Sie sind auf Seite 1von 3

MICHELE SPENCER

4824 15TH AVE S. MINNEAPOLIS, MN 55417


H: 612-886-1110 C: 612-849-0824
ms1140100@westpost.net
PROFESSIONAL SUMMARY
Innovative, forward-thinking leader with 15+ years of success leading complex HR
initiatives; dynamic, knowledgeable and trusted advisor providing sound guidanc
e to management and employees at all levels in all functions. Able to balance bo
ttom line business goals with the needs of employees; Resourceful, critical thin
ker with broad knowledge of HR principles; Understands the concepts of continuou
s improvement and advocates for change both in business processes and within the
HR Function. Expert in the areas of employee relations and employee engagement;
Excellent written and verbal communication skills; Engaging presenter to any au
dience; Experience in the Health Care, Insurance and Financial Services and Manu
facturing sectors.

AREAS OF EXPERTISE
Strategic and Tactical HR Operations; Organization Design and Development; Talen
t Acquisition; Talent Management; Succession Planning; Project Management: HRIS:
ADP and PeopleSoft; Employment Law; Benefits; Performance Based Compensation; P
rogram Development and Implementation; Safety and Wellness Programs; Workers' Co
mpensation; Reductions in Force; Managerial and Executive Coaching; Training and
Development; Employee
Relations; Performance Management

PROFESSIONAL EXPERIENCE
UNITEDHEALTH CARE PUBLIC AND SENIOR MARKET GROUPS SEPTEMBE
R 2010- DECEMBER 2010
HUMAN CAPITAL PARTNER, Legal, Corporate Responsibility and Compliance and Clinic
al Services
* Quickly built effective business partner relationships as an advisor to Genera
l Counsel, Vice Presidents of Corporate Responsibility and Compliance, Chief Med
ical Officers and staff in each area.
* Developed and implemented organizational redesign plan that included building
a new structure, redefining roles, conducting an issue-free reduction in force i
nvolving long service employees, and organizing a Talent selection process for o
rganization rebuild.
THE TRAVELERS COMPANIES, INC. AUGUST 2006 -AUGUST 2010
DIRECTOR, HUMAN RESOURCES
DECEMBER 2006 - AUGUST 2010
MANAGER, HUMAN RESOURCES AUGUST 2006 -DECEMBER 2006
SEPTEMBER 2008- AUGUST 2010
Delivered HR services to 500+ Operations and Information Technology employees in
role as field-based Generalist; Provided expertise and guidance to both manager
s and staff on employee relations, performance, and development issues; Played l
ead and contributory roles on high-visibility initiatives that including intern
and diversity programs, leadership development, and workforce planning. Conducte
d investigations of misconduct and planned/facilitated staff adjustments.
* Tapped to join high-profile Enterprise special projects, including implementat
ion of PeopleSoft e-Performance and Competency Management modules.
* Dramatically grew an unknown diversity pipeline program, increasing intern pre
sence at the St. Paul location from two to 13 in one year while drawing Enterpri
se-wide support and recognition. Accomplished this by designing and facilitatin
g "Backpack to Briefcase" Career Day events, which drew over 150 college and uni
versity students from diverse backgrounds.
* Deepened Travelers community relationships by serving on company's AVID (Advan
cement Via Individual Determination) leadership team, which developed a unique p
artnership with St. Paul Public School District to deliver grants, volunteers, c
areer exploration for AVID students, and classroom speakers.
JANUARY 2008-SEPTEMBER 2008
Played key role in build of new 500+ employee organization that consolidated com
mon roles into a single business unit to eliminate redundancies; Consulted with
VP on organizational design and with managers to establish new entity's structur
e; Contributed to selection of management team and designed/executed a Manager B
oot Camp program to develop key HR skills and knowledge.
Provided coaching/mentoring to managers in key areas including performance manag
ement and employee relations and development; concurrently supported two other e
stablished divisions with total employee responsibility of over 1000.
* Designed and conducted "Strengths Finder" and Myers-Briggs sessions for all em
ployees to help each employee better understand skill and work/behavior preferen
ces and to purposefully deploy them into roles in the new organization. Planned
and conducted several staff adjustments.
* Addressed and expedited resolution of complex performance issues, led talent r
eview process, and planned comprehensive compensation actions that included anal
ysis and review to ensure rewards were commensurate with performance.
* Provided guidance to field Generalists in multiple locations
DECEMBER 2006- DECEMBER 2007
Drove strategy as key HR support to VP of 650-member Specialty Insurance Operati
ons, while providing leadership to team of 50 multi-level managers. Served as co
re source of information and guidance to Generalists across the US, while advisi
ng managers in all employee-centered activities; Led divisional talent review pr
ocess
* Creatively launched new enterprise Leadership Competency model, as well as new
performance review form and rating scale to managers and employees.
* Expertly managed compensation actions for Specialty organization. Conducted a
nalysis to allocate base salary, bonus and equity pools to business units within
the Specialty Division. Ensured that compensation actions were commensurate wi
th performance results, ensuring high performers received most generous rewards.

