MARTHA ELIZABETH (aLIZa) BLIGAN

5 Painters Lane
(610) 296-3050
Wayne, PA 19087 lba42d26@westpost.net
SUMMARY Business-savvy Human Resources professional with experience in small and
large companies, supporting a variety of industries. Experience includes staffi
ng, employee relations, performance management, organizational and leadership de
velopment, compensation and benefits, policies, and training. Exceptional abilit
y to forge strong relationships with line management for business results.
PROFESSIONAL EXPERIENCE AND ACCOMPLISHMENTS
POINTROLL, INC. (subsidiary of Gannett Publishing)
2010
Director, Human Resources responsible for leading the HR function for this 300+
employee rich media advertising leader.
a Led the hiring and onboarding of over 40 employees within six months, help
ing the company to execute on its dramatic sales growth
a Directed the annual performance management process, improving the delivery
of feedback to employees
a Consulted with management through several unusual and difficult employee r
elations and performance issues, to ensure the right people were in the right po
sitions
KELLY ENGINEERING SERVICES
Contract HR Business Partner with Pharmaceutical company, responsible for organi
zational design support, employee relations, performance management, general HR
generalist support.
FRESENIUS MEDICAL CARE NORTH AMERICA 2009-present

2007-2009
Leader in dialysis services
Business Unit Vice President, Human Resources a" Northeast Business Unit
Accountable for Human Resources including staffing, employee relations, labor c
ontract negotiations and business partner support for over 300 clinics in 11 sta
tes with over 6,500 employees.
a Inherited HR department in disarray after quick succession of three predecesso
rs, developing solid relationships with executive team and contributing to impro
vement of Business Unit profitability to record levels
a Led staff of seven to providing outstanding HR support of field and corporate
employees and managers
a Led the development and delivery of dozens of training programs to assist clin
ic managers in building better teams and providing improved patient care
a Led the reduction in use of agency staff and recruiting agencies, reducing sta
ffing costs dramatically; reduced NEBU vacancy from over 4% to under 3%
a Participated in delivery of leadership development programs for middle manager
s
PRIMAVERA SYSTEMS, INC., Bala Cynwyd, PA (now part of Oracle) 2005 a" 2006
Leader in the development of Project Management software, with 400+ employees
Vice President, Human Resources,
Reported to CEO, responsible for organization development, management developme
nt and leadership development to facilitate planned dramatic growth.
a Directed effort to align executive team, including development of Corporate C
ore Values, as part of the Corporate Identity statement, from which corporate co
mpetencies could be developed
a Initiated overhaul of HR infrastructure, including HRIS, compensation structur
e, employment branding, and performance management, in order to allow for signif
icant, rapid growth
a Led development of streamlined and simplified Sales Compensation structure des
igned to reduce cost of sales
SIEMENS MEDICAL SOLUTIONS, INC. USA, Malvern, PA 2002 a" 2005
Division of Siemens AG, developer of diagnostic imaging equipment and related i
maging and medical software.
Director, Human Resources, Customer Solutions Group
Provided human resources support for various corporate departments with over 80
0 employees.
a Quickly developed strong working relationships with CIO, CFO and Business Vic
e Presidents in environment of cultural upheaval and change, allowing for improv
ed adaptation to change
a Partnered with line management to facilitate ongoing development and career g
rowth of all staff, including delivery of new broadband compensation structure d
esigned to enhance career progression
a Facilitated identification of and career development for high-potential emplo
yees, resulting in improved ability to identify talent for critical leadership r
oles
a Created Policy Training program for managers to educate them on changes to cor
porate policies and procedures

ELEMICA INC., Chesterbrook, PA 2000 a" 2002

Start-up B2B providing web-based supply chain management support to the chemica
l industry; founded and funded by 22 global chemical corporations.
Director, Human Resources
Recruited to establish HR function. Hired as third employee and member of Execu
tive Team.
a Built company to 90 employees by building Development, Marketing, Sales, and
Professional Services teams
a Established and managed relationships with PEO, search firms and other vendors
to facilitate talent acquisition
a Created company policies that helped define the corporate culture
a Managed secondment from investor companies, acquiring, on a temporary basis, s
killed talent from the investor companies to help build the functionality of the
product and the market approach
a Co-developed Performance Management process to facilitate talent management
CSL BEHRING (formerly Aventis Behring), King of Prussia, PA 1998 a" 2000
$1B leader in plasma products to treat blood-clotting disorders. Global company
with over 3,000 employees.
Senior Manager, Human Resources
Responsible for staffing, employee relations, policy development, expatriation
and business partner support
a Developed first recruitment brochure the company had ever had
a Developed agenda for first global HR conference, facilitating development of w
orld-class HR function
a Analyzed, created and revised corporate policies to improve employee relations
and reduce costs
a Managed expatriation and relocation; developed and revised expatriation and re
location policies to improve services to expatriate and relocating employees
a Led the response effort to OFCCP audit, ultimately settled with two minor chan
ges to individualsa compensation
a Facilitated Leadership Development sessions with managers as part of the intro
duction of performance management to the organization
MCKESSON HBOC, Malvern, PA 1997 a" 1998
Regional Human Resources Manager
 Responsible for full generalist duties for four offices and 350 employees.
WEST PHARMACEUTICAL SERVICES, Lionville, PA 1992 a" 1997
Global leading manufacturer of pharmaceutical and consumer products packaging a
nd delivery components with over 3,000 employees worldwide and several plants th
roughout US. $350 million in sales at the time.
Employment and Employee Relations Manager
Responsible for all staffing and HR business partner for Headquarters (administ
ration, finance, sales and marketing, research, engineering), as well as leaders
hip role in global Total Quality Management program.
a Developed Harassment Policy, then developed and delivered Harassment Preventio
n training course to all headquarters supervisors, including senior executives,
and to select plant locations
a Key player in implementation of TQM, working to create a new culture within th
e company; served on Global TQM Steering Committee; taught TQM classes; facilita
ted process improvement teams
a Built new departments in partnership with line managers as part of creation of
new business focus
a Selected by CEO and COO to participate on a team created to develop the corpor
ate Vision, Charter, Mission, Values and Guiding Principles; contributions to te
am were described by COO as "extraordinarya
a Cited for enhancing the quality of the HR function by improving employee relat
ions through counseling, developing employee services, and proactively addressin
g potential problems
EDUCATION
Master of Management (Business Administration major), PENNSYLVANIA STATE UNIVERS
ITY
B.A. (Science Major), PENNSYLVANIA STATE UNIVERSITY, with High Distinction
Certified as a aSkills for an Empowered Workforcea Facilitator by Development Di
mensions International
Certified by Center for Creative Leadership to administer/facilitate 360 Reviews
Graduate of SHRM/CCLas aLeadership Development for HR Professionalsa program