Human Resources Management

DIANA KLEIN

**** ******** *****, **** *******, MI 48823

517-***-**** • *******@*******.***

Human Resources Business Professional with proven talent management experience achieving

strategic business objectives with Fortune 500 Company. Effective at building relationships with

personnel at all levels within the company and providing the highest level of service to meet the

strategic needs of the organization. Participate as an active member of the executive leadership

team.

CORE COMPETENCIES

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Positive Employee Relations Admin. Of ADA, FMLA & STD

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Drive Employee Engagement Affirmative Action Plan

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Team building skills that include hiring training, Able to engage effectively with internal and

coaching, and accountability external customers at all levels

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Succession Planning/Development Diversity & Inclusion Perspective

• Change Management

COMPUTER EXPERTISE

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Microsoft Office Lotus Notes Kronos

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HRIS system ADP SAP

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Taleo Kenexa SuccessFactors

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Justifacts Metastorm

PROFESSIONAL EXPERIENCE

AMERISOURCEBERGEN DRUG CORPORATION Williamston, MI 2011 – 2013

Human Resource Manager

Managed all human resources related functions within $2B pharmaceutical regional wholesale

distribution center. Responsible for instilling a high performance management culture. Implemented

human resource programs to grow a talent pool for succession planning, led and drive initiatives on

pro-active recruitment, and encouraged positive employee relations.

• Conceptualized and implemented a leadership development and succession planning

program, and utilizing a custom designed 360 assessment tool. Achieved improved

communication within management team and built a strong commitment to developing

competencies necessary for growth and efficiency

• Facilitate Employee Engagement survey, evaluated results, facilitated meetings with

managers, supported initiations/solutions, and future progress.

• Deploy HR policies/practices that attract, develop, retain and motivate high-performance

employees

• Conducted an employee engagement, developed action plans, conducted HR focus groups,

focused on two-way communication, recognition and development/training with

supervisor/managers

• Managed the recruitment efforts of the organization through identification of qualified

candidates, developing relationships with qualified recruiters and final selection of new employees

• Counseled managers and employees regarding issues related to conflict resolution, employee

complaints, sexual harassment, and training requirements

• Introduced Lominger competencies and “5 point rating system” into the performance review

process to increase managerial/functional competency at all levels

• Promote, foster and encourage positive working relationships with employees as well as

external contacts

• Oversee HR Administration tasks (compliance, budget, legal requirements, payroll, etc.)

• Manage and execute HR processes (wage & salary competitiveness, diversity, etc.)

Diana Klein Page 2

GENESYS REGIONAL MEDICAL CENTER Grand Blanc, MI 2007 – 2011

Human Resources Business Partner

Responsible for providing support to the hospital staffed with 5,000 employees which include union,

non-union and salaried professionals. Instituted corporate initiatives to support succession planning

objectives.

• Managing multi-faceted human resources program including employee relations, contract

negotiations, federal and state law compliance, and worker’s compensation

• All transformative and change-management projects affecting associates including

professional and staff development initiatives, specialized training, employee engagement, shared

services, recognition, and innovation

• Developed a formal restructuring process/policy for use in a major restructuring 600 employees

in three departments. Employee transition and selection completed with complete success

• Conducted employee relations investigations, administer working agreements, mentored staff

and consulting with management

• Facilitated and supported motivational employee relations programs including service awards,

annual employee meetings, wellness programs, tuition reimbursement, and community service

programs

• Interpret and create appropriate plans, programs and/or processes

LOCAL 6000 Lansing, MI 1997 – 2007

HR/LR Specialist

• Develop and administer policies and procedures

• Conduct investigations, union working agreements and facilitating grievances

• Provide counsel within the organization

• Liaison involvement teams/Negotiations

• Investigate, organize and review cases for trial and/or arbitration

• Design, maintain and implement training programs

• Benefit administration and policy compliance

EDUCATION

Master of Labor Relations/ Human Resources

Michigan State University, East Lansing, Michigan

Bachelor of Business Administration

Northwood University, Midland, Michigan

PROFESSIONAL DEVELOPMENT

Designing and Implementing a Performance Management System

Employee Benefits: Designing and Aligning the Right Choices

Performance Based Pay System

ASSOCIATIONS AND MEMBERSHIPS

Society for Human Resource Management

Industrial Relations Research Association, Mid-Michigan Chapter

Michigan State University Alumni Association

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