ROBYN OLSON

L IVONIA, M ICHIGAN *****

Page *

WWHHAATT II DD OO HHOOWW II DD OO II TT

HR Leadership

Employee Development

Employee Relations

Staff Recruitment

Resource Planning

Data Synthesis and Analysis

Effective and Engaging

Communications

Regulatory Compliance

Project Management

Comprehensive knowledge and experience in all aspects of human resources

Building long term, trusting partnerships with employees and leadership

Extensive business, strategic and financial acumen

Ensuring personnel resources and processes are aligned to ensure organizational efficiency

Analyzing data and trends for informed and successful decision making

Identifying process improvement and opportunities for performance optimization

Acting as both a team player and proactive leader with a sense of urgency

Being a highly productive, performance and goal focused employee OO RR SS AA II DD SS II MM PP LL YY ...

I am an MBA educated, SHRM-SCP certified HR leader with 15+years of progressive experience. I work hard, do my job thoroughly and reliably, am trusted and respected by all levels of the organization and continuously add to value to the organization.

PP RR OO FF EE SS SS II OO NN AA LL EE XX PP EE RR II EE NN CC EE JACK MORTON DETROIT, MI

VICE PRESIDENT, HUMAN RESOURCES 2014-PRESENT

HUMAN RESOURCES DIRECTOR 2009-2014

HUMAN RESOURCES GENERALIST 2005-2009

HUMAN RESOURCES ASSOCIATE 2003-2005

HUMAN RESOURCES COORDINATOR 2002-2003

Functional Leadership: Lead Human Resources team and own overall management functions for entire employee life cycle for 250 employee agency. Ensure HR function is viewed as a valued business partner to all levels of employees.

Executive Consultation: Partner with executive leadership to ensure Human Resource strategies are in line with business goals and support success of the business.

Organizational Planning: Drive efforts in developing talent management strategies, conducting department realignments, and carrying out future planning.

Employee Development: Manage performance issues, create career progression definitions and tools, lead culture team, spearhead mentoring programs and continuously improve performance management process.

Program Development and Implementation: Author all HR processes and programs (examples: compensation strategy, training program, recognition plans) and apply necessary modifications based on needs.

Communications: Managing all internal communication systems, create and disseminate communications that clarify and positively market key messages and changes.

System & Process Development: Establish and implement HR systems in alignment with company needs (examples: proprietary PTO Tracker system and company intranet). Experience working in HRIS systems, including: PeopleSoft, Taleo and Success Factors.

Policy Administration and Risk Management: Serve as go-to-person to administer policies consistently and fairly. Ensure personnel decisions are made an executed in accordance with laws and guidelines. Lead business continuity and reasonable accommodations initiatives. Fulfilled a key role as plaintiff, helping an outside counsel on a legal action wherein all portions of the case decided in the company’s favor.

Change Management: Ensure disciplined change management steps are implemented for ongoing changes to staff and business (examples: agency disruption due to GM bankruptcy, owned people and process gap analysis and resolution activities during the merger process with a sister company). Page 2

U.S. BANK MINNEAPOLIS, MN

PRODUCT MANAGER 2000–2002

Project Management: Tracked and managed project work for 100% on-time delivery.

Marketing: Determined product positioning and created collateral pieces for new and evolving products, resulting in clear, concise messaging internally and externally.

Training: Created and presented all new and ongoing documentation to internal departments and executive staff.

Product Development: Analyzed competitive environment and customer needs to write new product requirements. Worked with internal departments and third party vendors to create new products resulting in $2 million in additional revenue.

Team Work: Led cross-functional teams to successfully meet time and development deadlines. GENERAL MOTORS CORPORATION PONTIAC, MI

PLANNING INTERN 1999-1999

Research and Analysis: Performed Gap analysis between previous and current Vehicle Development process. Researched and compiled requirements of cross-functional team to create and execute a plan to achieve an on-time delivery of a Vehicle Development Contract.

Training: Trained team members on their requirements and expectations in order to successfully adhere to program plan.

Issue Resolution: Collected and integrated data from all vehicle departments to resolve issues and ensure integrity of schedule for all areas, resulting in unanimous acceptance of proposed plans. THE FINANCIAL RELATIONS BOARD CHICAGO, IL

ACCOUNT ASSISTANT 1997-1998

Marketing: Disseminated financial press releases under extreme time pressure according to SEC regulations for proper disclosure. Helped promote client’s stock by assisting in the production of financial and informational materials, compiling investor relations kits and sending to brokers, analysts and institutional investors.

Client Service: Worked in a team-based environment to complete multiple tasks for multiple clients resulting in their improved investor relations and stock price. Responsible for coordinating information and cross-functional needs for seamless delivery to the client.

Issue Resolution: Assigned to handle difficult clients. Received internal team award, Pacesetter of the Year, 1997, for successful Client Program Rescue.

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MBA - HUMAN RESOURCES MANAGEMENT AND MARKETING

Michigan State University, Eli Broad Graduate School of Management, East Lansing, MI BA - COMMUNICATIONS AND MARKETING

University of Michigan, Ann Arbor, MI

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Society for Human Resources Management Senior Certified Professional (SHRM-SCP)

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