Management Human Resources

Sari Carlson

***** ** ***** ****, ********, OR **024

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

651-***-**** (c)

www.linkedin.com/in/saricarlson

Experience

HR Field Manager, Travelers Insurance Companies 7/2014 – 11/2016

Develops an effective partnership with line business clients through consultation on human resources strategic and operational issues as related to the business plan. Spends time coaching and giving feedback to employees and management.

Consults on organizations effectiveness to include re-engineering, management/employee development, workflow efficiencies and organizational change. Assists management with cultural change issues.

Provides advice and guidance on employee relations' issues, progressive discipline and documentation requirements to management. Develops interventions (proactive and reactive) that support employee relations and organizational effectiveness.

Ensures that appropriate human resource systems are in place to attract, select, reward, train and motivate staff. Identifies and analyzes productivity, turnover, and hiring trends; develops and implements appropriate action plans. Stays current and is aware of social, economic and other trends that may affect the business or the direction of human resources policies and programs.

Partners with Regional HR/HR RVP and field business partners to make compensation decisions (e.g. base pay, incentive equity grants) which drive business results and support our pay for performance philosophy. Working with HR RVP/Regional HR, ensures the communication and execution of our compensation philosophy. Analyzes internal/external equity based on local market information and takes initiative to address issues.

HR Business Partner, Ameriprise Financial 9/2011 – 7/2014

Consulted senior, mid- and first-level leaders to integrate HR practices into business strategies and objectives: HR planning, leadership effectiveness & training, talent development, organizational design, performance evaluation processes, employee relations, compensation, and recommending measures to evaluate and improve effectiveness.

Responsible for compensation-related matters for business of 450+ employees, including compensation reviews and approvals (annual, mid-year, ad-hoc, and new hires), partnering with business leaders to create job progressions, job descriptions and levels, recommend and approve mapping/movement to jobs, review and approve job survey matches, and delivering compensation training/information sessions to employees and managers.

Led and managed ongoing processes for business unit of 1100+ employees. Created and maintained project plans and monitored results and deadline / milestone completion, taking follow-up action and communications.

Assisted leaders in sourcing and retaining top talent, improving individual performance, and efficiently developing talent within the organization.

Partnered with HR Centers of Excellence and to roll-out enterprise-wide HR policies and programs, offering input and consultation to tailor messages appropriately.

Reviewed current policies, research industry benchmarks and trends, formulated recommendations as a member of the HR Policy Review Committee.

Talent Management Consultant, Ameriprise Financial 9/2010 – 9/2011

Consulted on all phases of talent management (succession planning, talent assessment, performance management, leadership development, and high potential programs) for company of 9,000+ employees.

Managed enterprise-wide annual talent review process for VP-level and higher (700+ employees) as well as lower levels, as requested by business: gathered and analyzed data, maintained source files, created reports, forms, executive leadership and board materials, including customized next step suggestions/talking points.

Led Change Management & Communications work stream on initial phase of Integrated Talent Management multi-year project.

Collaborated with leaders and HR colleagues to develop a new High Potential nomination process and created a database to house tracking of eligible and past participants for all High Potential development programs.

Contributed to workforce planning, hiring, and engagement processes with custom queries and reports.

Sr. Compensation Analyst, Ameriprise Financial 9/2008 – 9/2010

Researched and co-authored proposal to increase number of bands, including analysis of costs as well as specific job movement.

Provided analytical and consultative support to multiple business lines in support of business initiatives (job documentation, career progressions, market pricing, internal equity, etc.).

Conducted job band evaluation, approved job descriptions, and determined salary levels for exempt and non-exempt level positions.

Administer year-end and mid-year processes: salary reviews, bonus, promotion, and performance rating actions, as well as providing compensation and compliance reporting.

Performed data, cost/benefit, and impact analysis to support development of compensation programs (incentives, executive compensation, long-term incentives, etc.) for all levels of employees.

Completed 12-18 salary surveys each year, analyzed results, including job matching to current positions within the company and development of pay structures.

HR Generalist, Fish & Richardson P.C. 8/2006 – 9/2008

Managed and administered firm-wide performance evaluation process each year for 1,000+ employees (interpretation/manager discussions, reporting, database set-up, tracking, and participant notification).

Created Separation Process Guide and owned firm-wide process: (created workflow, rewrote, communicated, and linked processes, developed/updated checklists, departure memos, and examples. Assembled process team, managed shared work site, and was HR first point of contact for terminations.

Owned new hire assessment process: Responsible for scheduling candidates for online Profiles personality/preference indicators, interpreting/discussing reports with and writing summary reports for hiring managers.

Managed HR compliance requirements for legal and non-legal staff, including the annual coordination of 700+ original signatures from 11 U.S. sites on a single document.

Performed full-cycle recruiting: writing/vetting/editing descriptions and postings, multi-site postings, applicant selection, screens, background checks, interviews, offer packets, and on-boarding.

Partnered with office managers and employees of at least two locations (200+ people) for compensation, talent management, leaves of absence, ER issues, terminations, and general issues and coaching.

Additional HR Experiences 1996 – 2006

Supervised corporate (3,000+ employees) Concern Line: notifying parties of requirements, summarizing investigation findings, follow-up, and submitting for final case closure. (Tyco Plastics)

Owned all job postings: verifying/editing descriptions, postings, AAP tracking. (Tyco Plastics)

Edited and distributed all organizational announcements. (Tyco Plastics)

Owned tuition reimbursement program administration; responsible for Affirmative Action candidate tracking; reviewed policies; completed project work. (Tyco Plastics and Metris)

Created quarterly 403(b) performance reports/tracking funds for HR benefits. (University of St. Thomas)

Managed 4–6 student employees each calendar year, providing work direction, feedback, performance evaluations. (University of St. Thomas)

Owned full-cycle recruiting process for Treasury Office employees (student and regular): writing descriptions, internal and external job postings, resume screening, scheduling, interviewing, and hiring paperwork. (University of St. Thomas)

Processed employment applications, background checks and drug tests; created offer letters and new hire packets; proctored pre-employment exams to applicants. (US West Communications)

Recruited, scheduled, trained and monitored 100+ volunteers at two fundraising events per year hosting 1000+ attendees. (H.E.A.R.T., Inc.)

Education

MBA, University of St. Thomas

BA, English, University of Minnesota

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