Jennifer Sullivan

Email: abqdi7@r.postjobfree.com

Address: **** * ******* ******

City: Kansas City

State: MO

Zip: 64158

Country: USA

Phone: 816-***-****

Skill Level: Management

Salary Range: $120,000

Primary Skills/Experience:

See Resume

Educational Background:

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Job History / Details:

JENNIFER CORY SULLIVAN

7928 North Ditzler Avenue a Kansaa City, Missouri 64158 a 816-***-**** a abqdi7@r.postjobfree.com

DIRECTOR OF HUMAN RESOURCES

Performance-driven and motivational leader with 15+ years of international experience spanning human resources, public relations, internal communications and customer service operations management. Offer proven track record of acquiring and retaining top talent, reducing capital and operating expenses, and championing positive organizational change. Expertly leverage technology to support HR and communications efforts, with specialization administering human resources information systems (HRIS) and self-service tools as well as using web-based and print media to disseminate information to workforces. Forward-thinking strategist who expertly aligns HR strategies and reengineers processes to match corporate goals. Confidently communicate with staff at all professional levels, maintaining positive relations and identifying development opportunities. Build and sustain mutually beneficial relationships with key project and program stakeholders. Demonstrate strong business analysis, problem-solving, and high-level decision-making skills. Core competencies:

HR Management

HR Functional Alignment

Talent Acquisition

Employee & Union Relations

Change Management

Project Management

Start-Ups & Turnarounds

Strategic Planning

Team Leadership

Process Improvement

Deployments & Migrations

Web Design

Customer Service

Public Relations

Benefits & Compensation

Training & Development

Workforce Planning

Policy Development

-- PROFESSIONAL HISTORY --

Boehringer Ingelheim Vetmedica, Inc. a St. Joseph, Missouri 2008-2013

Part of worldas 20 leading pharmaceutical companies, headquartered in Germany with 42,000 employees globally and $16.7B in 2010 net sales. Consists of research and development, manufacturing, and enabling functions divisions.

Associate Director, Human Resources, Change Management and Communications (2008-2013)

Support deployment of comprehensive HR strategy and communication plan for company by collaborating with local business leaders and executive leadership team in sales and marketing, research and development, information services, manufacturing and finance. Developed understanding of organizational strategy and competitive strengths, industry dynamics, profit levers, customers, and competitors. Identified business strategy issues and forecasted potential hinders to success. Defined business goals and played key role in decision making. Cultivated relationships built on trust and credibility with internal customers to fortify buy-in and sponsorship within business. Determined ways to acquire, retain, and develop top employees. Oversee 7 direct reports and administered $1M budget.

Human Resources Duties

a Reduced operating expenses $500K through recruitment process outsourcing.

a Expertly executed HR integration of 900 union and non-union employees for acquisition of Fort Dodge Animal Health in 2010; participated in due diligence, implementation, and post-acquisition activities.

a Aligned US compensation strategy and programs with market pricing through job evaluation, market data analysis, and new salary banding structure implementation.

a Allowed employees to navigate through various career options and opportunities available and move within organization by instituting comprehensive career development and talent management framework with 3 main components: career development, performance management, and employee & leadership development.

a Successfully implemented talent management system using 9-box grid methodology.

a Improved benefits and compensation management via related training and development.

a Drove compliance with legal obligations, regulatory standards, and labor relations practices.

a Directed culture change through translating desired culture into specific employee and managerial behaviors, challenging status quo, and leading culture transformation process.

a Enabled optimization of organizational tools and processes by collecting and maintaining data related to organizational structure, reporting relationships, and other essential analytics.

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Communications and Public Relations Duties

Drive development, management, and monitoring of employee communications. Deliver consultative support to business concerning creation and implementation of effective employee communications strategy, including best use of electronic, face-to-face, and print communications vehicles, such as Intranet, e-mail, newsletters, employee blogs, and Twitter, among others. Maintain positive image and work environment via proactive public relations. Inform public of BI goals,

initiatives, policies, and business endeavors. Coordinate speaking engagements, along with organizing and presenting news conferences, meetings, conventions, and fundraising events. Author news releases, fact sheets, and magazine articles.

a Improved employee engagement survey results concerning communications by 45% and increased BI brand awareness through market survey by 30%.

o Ensured public relations and internal communications strategy alignment with business goals using such internal communication tools and tactics as social media, Intranet, newsletters, and employee meetings.

o Proactively addressed business image during potential crisis situations by implementing issues response management program for business.

o Championed comprehensive corporate branding strategy comprised of national advertising campaigns, Internet site redesign, corporate social responsibility platform creation, and volunteer campaign development.

o Orchestrated change management strategy and process for cultural alignment and major business projects.

Kansas City Southern Railways a Kansas City, Missouri 2006-2008

Unionized Railway Company providing ocean-to-ocean freight and passenger service, with 6,485 employees and annual revenues of $1.7B.

