Beruflich Dokumente
Kultur Dokumente
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.