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Human Resources Manager

Seabrook, Texas, United States
March 02, 2018

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Kathleen S. Kelley, SPHR, SHRM-SCP

Tom Burke Distinguished Professional in HR Recipient* 713-***-**** phone


Accomplished, business-focused Organization Development leader with expertise in change management, organization cultures, organization design, leadership development, and human resource alignment. Dedicated to establishing the right people strategy to add value to the bottom line. Recognized as a proactive, strategic business partner and an effective mentor. Organizational Change Management proficiencies include:

Leading change management support of global initiatives resulting in exceeding ROI expectations through the development and delivery of:

oSolution Adoption and Sustainability Strategy and Plan

oStakeholder Analysis

oEngagement and Communication Plan

oChange Impact Analysis

oLeadership Action Plan

oSkill Assessment, Training Plan and execution (classroom and online)

Measurably improving team dynamics and morale through team building and leadership coaching

Improving operation processes and identifying cost savings measures through reengineering

Resolving employee and group relations issues to increase effectiveness and productivity

Designing job role specific Performance Management Programs that enabled more accurate assessment of skills and value added to the organization

Professional Experience


Human Resource /Organization Effectiveness Consultant working with HR and business executives to establish strong HR practices for their businesses. Clients include:


•Chevron (2012-2017) Providing Change Management strategy and support including stakeholder management and organizational capabilities readiness for global project involved in designing and implementing transformational technology

•Oil States (2011-2012) Interim HR Director

•Visual Comfort (2005-2007) Redesigning business process to ensure optimal purchasing, inventory, sales and return practices

•hrQ: Total Safety (2008-2012)

•Established robust HR reporting and benefit coverage verification that resulted in annual savings of over $40,000 in administration costs/payroll under deductions

•Established HR best practices and streamlined HR processes reducing new hire and payroll errors


•GCAC (2011) Developed Employee Policy Manual that aligned employee policy, procedures, and practices with Corporate strategy

•Strategic Materials (2011-2012) Team building / Coaching


Vice President, Human Resources responsible for the corporate Human Resource function for $750,000,000 seismic equipment manufacturing/data processing company with 1500+ employees in 10 countries.

Moved HR department from a domestically focused, transactional HR team to a globally focused strategic HR partner resulting in the first global HR support for ION

Established HR dashboard reporting with: staffing levels to plan, turnover by level, recruiting time to fill and cost, and succession plan readiness to provide real data for better decisions

Designed compensation philosophy providing the right mix of base, bonus and equity by level to drive the appropriate employee/executive focus

Initiated corporate HR support for international benefits, recruiting and HR practices

CITY OF HOUSTON 2005 - 2008

Director, Mayor White’s Flexible Workplace Initiative responsible for “changing the way Houston works” by influencing CEO’s across the Houston area to establish/expand flexible work options resulting in measurable improvements in productivity and Houston’s mobility.

Removed 906 hours a day off Houston freeways with an estimated $16,800,000 annual user cost savings with Flex in the City when over 140 Houston area employers eliminated additional peak-time commutes through teleworking; compressed workweeks; and/or shifting commutes to before or after peak-commute hours

Improved productivity through flexible work options as evidenced with 96% of participants reporting their productivity levels to be the same or higher on the flexible work options and with over 50% of participants continuing the flexible work option initiated as a result of Flex in the City

GARDEN RIDGE 2004 - 2005

Vice President of Human Resources responsible for leading Human Resources for a 35-store big box retailer with up to 4,700 employees in 13 states.

Developed HR strategy for company to successfully emerge from bankruptcy while maintaining executive credibility and employee productivity

Established performance management and incentive bonus system to enhance EBITDA

Reduced new and resolved old EEOC complaints and maintained non-union status

Revised Payroll/HR System, benefits package, 401k, and policies (PTO and wellness) to retain employees by meeting employee needs at reduced costs

RELIANT ENERGY 2000 – 2004

Director Organization Development responsible for ensuring organization readiness and skill effectiveness for Reliant Energy Retail Group formed with energy deregulation.

Measurably improved team dynamics and morale while preventing potential turnover through interventions using individual & group 360, Myers Briggs, team interviews and executive coaching

Identified critical competencies and business processes used to ensure success of Retail group

Led team of 20 professionals who trained 27,000+ participants in one year resulting in new employees outperforming existing employees in their first week after training

Established eLearning training options with skill verification to improve call center call handling time while reducing time away from the phones

ENRON 1997 - 2000

Manager Employee and Organizational Development responsible for consulting with Sr. Management on organizational effectiveness and providing developmental opportunities and interventions designed to increase productivity.

Established business unit’s OD and training department as the primary for all Enron divisions

Doubled employee development opportunities with 2/3rds reduced staff and budget

Identified change management requirements, conducted functional integration testing and provided onsite support for SAP HR implementation


Organization and Employee Development Manager responsible for establishing the learning resource department and ensuring organizational, managerial, and employee effectiveness.

Defined 24 progressive leveled competencies to determine developmental needs and career paths

Facilitated continuous improvement initiative resulting in the implementation of 20 “quick fixes” and 6 process improvements within 3 months

Created supervisory training course in a game format that emphasized the company’s core values while discovering basic supervisory skills


Human Resources Manager responsible for establishing and managing the human resources department for a privately owned government contractor

Reduced health insurance premiums by 25% while increasing benefits; created an incentive for employees to be cost consciousness on health care claims

Designed and implemented compensation and incentive programs supporting the corporate philosophy and practice of management discretion and individual achievement

ENRON 1990-1993

Senior Training Specialist responsible for ensuring organization, manager, and employee effectiveness.

Trained management and soft skills training programs to Enron Liquid Fuels division

Facilitated over 800 cost savings/revenue generating ideas with over 30% implemented within 2 months

Managed management succession program to ensure identification and development of next top leaders

Established and managed mentor program to identify management potentials and give them opportunities to develop through exposure to outside resources and internal mentors


Senior Human Resources Administrator responsible for employee relations, training, employment, government compliance, safety, and wage and salary.

Conducted fact finding for discrimination suits that resulted in the Equal Employment Opportunity Commission (EEOC) finding of no discrimination

Maintained government contract status and provided management compliance guidelines by developing and implementing Affirmative Action Programs

Administered performance management process to ensure quality performance reviews and achievement of merit pay incentive goals.

Education/Certifications/Professional Memberships

Masters Human Resources Management – University of Houston Clear Lake (UHCL)

Bachelors Social and Behavioral Sciences – University of Texas at Austin

Certified Senior Professional in Human Resources (SPHR)

Certified SHRM Senior Professional (SHRM-SCP)

Myers Briggs, Birkman, PDI 360 Coach, Lominger, and Achieve Global certified

Society for Human Resources Management (SHRM) – former state district director

HR Houston – past president and recipient of the Tom Burke Award for HR Excellence*

Advisory Board / Adjunct Professor Human Resource Management Program at UHCL

*Qualifications for the Tom Burke award include: A strategic business partner; role model for the profession; and a leader, rather than a follower, who sets standards for others and the profession

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