Robert C.

Fox II
30600 N. Pima Road, Lot 18
Scottsdale, AZ 85266

Primary Home: 480.488.2844

Second Home: 505.982.9060
Cell: 760.525.3447
Email: rffc52a8@westpost.net

SENIOR HUMAN RESOURCES EXECUTIVE

Exceptional HR generalist and executive leadership skills with multi-industry ex
perience in complex organizations with up to 15,000 employees
* Outstanding HR Business Partner knowledge and skill; an articulate strategic H
R Champion
* Highly credible as a confidant and executive coach to senior leaders
* Broad knowledge and experience in leadership, organization development/change
management, strategy, talent management, diversity and communications
* Skilled leader with a proven track record of engaging, energizing, developing
and empowering HR teams and others
* Team oriented developer of organizational talent...both core and high potentia
l talent
* Demonstrated commitment to diversity and community involvement

PROFESSIONAL EXPERIENCES
Senior Vice President, Human Resources, RSC Equipment Rental (Scottsdale, AZ)
November, 2008 to February, 2010
Reporting to the CEO, provided highly visible HR business partner and employee/m
anagement communications support to the CEO and executive team; ensured the impr
oved performance of the HR team for this $1B+ public company with over 4000 empl
oyees
* Actively participated and contributed in all strategic planning, operational p
lanning and leadership communication sessions; drafted numerous communications f
or the CEO and provided feedback on many other communications
* Established new performance management and succession management systems based
on 'best practice' experiences
* Strengthened HR team performance and engagement by improving capability, hirin
g strong talent and empowering staff
* Improved management selection process by demonstrating its strategic importanc
e and increasing senior management involvement
* Upgraded incentive compensation communications and understanding; implemented
new online benefits enrollment process
* Provided quarterly and interim support to the Compensation Committee of the Bo
ard
* Improved labor relations support at lower cost, downsized organization by appr
ox 800 employees without any third-party action and participated directly in res
olution of key employee relations issues
* Appointed by the City Council to the Scottsdale Human Relations Commission who
se mission is to advise the Mayor and Council on ways to improve all aspects of
diversity in the City
Fox, page 2
Vice President, Human Resources, Carlson Companies (Minnetonka, MN)
November, 2004 to November, 2008
Reporting to both the CEO of the Carlson Hotels Wordwide & Regent Luxury Group b
usiness units and to the Corporate EVP, HR for the Carlson Companies, provided e
xecutive business partner support to the CEO and executive team and ensured high
impact HR support for the two business units.
* Established high credibility with the CEO, his executive team and the corporat
e wide HR community based on quality strategic business analyses and recommendat
ions, highly effective executive coaching, creative change management support, i
nitiative and execution.
* Restructured the HR team to more effectively partner with the hotel business (
approximately 4100 employees and $600M revenue); provided guidance on employee c
ommunications
* Provided valued consultation to the CEO on key executive structures, hires and
departures, e.g., President, Carlson Hotels-the Americas; EVP, Select Service;
EVP, Revenue Generation and EVP, Carlson Hotels Real Estate Company
* Guided evaluation and re-design of business unit specific incentive programs
* Acted as key consultant to the Corporate EVP HR on initial corporate diversity
strategy and selection of Corporate Diversity VP; participated as senior member
of corporate Diversity Advisory Team which implemented the Company's first dive
rsity assessment survey
* Delivered the keynote address ("The Business of HR: Creating Competitive Advan
tage Through People") at the University of Minnesota's 2008 HR Conference and gu
est lectured on this strategic approach at the University of St. Thomas.
* Consulted at Cornell University (Hotel Graduate School) on leadership; subsequ
ently quoted in Cornell professor Tony Simons' book The Integrity Dividend
* Personally achieved a Gallup team engagement score of 4.50; recognized as a 'G
reat Manager' for having engagement scores above the 75th percentile for three y
ears in a row

Vice President, Human Resources, dj Orthopedics (Vista, CA)

January, 2001 to December, 2002
Reporting to the President and CEO, functioned as the executive business partner
to the CEO and senior leadership team and provided change management oriented l
eadership to the HR team, company managers and employees.
* Completed/presented a comprehensive Org'l Assessment & Recommendation package
to the CEO and BOD resulting in restructuring of the senior management team
* Restructured HR team to better deliver full range of strategic and operational
services to this company of 1200 employees and $180M revenue
* Revised the executive compensation system to better align pay with performance
; revised and simplified the exempt performance appraisal process (PEDS) with fo
cus on results, competencies/behaviors and development
* Successfully recruited new SVPs for Sales/Marketing and Finance (CFO), thus av
oided the cost of retained search; negotiated their pay packages and facilitated
their integration
* Developed a Leadership Toolkit seminar to facilitate management development an
d coaching
* Drove culture to make people the #1 business priority in alignment with the co
mpany's customer service value discipline; managed employee communications and i
ncorporated this theme in all internal communications, presentations and busines
s planning
* Provided internal HR expertise during the process of taking the company public
in 2001; delivered an all employee communication/speech on this opportunity in
English and Spanish
* Established an effective working relationship with the Board of Directors and
lead investor (JPMorgan Partners) to promote link between investor and employee
obectives
* Personally resolved major issues with the DOL OFCCP and local NAACP which avoi
ded substantial costs, business interruption and negative pubic relations

