|Desired Industry: Human Resources
|Desired Job Location: Gurnee, Illinois
||Date Posted: 9/7/2008
|Type of Position: Full-Time Permanent
||Availability Date: 10/01/08
|Desired Wage: 100,000
||U.S. Work Authorization: Yes
|Job Level: Management (Manager, Director)
||Willing to Travel: Yes, Less Than 25%
|Highest Degree Attained: Bachelors
||Willing to Relocate: No
During my many years of experience in HR I have been a major innovator; someone who can bring change to the corporate level of Human Resources. My goal is to use these experiences and talents and apply them in another major organization.
Future Brands LLC
May 2006 – Present: Director of Human Resources – My contribution to this organization has been as follows:
• Performance Management: Created a new three-tiered system that would allow Future Brands LLC to more accurately rate their sales employees based on results.
• Employee Relations: Handled several sensitive employee relations issues to include embezzlement, sexual harassment, poor performance, etc.
• Compensation: Provided research on how my company’s positions aligned with external labor markets, in particular our direct competitors which resulted in several salary adjustments. Developed a strategy that would put the Company within the 50th percentile for base salary and the 75th percentile for bonus.
• Annual Bonus: Revised the annual bonus for sales personnel that would pay high performers more and low performers less.
• Leadership Development: Created a succession planning process, three-sixty assessment, leadership training and a sales module entitled, “How to Succeed in a Diverse Market.”
• Performance Rating: Given a “Significantly Exceeds Expectations” rating by the CEO of Future Brands LLC.
October 1995 – April 2006: Director of Human Resources – My assignments were as follows (note: some will overlap):
• March 2004 – April 2006: I led the project to outsource human resource transactional work to an outside supplier. I was also Director of Performance Management for the corporation and created strategies that would allow our human capital to be high performing.
• November 2001 – February 2004: I developed and led the creation of a proprietary technology system for HR which included employee self-service, management self-service, and a knowledge management system. Based on this project, HR was able to reduce its headcount by 31%.
• May 1999 – March 2001: Director of Recruiting and Selection for the corporation. A major accomplishment of mine was the completion of a successful profile of an Allstate agent that would include a validated/defensible selection screening process.
• October 1997 – January 2000: HR liaison for the Sales Organization of the Future. This was a team (put together by the Chief Operating Officer, now Chairman of Allstate) to find improved ways to support our agents and sales management. This was a major initiative for the Company and my accomplishments were as follows:
1. Developed a database and subsequent measurements of Allstate agents’ support staff (non-employees). These measurements included the average initial investment an agent would incur for support staff, and how much production would be needed over a three year period in order to expect a return on their investment.
2. Developed a recruiting and sales training program that would allow us to hire agents directly from college campuses.
3. Began the development of a selection process for “star” agents and carried forward this work when I became Director of Selection and Recruiting. Some of the deliverables for this work were as follows:
• A unique computerized test to select agents. Over time the test not only predicted the ability to produce new property and casualty business, but also to provide above average customer service.
• Provided measurement on sourcing for new agents, which demonstrated to our sales leaders we needed to be more inclusive of candidates, particularly if the candidates came from the ranks of our agents’ support staff.
• Based on our studies, created new sales recruiting materials that would appeal more to an “entrepreneurial” candidate than a typical sales candidate.
4. Worked with McKinsey & Co. to define a new sales management structure that would separate leaders by their ability to manage various sizes and types of agencies.
5. Developed a centralized recruiting team to provide property and casualty candidates to all of our sales leaders in the field. This team recruited in all states but Hawaii, Alaska and Massachusetts.
6. Completed a study as to why our Life-Only sales personnel had turnover in excess of 40% per year. Presented the study to sales leadership with suggestions on what activities they might take to help lower this turnover.
• October 1995 – September 1997: Director of Leadership Development for the corporation where, under my leadership, a 360 degree assessment, plus a more refined succession management system was created. During this period of time I also implemented and led a new structure for Claims Education Managers.
May 1989 – September 1995: Senior Human Resource Manager, Allstate Insurance Company, Capital Region – Fairfax, Virginia
• At the time, this was Allstate’s largest regional office and my department handled all aspects of Human Resources for this region. My responsibilities included the management of health and welfare benefits, payroll, employee relations, education, governance over HR policies and procedures, and community outreach programs.
• Geographical territory included Washington DC, Virginia and Maryland. I was responsible for slightly over 2,000 employees and agents.
May 1987 – April 1989: Human Resource Manager, Allstate Insurance Company, Kansas City Regional Office
• My department handled all aspects of Human Resources that included the management of health and welfare benefits, payroll, employee relations, education, and governance of HR policies and procedures.
• Geographical territory included the states of Kansas, Missouri, Iowa, Nebraska, and Oklahoma. I was responsible for approximately 1,500 employees and agents.
December 1985 – April 1987: Assistant Employee Relations Manager for the Property and Casualty Company. I handled all employee relations problems that dealt with employees or agents who had service dates in excess of ten years.
October 1980 – November 1985: HR Division Manager for the Pasadena Region of Allstate (included about one-third of the State). My responsibility was to be the HR leader for the regional sales department.
Bachelor of Science Degree, Marketing, California State University, Long Beach, California
I am an active member of SHRM
I have had experience in every aspect of Human Resources with specialties in performance management, leadership development, employee relations and recruitment and selection
Available upon request.
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