Human Resources Manager

Kathleen S. Kelley, SPHR ********.******@*********.***

Tom Burke Distinguished Professional in HR Recipient* 713-***-**** phone

Summary

Accomplished, business-focused human resource leader with expertise in organization and leadership

development. Dedicated to flawless HR fundamentals and establishing the right people strategy to add

value to the bottom line. Recognized as a proactive, strategic business partner and an effective mentor.

Proficiencies include:

Identifying and recruiting top talent to Implementing cost effective payroll and

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staff future skill requirements using HR systems that provide reliable data for better

comprehensive role and core competency decisions

modeling Resolving employee and group relations

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Improving operation processes and issues to increase effectiveness and

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identifying cost savings measures through productivity

reengineering Defining Sarbanes-Oxley processes

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Participating in the development of and ensuring that compliance programs by

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corporation’s strategic plan; establishing SEC, EEOC, DOL, OSHA, & OFCCP

actionable corporate vision and values; then successfully pass audits and investigations

realigning the HR team to be a value-added, Designing compensation programs

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globally focused business partner to support (including executive compensation for board

the business plan approval) that align compensation, benefits

Establishing succession planning and and performance management programs to

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executive development to ensure leadership support and achieve organizational goals

continuation

Professional Experience

HR/OE CONSULTING 2005-PRESENT

HR/OE Consultant working with HR and business executives to establish strong HR practices for their

businesses (long term assignments include Total Safety and Visual Comfort)

• Established robust HR reporting and benefit coverage verification that resulted in annual savings

of over $40,000 in administration costs/payroll under deductions

• Established HR best practices and streamlined HR processes reducing new hire and payroll errors

• Managed benefit renewal to ensure maximum benefits and 95% participation in open enrollment

ION GEOPHYSICAL 2007 - 2008

Vice President, Human Resources responsible for the corporate Human Resource function for

$750,000,000 seismic equipment manufacturing/data processing company with 1500+ employees in

10 countries.

• Moved HR department from a domestically focused, transactional HR team to a globally focused

strategic HR partner resulting in the first global HR support for ION

• Established HR dashboard reporting including staffing levels to plan, turnover by level, recruiting

time to fill and cost, and succession plan readiness to provide real data for better decisions.

• Designed compensation philosophy providing the right mix of base, bonus and equity to drive the

appropriate focus of the employee/executive

• Established corporate HR support for international benefits, recruiting and HR practices for the

first time.

CITY OF HOUSTON 2005 - 2008

Director, Mayor White’s Flexible Workplace Initiative responsible for “changing the way Houston

works” by influencing CEO’s across the Houston area to establish/expand flexible work options

resulting in measurable improvements in productivity and Houston’s mobility.

• Removed 906 hours a day off Houston freeways with an estimated $16,800,000 annual user cost

savings with Flex in the City when over 140 Houston area employers eliminated additional peak-

time commutes through teleworking; compressed workweeks; and/or shifting commutes to before

or after peak-commute hours

• Improved productivity through flexible work options as evidenced with 96% of participants

reporting their productivity levels to be the same or higher on the flexible work options and with

over 50% of participants continuing the flexible work option initiated as a result of Flex in the

City

GARDEN RIDGE 2004 - 2005

Vice President of Human Resources responsible for leading Human Resources for a 35-store big box

retailer with up to 4,700 employees in 13 states.

• Developed HR strategy for company to successfully emerge from bankruptcy while maintaining

executive credibility and employee productivity

• Established performance management and incentive bonus system to enhance EBITDA

• Reduced new and resolved old EEOC complaints and maintained non-union status

• Revised Payroll/HR System, benefits package, 401k, and policies (PTO and wellness) to retain

employees by meeting employee needs at reduced costs

RELIANT ENERGY 2000 – 2004

Director Organization Development responsible for ensuring organization readiness and skill

effectiveness for Reliant Energy Retail Group formed with energy deregulation.

• Measurably improved team dynamics and morale while preventing potential turnover through

interventions using individual & group 360, Myers Briggs, team interviews and executive

coaching

• Identified critical competencies and business processes used to ensure success of Retail group

• Led team of 20 professionals who trained 27,000+ participants in one year resulting in new

employees outperforming existing employees in their first week after training

• Established eLearning training options with skill verification to improve call center call handling

time while reducing time away from the phones

ENRON 1997 - 2000

Manager Employee and Organizational Development responsible for consulting with Sr.

Management on organizational effectiveness and providing developmental opportunities and

interventions designed to increase productivity.

• Established business unit’s OD and training department as the primary for all Enron divisions

• Doubled employee development opportunities with 2/3rds reduced staff and budget

• Identified change management requirements, conducted functional integration testing and

provided onsite support for SAP HR implementation

HOUSTON CELLULAR TELEPHONE COMPANY (AT&T) 1995-1997

Organization and Employee Development Manager responsible for establishing the learning

resource department and ensuring organizational, managerial, and employee effectiveness.

• Defined 24 progressive leveled competencies to determine developmental needs and career paths

• Facilitated continuous improvement initiative resulting in the implementation of 20 “quick fixes”

and 6 process improvements within 3 months

• Created supervisory training course in a game format that emphasized the company’s core values

while discovering basic supervisory skills

ENTERPRISE ADVISORY SERVICES, INC. 1993-1995

Human Resources Manager responsible for establishing and managing the human resources

department for a privately owned government contractor

• Reduced health insurance premiums by 25% while increasing benefits; created an incentive for

employees to be cost consciousness on health care claims

• Designed and implemented compensation and incentive programs supporting the corporate

philosophy and practice of management discretion and individual achievement

ENRON 1990-1993

Senior Training Specialist responsible for ensuring organization, manager, and employee

effectiveness.

• Trained management and soft skills training programs to Enron Liquid Fuels division

• Facilitated over 800 cost savings/revenue generating ideas with over 30% implemented within 2

months

• Managed management succession program to ensure identification and development of next top

leaders

• Established and managed mentor program to identify management potentials and give them

opportunities to develop through exposure to outside resources and internal mentors

COMPUTER SCIENCES CORPORATION 1982-1990

Senior Human Resources Administrator responsible for employee relations, training, employment,

government compliance, safety, and wage and salary.

• Conducted fact finding for discrimination suits that resulted in the Equal Employment Opportunity

Commission (EEOC) finding of no discrimination

• Maintained government contract status and provided management compliance guidelines by

developing and implementing Affirmative Action Programs

• Administered performance management process to ensure quality performance reviews and

achievement of merit pay incentive goals.

Education/Certifications/Professional Memberships

Masters Human Resources Management, – University of Houston Clear Lake (UHCL)

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Bachelors Social and Behavioral Sciences, – University of Texas at Austin

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Certified Senior Professional in Human Resources (SPHR)

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Myers Briggs, Birkman, PDI 360 Coach, Lominger, and Achieve Global certified

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Society for Human Resources Management (SHRM) – former state district director

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HR Houston – past president and recipient of the Tom Burke Award for HR Excellence*

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Advisory Board / Adjunct Professor Human Resource Management Program at UHCL

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*Qualifications for the Tom Burke award include: A strategic business partner; role model for the profession; and a leader, rather than

a follower, who sets standards for others and the profession

Online resume available at: http://www.visualcv.com/kathleenkelley;

LinkedIn profile available at: http://www.linkedin.com/in/kathleenkelleyhouston

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