AUGUST 2006-DECEMBER 2006


* Supported 500-person IT organization at the St. Paul location. Managed local
HR issues related to manager coaching, employee relations, and compensation.
* Selected to facilitate an Enterprise-wide training curriculum: "Leading Teams"
.
TREND ENTERPRISES, INC. MAY 2006 -AUGUST 2006
SENIOR HUMAN RESOURCES GENERALIST
Delivered core HR services to a privately held $40 million producer of age-appro
priate, content-rich classroom learning materials; TREND employs 200 people.
* Led benefit review for 2007 open enrollment, focusing on cost containment whil
e ensuring robust and affordable coverage.
* Conducted I-9 audit and improved compliance from 73% to 100% in 30 days.
* Teamed with Director of Production to re-design job progression program that i
ncluded cross-training, job evaluation and definition, policies and testing for
mastery, compensation study, skills inventory and adjustments to employees' sala
ries.
TELEX COMMUNICATIONS, INC. (Now a division of BOSCH, Inc.) AUGUST 1999 -AP
RIL 2006
MANAGER, CORPORATE HUMAN RESOURCES JUNE 2001-APRIL
2006
STAFFING SPECIALIST AUGUST 1999- JUNE 2001
Orchestrated a full range of HR operations/functions for Telex Communications, w
hich is a global, $280 million manufacturer of professional audio and critical c
ommunications systems that employs 1800 employees worldwide with 900 in the US.
* Created Telex's Health Promotion Program, which evaluated costs and provided i
nterventions to promote health and drive down medical costs; also developed Tele
x Care of People Program, which focused on the overall well being of employee ba
se and the surrounding community.
* Equipped managers with key skills to effectively manage lead and retain their
workforce by espousing a strategic talent management philosophy; delivered the p
roprietary "People First" Leadership training program, (on a shoestring budget)
which included six interactive modules.
* Enabled identification of top performers by directing development and implemen
tation of the company's Annual Talent Review.
* Maximized candidate sourcing/hiring through establishment of a professional re
cruiting function that included formal hiring practices, metrics, and staffing j
ustifications. Streamlined processes through implementation of applicant Trackin
g System and authored company-first staffing guide for managers, receiving speci
al recognition from CEO and HR VP.
* Conceptualized and produced, with minimal time and monetary resources, the Com
pany's first Employment Brand and Recruitment DVD, and was awarded the Company's
first Champion's Award. Assisted in the re-design of the employment pages of th
e Company's web site.
* Vigorously promoted a culture of continuous learning; sold executive managemen
t on the value of learning, selected and implemented the Company's first e-Learn
ing system.
* Conceptualized, developed and launched an automated, enhanced Performance Revi
ew Form and Process which significantly decreased HR and Manager preparation tim
e while increasing the quality of employee feedback.
* Played a key role in opening a new manufacturing facility in Morrilton, AR; hi
red staff and established HR practices including a safety incentive program, whi
ch influenced behavioral changes to work safely, reducing and keeping injury rel
ated lost workdays at zero.
EARLY CAREER EXPERIENCE
Between 1995 and 1999, held roles as Recruiter for Allina Health System; Staffin
g Manager for Robert Half International.
EDUCATION
Northwestern College, Bachelor of Science in Business, Human Resource Management
SHPR Certification in progress