Human Resources Management

Jason D. Kujanen, PHR

**** ******** ****** *. **** 6

St. Paul, MN 55109

HM: 612-***-****

*********@*****.***

EXPERIENCE SUMMARY

*Succession/Workforce Planning *6 Years Management Experience

*Performance/Talent Management *Collective Bargaining

*Analysis/Reports/Budgets *Strategic Planning/Consulting

*Six Sigma Green Belt Certified *Organizational Development

*Professional Development Training *Retention Programs

EXPERIENCE:

UnitedHealth Group, Golden Valley, MN (March 2008 – present)

Human Capital Partner (OptumHealth Care Solutions Division)

1. UnitedHealth Group has approximately 75,000 employees nationwide which specializes in health care.

1. Project lead realigning and restructuring our Business Service Liaisons for on-boarding new hires across all of OptumHealth (business segment of UHG).

2. Recently participated on an OptumHealth Care Solutions New Hire Orientation project team, which involved creating new curriculum, automated processes for new hires, and our on-line learning and development tool.

3. Developed a Care Solutions Manager Curriculum Series for supervisors, managers, and directors who are in operations and part of the Health Management Solutions business unit.

4. Currently analyzing the job functions of our engagement specialists across Health Management Solutions and reviewing pre-hire assessments to assess skills of applicants applying for engagement specialist roles.

5. Implemented a new mentor/mentee program with tools and resources for employees to access within our Health and Wellness division (May 2010).

6. Evaluate employee engagement annually within to ensure managers are continuously engaged with their employees by developing quarterly action plans.

7. Participating on an OptumHealth cultural transformation project team to analyze gaps within our current culture state and vision, which are aligned to our core values.

8. Strategic planning and consulting on projects aligned with business initiatives, such as acquisitions, relocation or transition of operations, shifting of resources, or implementing new processes and technology platforms.

9. Created and implemented change management initiatives during summer 2009 for nurses and management involved in the new clinical delivery model as a one-stop-shop for our members.

10. Currently implementing change management, communication planning, and impact analysis studies to centralize our non-clinical engagement specialists to increase membership enrollments by 43% within our Supply Chain Services division.

11. Manage retention and employee recognition and awards programs across 19 sites nationwide.

12. Talent management conducted annually, which includes calibration sessions with senior leaders.

Fourth Judicial District Court, Minneapolis, MN (July 2004 – March 2008)

Human Resources Manager (State of Minnesota Judicial Branch)

1. Fourth Judicial District Court has approximately 700 employees, with 3,000 employees statewide.

1. Operated an eight member staff with an $840,000 Human Resources Development and Training operations budget, which is monitored with alternative funding sources utilized. Recruitment and selection, job classification, compensation administration, workers compensation and unemployment, administration of collective bargaining agreements, training, organizational assessment and development, payroll, benefits administration, employee recognition, and performance management.

2. Developed divisional operational goals in alignment with strategic plan; outlined ongoing functions and initiatives; monitored progress against plan, and reported results to Sr. Management.

3. Implemented Six Sigma practices with new pay-for-performance merit procedures.

4. Oversaw and provided consulting services to District Deputy and Assistant Administrator, Administrative Managers, and all 63 judges on complex human resources and organizational development issues relating to their staff.

5. Implemented initiatives to create a technologically enhanced HRD team with new on-line employee monthly surveys, competency based exit interviews, personnel files, performance management and training management systems (Success Factors), & recruitment applications.

6. Implemented new metrics based tracking initiatives with HRD Scorecard. Quarterly reports are now given to the Sr. Management Team for review.

7. Initiated the development of new Diversity, Formal Mentoring, and Health & Wellness programs that were aligned strategically with the Fourth District’s retention initiatives.

8. Management representative panel for union collective bargaining negotiations.

9. Reduced turnover rate district-wide by 5% since July 2006.

10. Co-Lead Project Manager for the State of Minnesota Judicial Branch and MN Supreme Court workforce and succession planning implementation.

11. Oversaw or conducted investigations into allegations of employee misconduct or harassment; oversaw and monitored coaching, development, and conflict resolution services.

12. Created a new “Supervisor Handbook” and an on-line “Supervisor Toolbox” as a one-stop-shop for supervisors and managers to find policies, procedures, tools, templates, etc….

