Bill Kofahl

Global Human Resources Executive


Change Leader with a Passion for Helping Organizations and Individuals Thrive

- EXECUTIVE PROFILE -

William “Bill” Kofahl

Bill is a Human Resources Executive known for developing and leading international HR strategies and teams in changing and dynamic environments in technology, engineering, manufacturing and consulting organizations. 


Recognized for driving cross-organizational collaboration while managing the design and execution of solutions that receive outstanding endorsement in matrixed organizations.


Leverages deep business acumen and organizational savvy to achieve desired business results. 


Experienced in providing hands-on HR leadership in North America, Latin America, Europe, India, and the Middle East & Africa.

Welcome To My Website

Here you can discover information about me and my professional achievements and career. I share my thoughts on Human Resources and Leadership via my blog. You can also find my personal vision statement and core values. 

Contact me below if you have any questions.

- Benchmark Achievements -

Strategic Planning

In Dubai, developed and implemented human resource strategies that increase regional headcount 25% annually over 3 years while reducing per head cost of the human resources service delivery. 


Change Management

 In Germany, led a $20M+ restructuring project including conducting swift and successful workers’ council/union negotiations. Delivered project ahead of schedule and on budget. 


Organizational Development

Managed the redesign and international rollout of a competency-based performance management system that resulted in an increase of “on-time completion” of employee feedback sessions. 


Succession & Workforce Planning

Led the HR aspects of the transfer of a 100+ employee manufacturing operation from Madison, WI to Asia.


Acquisition Integration

Synchronized across 8 European countries the HR post-acquisition integration of a $350M carve-out acquisition. 


Coaching

Coached 100s of individuals on topics ranging from individual development, performance gaps, career planning, and executive leadership. 


Examples of MY Hands-On HR Leadership >>>

- CAREER PATH -

Emerson (NYSE: EMR), USA, Germany & UAE - 2001-2018

- Vice President, Corporate HR, Latin America - Sunrise, FL (2015 - 2018)


- Vice President, HR, Emerson Network Power -  Chicago, IL (2014 - 2015)


- Vice President, Corporate HR, India, Middle East & Africa - Assigned to Dubai, UAE (2011- 2014)


- Senior Director, HR & OD, Emerson Embedded Computing and Power - Assigned to Munich, Germany (2008- 2011)


- Director, HR, Artesyn Embedded Computing - Madison, WI  (2005 - 2007) Emerson acquired Artesyn Technologies in April 2006


- Manager, Corporate HR, Artesyn Technologies - Boca Raton, FL  (2003- 2005)


- HR Consultant - Minneapolis, MN (Artesyn Technologies) (2001- 2003)


Banta Digital Group, Minneapolis, MN - 1998-2001

- Operations Manager (1999-2001)


- Manager of Organizational Development (1998-1999)

- Demonstrated Competencies -

Functional

• Talent & Organizational Development

• Employee Relations

• Recruitment & On-boarding

• Succession & Workforce Planning

• Compensation & Benefits 

• Employee Retention

• Employee Communications

• Ethics Compliance 

• Legal Compliance

• Acquisition Due Diligence & Integration

• Facilitation

• Coaching

Leadership

• Strategic Planning

• Change Management

• Business Acumen

• Dealing with Ambiguity

• Strategic Agility

• Developing Direct Reports

• Managerial Courage

• Sizing Up People

• Building Effective Teams

• Managing Vision and Purpose

• Ethics and Values

• Integrity and Trust

• Dealing with Paradox

- EDUCATION -

University of Wisconsin-Madison, WI

 Master of Business Administration (MBA)  

Rochester Institute of Technology, Rochester, NY

 Bachelor of Science (BS) 

- The requirements of a successful HR leader -

My Philosophy on the Requirements of a Successful HR Leader

Strategic Agility –

HR must align policies, procedures and practices with the overall strategy of the organization. HR leadership must be involved in setting the strategic direction of the organization and ensuring that the organization has the human capital required to achieve the strategic objectives. 

Business Acumen –

HR must have a strong understanding of the organization, the products or services, and the needs of the end user customer. HR must be aware of market conditions and trends that could impact the utilization of the organizations human capital.

Transactional Excellence –

HR must deliver all transactional services to the employees of the organization, and other stakeholders, in a timely manner that meets the set expectations. If the HR organization does not deliver on transactional excellence, it will not be trusted enough to be able to demonstrate strategic agility. 

Trusted Counselor –

HR must build relationships that are based on  trust. HR must demonstrate to employees  that they will be their advocate, while at the same time helping employees  understand decisions that have been made by the organization. Concurrently, HR  must be the voice of the employees to the leadership of the organization,  while supporting the organization’s leadership in making the best possible  business decisions.

Contact Bill Kofahl

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