Engineering, VP Sales. • Managed the annual pay for performance program including leading the calibration sessions and succession planning process. • Managed the annual employee engagement survey, data collection & analysis and action plans. From September 2011 to December 2013 (2 years 4 months) HR Director / Business Partner - Americas @ ACI is a CRM software company providing the largest banking institutions with mission critical ATM software products and services. Site HR leader supporting Product Marketing and WW Sales Trusted HR business partner to assigned business units; gained trust by establishing credibility with leaders as a valuable sounding board / coach for business and people issues. Proactively recommended strategic and tactical workforce plans to support the business and its objectives. Accomplishments: • Program leader for gap / talent assessment that created new competencies, training, and hiring process for the sales and professional service organization. • Led the midyear and annual performance and succession planning program. • Partnered with corporate staffing to create new hiring process, job profiles and SLA’s with management. • Initiated the first Product Management “team building “ offsite designed to leverage the annual business planning process • Implemented a Spans & Layers program to better understand and leverage management leadership capabilities and reporting structures. • Applied a win-win, solution-oriented approach when advising employees and management on employee relations issues. • Enhanced engagement programs to improve employee productivity and effectiveness through reward and recognition, employee involvement and feedback opportunities. • Coordinated with the shared services team to deliver and facilitate all HR services within the business unit, communicating and ensuring consistency with all HR policies. From 2009 to September 2011 (2 years) Principle / Owner @ Assisted corporations in designing and implementing new or existing Human Resources programs. Assignments included working with a financial organization in a company-wide reorganization. • Responsible for evaluating the business metrics, mission, and vision established by the president and accessing the organization’s capability to attain these goals. • Identified departmental inadequacies in candidate selection, performance metrics, requisite skill requirements, cross departmental communication, and management leadership. • Other clients’ assignments include the development of staffing functions, recruiting, reward and recognition programs, performance management and career path development. From 2006 to April 2009 (3 years) Manager / HR Business Partner @ Mentor Graphics is a leader in electronic design automation software. Accomplishments: • Led the development, planning, and delivery of all HR programs to this remote site. • Built effective relationships with business managers to develop an extensive understanding of business objectives and operating environment delivering applicable HR solutions. • Collaborated with the global HR team to drive the design of HR programs and ensure consistency. • Managed Employee Relations issues to ensure compliance with company policies and practices. Provided guidance and counsel to both managers and employees to ensure fair and equitable problem resolution. • Implemented annual Performance Management & Calibration programs and strategies to build a high performance workforce with a focus on career development and succession planning. • Led the divisional recruiting process in the areas of candidate identification, skill gap analysis, and job profiling. • Delivered corporate focal compensation programs. From 2005 to 2006 (1 year) HR Consultant @ Assist corporations in designing and implementing new or existing Human Resources programs. Past assignments include working with a financial organization in a company wide reorganization. Responsible for evaluating the business metrics, mission, and vision established by the President and accessing the organizations capability to attain these goals. Identified departmental inadequacies in candidate selection, performance metrics, requisite skill requirements, cross departmental communication, and management leadership. Other client’s assignments include the development of staffing functions, recruiting, reward and recognition programs, performance management and career path development From 2002 to 2004 (2 years) Human Resources Director @ Into Networks, a Pre-IPO Enterprise Business, distributed interactive content over broadband and enterprise networks for companies such as Disney, Comcast, Road Runner Accomplishments: Responsible for building the Human Resources function for a 150-person company. Key initiatives were designing a recruiting process, change management and establishing a compensation plan to take the company through the Post-IPO process. Secondary initiatives included executive leadership development and the establishment of a corporate-wide communications program designed to improve the company culture. • Developed and initiated strategic staffing plans to meet 2x growth. Hired 80 employees in the first 9 months. • Created an annualized compensation program linking corporate goals to departmental and employee goals. • Implemented a training program driven by employee goals and development plans identified in performance reviews. • Established a corporate communications plan, brown bag seminars and employee steering committee. • Introduced executive offsite development sessions to identify corporate goals and build cross-functional management and departmental relationships. From 2000 to 2002 (2 years) Human Resources Manager @ Analog Devices is a global semiconductor company that provides high performance signal processing devices. Accomplishments: Established Human Resources as a Business Partner to senior management for a remote site, start-up division. Major emphasis on Strategic Staffing, Initiatives, Employee Relations and Organizational Development, all driven by the division’s five-year business plan to triple revenues and double employee population. New programs were implemented for staffing, communications, training, reward systems, and team and individual development. • Hired 100 critical employees in the first 18 months. • Reduced turnover from 20% to 12%. • Created a new rewards system to recognize teamwork. • Established a sabbatical program aimed at key employee retention. • Designed and launched an online voice of the employee survey. • Instituted a competency-based career path development program. • Designed and facilitated organizational development off-sites. From 1993 to 2000 (7 years) HR Business Partner @ NEC is a global leader in the semiconductor industry Accomplishments: Business Partner to VP of Technology and Regional Sales Directors. Major emphasis on Staffing, Employee Relations and Change Management. Directed, planned, and organized all Human Resources functions for remote sites in the eastern half of the United States. • Implemented a major Field Sales reorganization. • Installed strategic recruitment programs that monitored and measured, retention, cost per hire, time to fill and quality. • Coached employees and management on career development, succession planning and adapting to organizational change. • Delivered management training programs on leadership, career development, and performance review feedback. • Drove employee communication programs, executive briefings, benefits open enrollment, employee recognition, and satisfaction surveys to ensure consistent delivery of the corporate mission and values. From 1986 to 1992 (6 years)

Bachelor of Science (BS), Education @ Northeastern UniversityEducation @ Northeastern UniversityBachelor of Science (BS), Education @ Northeastern University Bob Norris is skilled in: Employee Relations, Talent Acquisition, Talent Management, Management Coaching, Trusted Business Partner, Change Management, Employee Engagement, Recruiting, Performance Management, Organizational Development, Human Resources, Personnel Management, Deferred Compensation, Training, HRIS