Fox, Page 3
Vice President, Human Resources, Honeywell (Phoenix, AZ)
May, 1995 to January, 2001
Reporting to the President of the Industrial Control SBU, provided HR leadership
initally for 4500 North American employees and $800M revenue which grew to 1500
0+ employees globally and $2.7B revenue.
* Hired to help the new SBU President re-energize this business unit; earned the
confidence of the President and key leaders through high impact strategic and t
actical counsel and significantly improved HR performance and marketing
* Learned and implemented the formal HR Business Partner concept; worked directl
y with David Ulrich, author of Human Resource Champions and utilized HR strategi
c planning techniques learned from Noel Tichy, author of Managing Strategic Chan
ge
* Expanded my SBU HR leadership accountability through organic growth, acquisiti
ons and organizational changes; restructured HR department and selected high tal
ent staff; also, assumed responsibility for customer satisfaction initiatives an
d employee communications
* Provided critical input to selection of high level executives; provided assess
ment of candidates' leadership capability
* Guided HR acquisition support including the major integration of Measurex
* Co-chaired the compensation integration team during the Honeywell-AlliedSignal
merger
* Designed and instructed a formal class on leadership; delivered to all new Hon
eywell managers in Phoenix area (multiple SBU's)
* Earned corporate recognition for change management and diversity accomplishmen
ts
* Researched and coached best practices for diversity and 'great place to work'
status; drove support at corporate level; worked directly with Robert Levering ,
author A Great Place to Work
* Coached employee resource groups and served as Honeywell Black Employees Netwo
rk national board member
* Co-led Honeywell Foundation grant activities in the Phoenix area and actively
participated in the community

Director, Human Resources, Alliant Techsystems (a Honeywell spin-off) (Mukilteo,

WA)
1990-1995
Reporting to the Group VP, Marine Systems and the Corporate VP, Human Resources,
provided HR and employee communications leadership for Marine Systems business
with approx 2000 employees and corporate HR leadership for staffing, organizatio
n developent/training, succession management/leadership development and diversit
y/AAP.
* Facilitated the company mission statement to include Outstanding Employer obje
ctive and developed leadership practices to support it
* Developed and presented "Leading Through the Transition" process to top execut
ives; worked closely with the COO, achieved significant improvement in employee
morale and credibility with top management
* Benchmarked and installed best practices for employee problem-solving, success
ion management and diversity
* Led HR support for acquisition, facility shutdown and downsizing activities
* Recommended overall design that was implemented for the restructuring of the c
orporate wide HR function
* Provided focal point for Honeywell's community and political involvement in th
e Seattle and Washington state areas

Fox, page 4
Director, Human Resources, Honeywell (Mukilteo, WA)
1988-1990
Reporting to the division VP/GM, Marine System Division/Group (Seattle area) wit
h 1000 employees, provided change oriented leadership in a fast paced, high tech
'smart weapons' development and service environment.
* Participated on the Marine Systems Group SBU Transition Team; led to comprehen
sive business strategy review and restructuring of SBU management with HR's acti
ve support
* Chaired Marine Systems Group Compensation & Benefits Transition Team which res
ulted in an integrated compensation systems for three divisions
* Strengthened communications systems and discipline (especially useful in later
spin-off from Honeywell)
* Facilitated active Diverse Work Force Council; moved significantly away from a
sexist/military culture; and passed three formal compliance audits
Honeywell (various HR professional, manager an director assignments) 1978-1988
State of Wisconsin (various positions including State Affirmative Action Directo
r) pre-1978

EDUCATION
* BA Economics, University of Wisconsin (Madison)
* MA (all but thesis) HR/Organizational Behavior, University of Phoenix
* Graduate school classes in Management & Economics (15 graduate credits), Arizo
na State University
* Numerous seminars, readings and interactions focused on 'best practices' re HR
, leadership, organization development/change management, strategy, talent manag
ement, diversity, and communications

SELECTED EXTERNAL ACTIVITIES/ORGANIZATIONS (Current and Former)

* City of Scottsdale Human Relations Commission (2000 and 2009-present)
* Heard Museum Guild (2005-present)
* SHRM (Society for Human Resource Management (current)
* MENSA (current)
* North County (San Diego) NAACP Corporate Advisory Committee
* ASU College of Engineering and Applied Science Advisory Council
* ASU-West School of Management Advisory Council
* MESA of Washington, Board of Directors (Chair Emeritus)
* Lake Washington School District Minority Affairs Council
* Phoenix Urban League, Board of Directors
* Consultant, City of Madison Police and Fire Commission
* City of Madison Equal Opportunities Commission, Employment Committee