Senior Director, HR Resumes in US-Minnesota: Renee

Senior Director, HR Resume

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Name:

Renee

Location:

US-Minnesota

Experience:

Willing to Relocate:

Willing to Travel:

Most Recent Job Title:

Senior Director, HR

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Objective:

Seeking executive HR position

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ost of labor by 90%. Awarded the Best Use of Technology in a Call Center Award (IQPC). • Established metrics and provides comprehensive management reporting to HR executives and business leaders on HR service levels and process improvements. • Led the project team to implement the new HR service delivery model with the implementation of the HR contact center (HRSolutions); including project management, benchmarking, organizational design, recruitment, process design and technology selection, vendor negotiations and implementation. Reduced duplicate processes by 32%. Awarded the Best New Shared Services Organization (IQPC). • Led the HR request for proposal process to select the call center technology; secured funding for both a knowledge management and call management tool set (Authoria and Peregrine). • Manage vendor relations regarding benefit plan administration; consolidation of benefits, vendor request for proposals, etc. • Held leadership position on project team to implement the new HR service delivery model with the implementation of the HR contact center (HRSolutions); including project management, benchmarking, organizational design, recruitment, process design and technology selection and implementation. • Responsible for employee facing communications in regards to benefit plan changes, system outages, and process changes. • Currently partner with all business units and HR Centers of Expertise (Total Rewards, Recruitment and Training and Development) to scope and deploy new services, plans and programs. Includes communication, change management, training and organizational plans. • Managed the HRSolutions transition of an acquired company of 4,000 travel employees including data management, benefit enrollment, change management and process implementation. • Responsible for the HRSolutions technology toolset; including Authoria (knowledge management) and Peregrine (case management) and associated upgrades/deployments. March 2003-current Human Resources Director, Carlson Companies, Inc., Plymouth, MN • Chosen to lead the HR management team to design and deploy all enterprise HR processes in alignment with the PeopleSoft implementation. (6 direct reports) • Drove system requirements related to new HR processes for PeopleSoft. • Liaison to Technology on initiatives impacting HR during the PeopleSoft implementation; worked closely with implementation vendor. • Engaged and participated with an HR consulting firm to develop the enterprise HR strategic plan and service delivery model, which was key to the HR transformation. • Established the process and discipline around two major reductions in force; identifying guidelines and establishing a solid employee change and communication plan. • Established organizational management objectives that were carried through all leadership positions within Shared Services. • Partnered with business customers to orchestrate two major organizational restructures to better align with services and processes delivered to internal customers. • Established project and spot bonus plans and criteria. Jan 2000-Feb 2003 R. Bianchi Human Resources Director, (continued) • Achieved Gallup best in class employee satisfaction scores for 4 consecutive years. • Led and implemented a new IT job family structure including job descriptions and accountability statements for enterprise wide structure. • Managed the IT college recruitment program for all enterprise IT hires on the Minneapolis campus. • Partnered with senior leaders to develop the alternative work arrangement policies and procedures to educate managers across the company. • Managed the Gallup employee survey process for Carlson Shared Services; achieving most improved score for the company. • Provided Human Resources services to the Carlson Shared Services organization of over 700 IT, Office of the CIO and Finance professionals including employee relations, recruitment, organizational development, change management, reductions in force, the HR balanced scorecard, and all HR programs. • Partnered with senior executives on HR strategy and program development. Measured via the balanced scorecard process. • Managed 7 direct reports and a budget of $900,000; determining transformation projects and timelines, training programs, and management development. • Established a Carlson specific leadership program including communication, leadership, budget management and career development. Human Resources Manager, Carlson Companies, Inc., Plymouth, MN • Provided HR generalist support to the Corporate Information Technology area; implemented a career development program attended by all management and 80% of staff, partnered with cross functional team to establish an onsite employee daycare center, and reduced turnover. • Established an IT recruitment team that filled highly technical positions within 29 day average, implemented a recruitment system (Resumix), hosted several technology job fairs (500 resumes each) and organized local media exposure; and established a structured interview process and saved $1.4 million in contractor conversions. (Awarded Carlson Outstanding Achievement Award for 1997) • Hired as a senior generalist and promoted to manager in July 1997. Feb 1997 – Dec 1999 Senior Staffing Specialist, The St. Paul Companies, St. Paul, MN • Designed and implemented a new college relations strategy including best practice research, campus selection process, diversity recruitment, business unit participation and compensation. • Managed the college relations function; supervising 5 staff members with an annual budget of $450,000; completing yearly projects including advertising campaigns, intern workshops and community organization initiatives. Achieved an increase in offer/acceptances from 50% to 90% in one year. • Managed the intern programs including yearly hiring, coaching of supervisors and students, coordinated a 2 ½ day intern conference and managed the performance appraisal process; including a yearly budget of $60,000. Hired over 75 diversity interns each year; achieving both a recognition award and the Corporate Plus Award from INROADS. Developed the intern program guide and appraisal program. Dec 1994-Jan 1997 R. Bianchi Human Resources Specialist, Andersen Consulting, Minneapolis, MN • Responsible for Human Resources services to over 800 employees in the areas of employee relations, staffing, salary administration, coaching/counseling, staffing forecasts, and program development. • Developed and implemented systems and procedures to forecast billable hours, staff availability, and long-term staffing needs. • Designed and implemented a mentoring program including training, mentor assignments and coaching. • Supervised four HR professionals in the areas of training, scheduling and administration. • Conducted campus recruitment including interview process and offers. • Managed the performance appraisal process including salary administration and promotions. • Implemented a new salary administration model and constructed salary increases for over 300 consultants. May 1993 – Nov1994 Senior Consultant, Andersen Consulting, Minneapolis, MN • Worked with a variety of clients to plan, design and implement system and strategic solutions to their business challenges. • Managed the Human Resources side of the merger of a $118 billion bank (NationsBank) through the assessment and implementation of target staffing; identifying personnel savings in excess of $200 million per year. Included benchmarking, training, organizational design and project methodology development for mergers. • Conducted a business assessment for a larger super regional bank (National Bank of Detroit) to determine the effectiveness of its information technology organization through the use of focus groups, management interviews, process review and benchmarking. • Developed an information plan detailing business process flows, cost analysis, opportunity to implement new technologies and project identification for Detroit Edison. • Worked on a variety of systems integration and change management projects to design and develop technology solutions, strategic planning, and staffing analysis for various clients (Dow Chemical, Blue Cross/Blue Shield, Ford Motor Company). May 1989–May 1993 Education B.S. in Business Administration, Central Michigan University Major: Finance; Minor: Business Administration GPA: 3.85 (4.00) May, 1989

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