General Director, Compensation and Benefits (2008)

Led apay for performancea compensation system that links base and variable pay, talent acquisition, and leadership development to drive employee engagement and overall company performance. Conducted annual comprehensive healthcare benefits review and employee open enrollment process. Structured and articulated comprehensive philosophy geared toward attracting and retaining world-class talent. Ensured current pay and benefits policies complied with relevant legislation. Addressed individual employee compensation issues within organization by assisting executive leadership team. Drove strategic direction and quality processes for total rewards programs. Supervised 5 direct reports and administered $4M budget.

a Instituted global reward philosophy with executive team.

a Initiated and integrated reward and talent management framework for US and Mexico.

a Successfully overhauled incentive plan design.

a Deployed self-service online benefits open enrollment program.

a Decreased benefit costs 10% through crafting and implementing benefit policies and programs in collaboration with senior management.

a Facilitated global job leveling and implementation with benchmarking and pay design.

a Enhanced management of compensation and benefits by designing, developing, and executing related training & development.

General Director, Human Resources (2006-2008)

Provided strategic consultation and management to staff during implementation and administration of HR programs, initiatives, policies, and procedures. Facilitated succession planning and talent development by partnering with senior management and learning & development to identify key candidates and coordinate strategy for development of selected internal staff. Determined and resolved root causes of HR and business performance issues. Devised and implemented HR-related processes to ensure adherence to federal, state, and company policies and regulations. Drove continuous professional improvement via training and workshops. Led strategic direction of talent acquisition function to ensure hiring of top individuals. Functioned as subject matter expert and advisor due to awareness of dynamic state and federal HR laws. Oversaw 12 direct reports and administered $9M budget.

a Crafted and initiated international talent acquisition strategy, including enhancing applicant-tracking system, implementing targeted selection interview process, fostering relations with external staffing partners and campus placement offices, and developing metrics.

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a Deployed new performance management system for organization, including 360-degree feedback system and enhanced employee development program.

a Ensured optimal productivity for union employees via new on-boarding program.

a Instituted new SAP HRIS in US and Mexico.

Kansas City Power and Light a Kansas City, Missouri 2001-2006

Full-service energy provider and resource with 800,000 customers.

Manager, Customer Service (2005-2006)

Directed unionized customer service operations, including billing services, customer care, meter reading, field services, and revenue assurance. Managed 7 direct reports and controlled $15M budget.

a Removed silos from customer service organization and created joint objectives and metrics to measure division success by driving customer division operations strategy planning and execution.

a Expertly mapped all customer service division major processes, analyzed process breakdowns, and initiated process reengineering by implementing process improvement program.

a Slashed operating expenses by 10% through developing and championing self-service customer application deployments for interactive voice response technology and company Internet.

a Implemented performance standards in pay structure by facilitating union negotiations in collaboration with HR for labor contract.

Manager, Customer Care (2001-2005)

Led daily unionized call center operations. Established speed, efficiency, sales, and quality performance targets for customer care. Interfaced with supervisors, team leaders, operatives, and 3rd parties to compile data and resolve issues. Organized staff recruitment and liaised with HR staff. Reviewed staff performance to determine and address training needs. Mitigated escalated customer problems and complaints. Coordinated shift patterns and staffing depending on demand. Forecasted and analyzed data against million-dollar budget figures. Oversaw 10 direct reports and 100 indirect reports.

a Improved service level by 75% over 4-year period through process improvement initiatives and performance management programs, including quality assurance and technology enhancements.

a Reduced operating expenses 25% by deploying ASPECT Call Center technology, including telephony, self-service applications, workforce, and quality monitoring software and document management.

a Boosted external customer satisfaction 50% through implementing surveys and benchmarking metrics via JD Powers.

Sprint PCS a Oklahoma City, Oklahoma 1999-2000

Third-largest wireless telecommunications network in US.

Human Resources Consultant

Conducted benefit administration, new employee orientations, and HR training. Directed recruiting, employee relations, employee activities, and community service events for call center with 900 customer care advocates. Executed internal investigations and oversaw unemployment claim investigations.

a Staffed newly established 1,000-seat call center in 3 months, ensuring adherence to opening day timeframe, through job fairs, staffing agencies, and effective interviewing and selection process.

a Developed on-boarding process and training curriculum for all call center employees.

CAREER NOTE: Also previously served as Corporate Human Resources Director, Human Resources Manager, Floor Manager, and Center Trainer and Floor Supervisor at Vision Quest Marketing Services (1993-1999).

a Led HR activities for 3 call center locations with more than 400 employees.

a Coordinated recruiting activities in support of diverse workplace.

a Drove HR development efforts at front line and management level to meet organizational needs.

a Performed compensation and benefit administration as well as employee records management.

-- EDUCATION AND PROFESSIONAL DEVELOPMENT --

Master of Business Administration: Rockhurst University

Bachelor of Arts, Journalism: University of Central Oklahoma

Training: Development Dimensions International (DDI), Targeted Selection(R)

Technical Skills: SAP Human Resources Information System, PeopleSoft Human Resources Information System, Macromedia Dreamweaver, Microsoft FrontPage, Microsoft SharePoint and Infopath 2007, Microsoft Office Suite (including Microsoft Project)

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