TERRI L. KERN

**** ******* ***** *****

419-***-**** Toledo, OH 43606 abnxc1@r.postjobfree.com

CAREER PROFILE

Strategic Human Resources Professional and proactive business partner to guide in the development of

performance-driven, customer-driven, and market-driven organizations. Proven effectiveness in providing

counsel in steering organizations through change, growth and profitability. Diverse background includes

multinational insurance, retail and dotcom industries.

Expertise in HR Generalist Initiatives:

Recruitment and Employment Management … Leadership Training and Development … Benefits and

Compensation Design … Talent Management and Succession Planning … Reorganization and Culture Change

… Employee Relations … Expatriate Programs … Long Range Business Planning … HR Policies and Procedures

PROFESSIONAL EXPERIENCE

MARSH USA, INC., Detroit, MI

Vice President, Human Resources, (2005 – 2008)

Director, Human Resources and Administration, Allianz Property Insurance (2003 – 2005)

Challenge: Recruited to build generalist organization. Established infrastructure for the Marsh South and

Midwest Regions to support profitability and business growth at a $5 billion dollar global company with

underachieving new and expanded business, high turnover, and no cohesive management processes across the

enterprise.

Actions: Promoted to Vice President at Marsh after successfully establishing HR function. Partnered with the

Marsh Southern and Midwest Managing Directors and the Marsh Americas Human Resources Leader to

reorganize the firm, reduce expenses, and rebuild Marsh as the premier insurance broker and risk advisor.

Results:

Established Human Resources as a trusted business advisor among leaders and employees within both

regions.

Implemented a self-service platform via improvements to process and technology that enables a greater

span over compensation and benefit information for employees and leaders.

Upgraded quality of candidates hired by implementing interview skills training and management

programs. Results led to improved new and expanded business results and reduced turnover in all

practices.

Initiated business reorganization plan by consolidating core risk practices resulting in greater risk

expertise leverage and reduced expenses.

Managed all human resource for staff of 425 employees working in 12 departments for the Property

Practice generating revenues in excess of $52 million annually.

ZURICH NORTH AMERICA, Atlanta, GA

Director, Human Resources and Administration (2000 – 2003)

Challenge: Executed decentralized HR generalist support to field operations with $90M in revenue and 900

employees.

Actions: Established the HR generalist function in the field offices for ZNA. Led a cross-functional team to

create and implement standard operating procedures for the firm. Instrumental in the successful execution of

profitability initiatives such as financial training, pay for performance compensation, and performance

management.

TERRI L. KERN Page 2

Director, Human Resources and Administration, continued…

Results:

Reorganized operations and facilitated seamless integration of two new acquisitions within parent

company.

Managed HR issues associated with the integration of new business units within the ZNA enterprise.

Supported all business units within the Southern Region, including all core insurance products, Staff

Legal and Claims.

Introduced a revised compensation philosophy and policy; moved from market pay to pay for

performance incentive plans.

THE WEATHER CHANNEL, weather.com, Atlanta, GA

Manager, Human Resources (1998 – 2000)

Challenge: Established weather.com as a separate company from The Weather Channel cable network and

elevated it to the top of the dot.com industry as well as continue to be the number one online and wireless source

of weather related information.

Actions: Partnered with the President and CEO of weather.com, Executive Vice President of Human Resources

and Senior Leadership team to build a technology driven organization, re-establish the sales team and institute

solid management infrastructure.

Results:

Recruited all senior management and IT positions, developed HR policies, and fostered team and

dot.com culture for weather.com enterprise.

Instrumental in separating the cable channel culture into a dot.com environment through

redesigning the weather.com office, establishing dot.com compensation and benefit plans and

educating the cable employees on why the difference needed to be established.

Created and facilitated training programs for The Weather Channel and weather.com employees

including managing performance, Team Management, Situational Leadership and achieving goals

and results.

HUDSONʼS DEPARTMENT STORES, Detroit, MI

Manager, Human Resources (1984 – 1995)

Challenge: Human Resources support for corporate office and Hudsonʼs Department Stores.

Actions: Participated in the successful avoidance of a UAW organization of the Detroit Hudsonʼs stores.

Human Resources Manager for all of the Metro Hudsonʼs Stores including Northland Corporate Headquarters.

Results:

Provided HR Generalist support to Hudsonʼs Department Stores.

Focused on reducing turnover in retail environment by college campus recruiting and targeted job

fairs.

Key member of leadership team trained in labor union avoidance; educated Hudsonʼs employees

to assist them in understanding why having the UAW represent them was not in their best interest.

Advanced from store detective to Human Resources Assistant to Human Resources Manager.

EDUCATION

Bachelor of Business Administration; University of Toledo

Senior Professional in Human Resources Designation; The Society for Human Resources Management

REFERENCES provided upon request

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