Sales Human Resources

David E. Kenney

*** ******** ***** ****: 224-***-****

Libertyville, IL 60048 abkxh0@r.postjobfree.com

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Human Resources Leader and Generalist with demonstrated ability to align business needs and objectives

through integration of solid organizational effectiveness practices, change management and human resource

functions. Proven business partner with ability to drive change through influence, communication tools, and

participative methods in complex rapidly changing environments. Experience providing HR services to a variety of

functions including field, corporate, sales, finance, IT and operations. Strong competencies in coaching, employee

relations, knowledge of employment laws and leading teams.

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THE ALLSTATE CORPORATION, Northbrook, IL

NYSE $37 billion company with products in insurance, retirement and investment servicing to 17 million households

HUMAN RESOURCES DIRECTOR, SALES SUPPORT 2001-present

Report to Assistant Vice President, Agency Sales. HR strategic partner to Agency Sales that encompasses 14

regional offices. Accountable for Recruitment/Selection, Change Management, and Compensation (commission,

bonus & incentive) in the field (30,000 sales producers/independent contractors) and Talent Management,

Employee Development, Performance Management, and Succession in home office (120 employees in sales,

finance, IT, operations, sales training and leadership). Manage 11 staff through 7 direct reports.

Recruited by VP Sales to drive change, build HR best practices and bring

STRATEGIC PARTNER & BUSINESS RESULTS:

field expertise to the leadership team of the Agency Sales division.

Leadership team challenged to execute new business model and transform the way sales distribution

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did business, a top 3 initiative of the company.

Change initiative in sales distribution reduced company operating expense by $400 million.

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Led agency relationship study survey that measured producer satisfaction in all distribution channels

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and consistently achieved points improvement over key areas.

Partnered with leadership team in Sales to support transformation of the business to a

CHANGE MANAGEMENT:

multi-channel sales model (web, call centers, agency/independent contractors) from an agency model. Key

role in driving change of business model from corporate supplied computer support to agency owned.

Directed design and implementation of change management, education, and communication activities

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in support of the initiative.

Initiative transformed the technology environment in agency offices by driving stronger cross-sell

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capability and improved customer-facing business transactions.

Implemented internet accessible processes for job posting, screening, interactive

RECRUITMENT/SELECTION:

recruitment campaigns and candidate selection tools. Reduced cost per hire and average days to fill.

Partnered with field and outside vendors to develop performance based commission and bonus

COMPENSATION:

programs that were financially attractive to the independent contractor and drove the desired business results.

Programs had a commission, bonus and incentive structure. Strategic advisor on change management and

communication strategy.

Developed and implemented talent management, employee development, performance

TALENT MANAGEMENT:

management and succession programs to support the business needs of the Sales support group. Coached and

equipped managers to lead and develop their teams and align with the business objectives.

COMMUNICATIONS DIRECTOR 1997-2001

Provided leadership to communications for multiple major business units of the company - Claims, Life Insurance

and field. Directed 5 reports.

INTERNAL COMMUNICATIONS: Partnered with company officers and senior leadership teams of business units and led

internal communications campaigns designed to re-engage employees and drive deeper understanding and

alignment for business growth initiatives and change initiatives to business processes.

Utilized vehicles that included coaching, meetings, intranet, publications, newsletters, video

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productions, satellite broadcasts and newly written job descriptions.

2

HUMAN RESOURCES MANAGER, KANSAS CITY REGION 1993-1997

Recruited by Region Vice President to assist in turnaround and direct all areas of human resource management for

five state regions. Led recruitment, selection, compensation, employee development, succession planning, and

affirmative action and employee relations for region with 1200 employees and agents.

Served as key member to the leadership team for the region to assist in

STRATEGIC PARTNER & BUSINESS RESULTS:

driving business results.

Region recognized in Top 5 regions for results in all business measures including sales, profitability,

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customer retention, and cost control, moving up from the lowest quartile.

Exceeded all targets in staffing metrics.

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Set HR strategy and lead all HR activities including organization effectiveness, compliance,

HR GENERALIST:

diversity, performance management, staffing, employee communications, training initiatives, compensation,

employee development, employee relations and benefits programs.

Coached managers and employees on - performance related issues,

TALENT & PERFORMANCE MANAGEMENT:

identifying key talent, succession planning, recognition and rewards, and terminations.

Partnered with and coached leadership team to facilitate organization and culture change. Gained

CHANGE AGENT:

business sponsorship for corporate HR initiatives.

Educated and counseled managers on employee relation issues to ensure fair treatment of staff and

COMPLIANCE:

compliance with federal and state employment laws.

HUMAN RESOURCES MANAGER, CORPORATE 1986-1992

Provided Human Resources leadership for departments supporting major region home including Finance, Sales,

Information Technology, Underwriting and Claims. Delivered a full spectrum of HR deliverables that align with

the business strategic goals.

Coordinated annual talent management review processes for all regional offices and home

TALENT MANAGEMENT:

office departments.

Consulted with managers and employees of major home office departments on all aspects

EMPLOYEE RELATIONS:

of employee-related issues, including manager/employee issues, policies & procedures, investigations,

terminations, reorganizations, EEOC claims etc.

SENIOR HUMAN RESOURCES REPRESENTATIVE, CORPORATE 1984-1986

OPERATIONS UNIT MANAGER, ALLSTATE LIFE INSURANCE COMPANY 1981-1983

EDUCATION

Eastern Illinois University, Charleston, Illinois

B.S., Marketing

Life Office Management Association (LOMA) – Certificate in Principles of Life Insurance

PROFESSIONAL AFFILIATIONS

Board Member, Eastern Illinois University, Lumpkin School of Business

Member, Society for Human Resource Management (SHRM)

Member, Employment Management Association (EMA) – Chicago Chapter

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