Human Resources Manager

PHILIP KELLEY

** ******* ******* **** *********, IL 60030

630-***-**** *************@*****.***

http://www.linkedin.com/in/philipkelley

Summary: A Human Resources Executive specializing in reorganizations and

infrastructure development in the consulting and financial services

industries. I seek positions where I can leverage my experience to help

grow the bottom line financials, improve employee engagement and retention,

and modernize HR in a strategic manner with goals of the business.

Core Competencies

Benefits Budgeting and Building Communications

Administration Forecasting Relationships

Compliance and Customer Orientation Employee Relations Performance

Regulations Management

Persuasion Policy Development Problem Solving Project Management

Talent Management Team Building Training and Union and Union

Development Avoidance

CANOPY FINANCIAL, INC. 5/2009 - 2/2010

Director of Human Resources

Key Accomplishments:

. Architect of company-wide HR infrastructure in start-up environment for

multiple locations in three states.

. Led company through reorganization efforts impacting human capital and

business functions and played key role on M&A team tasked with selling

the organization.

. Human Capital lead for all wind down activities involving, payroll,

benefits, employee communications, and plan terminations.

. Designed, trained, and deployed the performance management process and

developed strategic linkages with the compensation administration plan

linking pay to performance.

. Conducted needs assessment of management training and developed targeted

plans to address gaps at all levels.

. Design end to end recruitment process with competency based evaluations

and reduced recruitment expenses by $150,000 over a 6 month period while

growing the organization from 80 to 110 in 4 months. Developed position

descriptions for all existing and new positions and completed

compensation study to competitively price roles to attract top talent in

the industry.

. Designed the corrective action policy and trained all managers on

appropriate administration and interpersonal communication for effective

people management.

MUSEUM OF SCIENCE AND INDUSTRY 10/2007 - 2/2009

Business Partner, Human Resources

Key Accomplishments:

. Led a departmental reorganization that impacted 125 employees with no

post reorganization litigation.

. Developed service level guidelines for inquires to the HR department.

. Identified 30% budget reductions for recruitment, professional

development, employee relations, and policy enhancement functions while

maintaining service levels across the organization.

. Redesigned and deployed organization wide HR policies and procedures.

. Designed annual recruitment plan to staff up during high volume periods

while remaining under budget.

. Redesigned the exit interview process to provide data to company leaders

regarding attrition trends.

. Chief adjudicator for employee complaints/investigations reaching

successful resolutions with no external litigation.

. Trained managers on legal and appropriate content to be included in

performance appraisals and structured performance management methodology.

INFOSYS TECHNOLOGIES LIMITED 5/2006 - 10/2007

Global Human Resources Manager

Key Accomplishments:

. Redesigned the Sales Incentive Plan to remove interpretational concerns

allowing accurate forecasting of variable earnings.

. Developed behavioral based competencies for all Client Services Group

roles.

. Reduced recruitment time from 43 days to 22 days increasing pipeline of

revenue generating employees that led to 40% growth across 22 vertical

and horizontal business units.

. Developed and deployed Human Resources policies for employees in the

Unites States, Canada, Europe, Australia, China, Japan, and India while

ensuring proper work authorization and visa/immigration approval.

Analyzed all Human Resources policies throughout the world and

implemented changes to increase consistency and equity.

. Project managed IS requirements gathering to redesign and automate

additional functions of the appraisal process.

. Audited all Performance Appraisals and provided targeted feedback to all

members involved in the process.

. Led all Human Resources functions for the senior most revenue generating

executives in the company. Recruited, hired, and oriented Engagement

Management and Sales Manager workforce.

. Forecasted and budgeted human resources needs for five year growth

projection.

. Selected to function as back up to Head of North American Human

Resources.

HEWITT ASSOCIATES 4/2004 - 12/2005

Human Resources Service Center Manager

Key Accomplishments:

. Recruited service center staff over two month period at $125,000 below

budget and attained company-wide retention goals.

. Developed and deployed a new recruiting strategy at 65 manufacturing

locations across the country to decrease attrition while achieving cost

savings of 2 million annually.

. Partnered with client to define requirements for implementation of a 15

year Human Resources, Benefits, and Payroll outsourcing contract after

negotiating the sale.

. Chief practitioner of all aspects of Human Resources, Health and Welfare,

Defined Benefits, and Payroll for 24,000 manufacturing active and

retirees.

. Managed 2 Unit Managers and 3 Project Managers, 12 Human Resources

Specialists, and 10 Customer Service Associates that provided

consultative HR leadership for our clients' HR community, managers, and

employees.

. Designed Standard Operating Procedures and processes for work going to

overseas Hewitt locations.

. Reviewed grievances filed by union members with client HR to determine

the most appropriate course of action and provided parameters for

resolutions.

AON CONSULTING 7/2000 - 9/2003

Human Resources Manager

Key Accomplishments:

. Spent approximately 40% of time successfully recruiting for new business

contracts and implemented new service delivery model resulting in

decreased attrition and improved efficiency.

. Defined strategic direction for all recruiting efforts through agencies,

ads, Internet, internal postings, etc. and negotiated decreased fees from

25% to 17% for difficult to fill technical and management positions.

Achieved $500,000 in savings during first year.

. Conducted interviews for all senior management positions. Negotiated

salary requirements on average 7% lower than the budgeted amount.

. Developed and delivered Behavioral Interviewing training module for

Service Center Managers and implemented SMART goals and competencies for

Human Resources Outsourcing.

. Authored Recruiting Manual and Guidelines, New Employee Orientation

Guide, New Hire Procedure's Manual, and Supervisor's Manual.

. Oversaw merger of Actuarial Sciences Associates, Inc., ASA, and Aon

offices increasing employee population by 125.

. Project managed salary equalization plan for five ASA offices in

conjunction with Aon integration schedules.

. Managed the HR Department for a 400 person call center focusing on

defined benefit administration, health and welfare, defined contribution,

and human resources outsourcing also Winston-Salem and New Jersey offices

the result of Aon Consulting's acquisition of ASA.

. Supervised a Human Resource Generalist and an Administrative Staff

ensuring timely and accurate work performance.

ELECTRONIC DATA SYSTEMS (EDS) 1996 - 2000

Service Relations Supervisor/Transition Coordinator (Promotion) 08/99-

06/00

Service Relations Supervisor (Promotion) - 04/98 -08/99

Team Leader - 09/96-04/98

Key Accomplishments:

. Achieved cost savings of 3.7million as result of employee outplacement.

Developed and deployed employee outplacement efforts for 117 employees

into new and existing opportunities within EDS and General Motors prior

to contract end date.

. Transitioned the General Motors Dealer Business Center to a new vendor in

two regions of the United States while providing education and

development, policy and procedure, and ongoing start up support.

. Transitioned employees from exempt to non-exempt status working with the

Department of Labor Relations to ensure FLSA, federal, state, and local

compliance.

. Deployed union avoidance techniques which prevented employee organizing

efforts and implemented recognition program to prevent the necessity of

bonus programs.

. Managed all human resources and call center operations for 5 teams

totaling 65 employees.

. Coached Supervisors on appropriate resolutions to resolve employee

relations issues and implemented corrective actions when appropriate.

. Contributed research to team developing Request For Quote, RFQ, pricing

new call center business and contract extensions.

EDUCATION

University of Detroit Mercy

BSBA

Major - International Marketing and Public Relations

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