Debbie L.

Ryan
North Bellmore, N.Y. 11710
(516) 851-9105
dryan514@optonline.net, https://www.linkedin.com/in/debbielryan
Integral member of senior leadership teams achieving significant growth in an ever changing economic environment.
Demonstrate leadership and change management competencies within various organizational environments. Partner
with internal stakeholders to achieve their business goals. Responsible for building high customer experience culture,
acquiring top tier talent, enhancing human resources processes, and leading due diligence activities. Oversee talent
management, learning and development, succession planning and employee engagement.
PROFESSIONAL EXPERIENCE:
PUROLATOR INTERNATIONAL, INC.
2012 - 2015
Purolator International, a wholly owned subsidiary of Purolator Inc., a shipping and logistics company with the most
extensive courier network in Canada, larger than the two major Canadian competitors combined.
Director of Human Resources
Reported directly to the President and directed the Human Resources Department supporting employees located
throughout the United States and western Canada. Provided overall strategic Human Resources leadership to the
company and served as trusted adviser to the Executive Leadership Team. Strategic Human Resources business
partner to executives/management on all organizational issues that affected performance of business plans.

Designed employee engagement survey and established focus groups targeting continual organizational
assessment and change management throughout the business based on statistical data of best practice
companies.
Led culture change across the organization, resulting in exceeding revenue targets in 2012 through 2014 by
10% - 20%.
Used performance management expertise; communicated coaching techniques; led and developed workshops
which increased productivity throughout Purolator International including the Human Resources department by
30%.
Successfully implemented a talent acquisition process, expanding staffing levels and branches from 20 to 30
in less than one year, increasing annual revenues.
Developed the Human Resources teams competencies in being true HR business partners by providing more
value to the growth of the business by having a thorough understanding of the internal customers business
model which resulted in implementing and enhancing effective Human Resources programs.
Developed and administered a comprehensive employee benefits portfolio while enhancing the medical
benefits and decreasing the annual health insurance renewals by 12%.
Evaluated and implemented an HRIS/Payroll system to improve efficiencies company-wide which allowed
employees and managers the benefit of self-service.

TARGET ROCK A DIVISION OF CURTISS WRIGHT CORPORATION

2010 2012
Sixty million dollar manufacturing and field services organization located in Farmingdale, NY, Seattle, WA,
Chattanooga, TN and Korea.
Senior Human Resources Manager
Reported directly to the General Manager of Target Rock Group, established a strategic Human Resources Function
for the Nuclear Valve Division. Managed the Human Resources team to effectively drive all Human Resources
functions and build trusting relationships with the Senior Leadership Team, management and employees throughout
the organization and Collective Bargaining Agreement members.

Partnered with General Manager and Senior Leadership Team to identify Human Resources needs throughout
the organization and provide effective solutions resulting in achievement of critical business goals and
objectives.
Led annual performance management processes including training of employees and managers on automated
appraisal system and goals, partnered with management on developing action plans for top talent and low
performers, and ensured complete documentation and follow through. Used information gathered for
succession planning, change initiatives and training programs.
Worked directly with General Manager to create development plan for his personal leadership growth based

Debbie L. Ryan

dryan514@optonline.net

on the results of his 360 survey. Coached and counseled General Manager which led to positive feedback
from the 360 raters upon implementing cultural and personal changes.
Realigned talent acquisition strategy to enhance internal talent pipeline and cost effective strategies to attract
external candidates.
Applied state and federal laws to various labor and employee relations issues.

DLR CONSULTING
Managed and developed consulting projects with IntraLinks and Gold Coast Bank.

2009 2010

Principal
Analyzed capabilities of a total performance and talent management solution for the technology company
which included goal management, performance management, succession planning, talent acquisition and total
compensation system.
Identified best practices in a high performance setting, defined vendor selection criteria and determined the
most productive HRIS system offering the best ROI.
Led the installation, implementation and training of the talent management system throughout the entire global
technology organization.
Managed the assessment and implementation of a state of the art learning management and content
management system resulting in the seamless flow from the employees career development plan to course
execution, which built bench strength more quickly within the organization.
THE FIRST NATIONAL BANK OF LONG ISLAND, GLEN HEAD, NEW YORK
2004 2009
One billion dollar commercial bank consisting of over 28 branches throughout Long Island and Manhattan.
Senior Vice President of Human Resources
Vice President/Director of Human Resources
Responsible for managing the following: talent acquisition, succession planning, strategic development, incentive
compensation, HRIS, payroll and 401(k) conversions. Accountable for the Human Resources team to seamlessly
deliver benefits, staffing, retention, employee relations, compensation, training, employee development and payroll.

Presented newly developed Human Resources programs (i.e. Succession Planning, Compensation Structure,
Performance Management System) to the Board of Directors.
Led Succession Planning Team that established organizational competencies, individual development plans
and success profiles to evaluate each employee and effectively source internal/external talent.
Designed and leveraged an organizational competency model for uncovering the needs of Bank staff and
teams to define developmental opportunities resulting in retention of high potential talent and enabled senior
management to leverage successful internal professional development program.
Designed consultative selling process for the organization and its customers leading to the Banks growth of
over $1 Billion in asset size.
Catalyst in Human Resources partnering with senior and mid-level management through building strong
relationships by developing talent acquisition strategies and sourcing key talent.
Designed new salary grade structure for the officers and non-exempt staff by collaborating with the executive
team to ensure ownership of grading structure prior to organization-wide implementation. New grading
structure provided clarity for communicating merit increases and employees understanding their respective
grades.

Additional work experience provided upon request

EDUCATION AND PROFESSIONAL DEVELOPMENT:
Human Resources Executive Program,
Masters of Business Administration,
Computer Information Systems concentration
Bachelor of Business Administration,
Banking and Finance Major

University of Michigan, Ann Arbor, Michigan

Baruch College, New York, New York
Nominated to Beta Gamma Sigma Honors Society
Hofstra University, Hempstead, New York
Deans List

COMPUTER SKILLS:
Software/ System proficiency: Microsoft Office, ADP, SAP-Success Factors, UltiPro, Cornerstone
LANGUAGE SKILL: Hungarian