Philippa Okonjo-Lindqvist

Lead 78-person HR organization supporting 9,400 employees across 14 plants in the US, Mexico, and Poland; member of the 7-person executive leadership team. Cut regretted attrition from 18.2% to 12.6% in two years by redesigning frontline pay bands, shift differentials, and a 90-day onboarding program. Directed people integration for two acquisitions (2,100 employees), harmonizing benefits and retaining 94% of identified key talent through year one. Replaced three legacy HR systems with Workday HCM and Recruiting, reducing time-to-fill from 52 to 34 days and saving $1.4M annually. Partner with the board Compensation Committee on CEO and executive pay, equity plan design, and succession for 40 critical roles.

Led HR for a 6-hospital system with 7,800 employees, including 2,900 unionized nurses and technicians across four bargaining units. Negotiated three collective bargaining agreements without work stoppage, holding wage growth within budget while improving nurse staffing ratios. Launched a nurse residency and tuition-reimbursement pipeline that cut agency nurse spend by $6.8M per year. Raised employee engagement from the 41st to the 72nd percentile (Press Ganey) through manager training and pulse-survey action planning.

Managed 12 HR business partners supporting 5 processing plants and corporate functions (3,600 employees). Designed a supervisor development program completed by 420 frontline leaders; internal promotion rate rose from 38% to 57%. Reduced OSHA recordable incident rate 27% by partnering with operations on safety-linked incentives.

Ran full-cycle HR for two plants (1,100 employees): employee relations, recruiting, compensation, and FMLA/ADA compliance. Rolled out a skills-based pay program for maintenance technicians that cut overtime 15%.