Independent Consultant, Minneapolis, MN (August 2003 – May 2004)

1. Organizational development, change management, performance management, & HR software solutions. (Eden Prairie School District, Dunwoody College of Technology, Citrix)

Post, Buckley, Schue, & Jernigan (PBS&J) Atlanta/Washington D.C. (Dec. 2001 – May 2003)

Sr. Human Resources Generalist – Southeast District/Mid-Atlantic

1. PBS&J is an engineering design firm which focuses on civil, transportation, environmental, and emergency services (FEMA). PBS&J was recently ranked #2 civil engineering firm in the country with 4,600 employees.

1. HR Lead Generalist in Southeast and Mid-Atlantic District covering 1,150 employees in a 9-state region.

2. Involved in integration of operations for five companies acquired during my time with PBS&J. Responsibilities included: Research/analysis of compensation structure/job specifications, HRIS database integration, corporate policy integration, & cultural assimilation.

1. Annual/Mid-year (Exempt/Non-exempt) – distributed and analyzed performance reviews for compliance of compensation bandwidth. Reviewed salary changes and comp ratios with management to define salary bandwidth within each division.

2. Revamped performance management process through research & analysis of core competencies, core values, and technical needs with Southeast and Mid-Atlantic District Leadership Team.

3. Conducted full-cycle investigation of harassment and discrimination cases from beginning to resolution of problem in the Southeast and Mid-Atlantic Districts.

4. Responsible for guiding focus group sessions, exit interviews, & new hire assessment reviews and analysis.

Seurat, Inc. Atlanta, GA (October 1999-Sept. 2001)

Human Resources Program Manager

1. Internet consulting professional services company focusing on application systems & management.

1. Full responsibility for tracking & managing national operations and staffing utilization of over 600 consultants on projects by reviewing forecast and project reports. Involved in weekly communication with VP of Client Services on utilization of employees, whom were billable.

2. Managed staffing budget of $300,000 and an HR Department budget of $800,000.

3. Created a new “Staffing Process” for consistency and formality cross-regionally for Seurat.

4. Mentored managers on competency model and setting objectives for mentees' career paths.

5. Interpreted policies and procedures for management and staff to ensure they are equitable administered.

6. Created and implemented a new “Annual & Project Performance Review Process."

7. Partnered with HR Director in the creation and roll out of a new “Mentor Training Program,"

1. Responsible for tracking, conducting, and evaluating all performance project/annual reviews for compliance based on ratings and a consistent comp ratio across divisions.

2. Organized and created new “Exit Interview Process” & “New Hire Assessment Program” based on restructuring of Seurat’s departments and core competencies.

Involved in creating a formal and consistent “Recruiting Process” for Seurat nationwide

1. Responsible for creating and implementing a “2001 College Relations Program.”

E-share Communications (formerly Melita International) Atlanta, GA (8/95-10/99)

Corporate Technical Recruiter/Generalist

1. E-share Communications develops call center technology/predictive dialing software.

1. Recruited candidates internationally with experience in telecommunication, software application development, and consulting. Involved traveling internationally to interview and place candidates in our Mexico City, Paris, and London offices.

2. EEO Reporting: Fully responsible for EEO compliance and reporting based on E-share’s Affirmative Action and Diversity Relations Program.

3. Performance Reviews: Tracked and distributed exempt reviews for all salaried employees in the Customer Service and Consulting Division annually.

Responsible for researching, planning, & budgeting the spring/fall “College Relations Programs”

ORGANIZATIONS: TCHRA Executive Board – VP of Professional Development (June 2010 – present)

TCHRA – 2010 Spring Conference Lead Co-Chair (July 2009 – present)

TCHRA – Employee/Labor Relations Committee Member (July 2006 – July 2009)

HRP, MN - Board Chair – Advertising and Sponsorships (May 2005 – June 2007)

TCHRA – Employee/Labor Relations Program Lead (July 2004 – July 2006)

EDUCATION: Masters of Business Administration (MBA), 2006

Augsburg College, Minneapolis, Minnesota 55403

Cumulative GPA: 3.7/4.0 Scale

Six Sigma Green Belt Certified, November 2007

Villanova University, Villanova, Pennsylvania, 19085-1603

Developing Executive Leadership Certificate, May 2007

American Management Association, Washington D.C.

Inside Out Coaching Advantage Certified Trainer, August 2006

Mediation Certified -Minnesota Supreme Court, December 2005

Hamline University Center of Mediation Services

PHR Certified, December 2003

Human Resources Certification Institute (SHRM)

Bachelor of Science in Marketing and General Business, 1995

St. Cloud State University, St. Cloud, Minnesota 56301-4498

SCSU Business School: Nationally Accredited in Business Curriculum

Cumulative GPA: 3.5/4.0 Scale

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