Jill Dunn, PHR

***** *. ******* ***** *****

Plainfield, Illinois 60586

Cell 773-***-****

ac5r11@r.postjobfree.com

Objective

Seeking a position in a progressive team oriented and stable company with high emphasis on learning, continuous improvement, and business partnering which will leverage my skills.

Work Experience

Director, Corporate Human Resources

8/2017 - Current Butterfield Health Care Group. Naperville, IL

This is a Long-Term Care (LTC) organization that manages four (4) different nursing homes in the Chicagoland area. These facilities provide short term, long term and memory care to persons in need.

The key functions that this position does are: payroll management; reporting (OT, Recruitment, Payroll Based Journal (PBJ), Patient Per Day (PPD), etc.); recruitment strategy and effectiveness; benefit analysis, maintenance and administration; policies and procedures; legal compliance; workers compensation; performance management; training; employee relations; new hire orientation; strategy and succession planning; retention; and management consultation.

Job Highlights:

Dual reporting role to both company owners. The role is based out of Naperville, IL but supports all four home locations of Bolingbrook, La Grange, Des Plaines, and Naperville. Role was originally only supporting three locations but then expanded out of need of the organization and streamlining for effectiveness.

Advises and supports ownership and site Administrator of issues of layoffs, employee relation issues, recruitment, compliance, reporting, policies/procedures and workers compensation.

Identified a cost effective and efficient solution for time/attendance, scheduling, HRIS, applicant tracking, in house training, and reporting. This solution has been implemented to allow for comparison and transparency for the organization to grow effectively. The role is also that of project manager to implement this product across all locations and businesses.

Affordable Care Act (ACA) – Project lead for meeting compliance standards for all locations and timely responses to inquiries from the IRS.

Benefit review for all Health and Welfare and 401(k) offerings. Update plans to meet current industry offerings and standards to remain competitive within the market space.

Scheduled to spearhead and launch an employee survey to help identify and resolve any employee retention issues. Also born out of this survey is a committee comprised of all locations and corporate leadership to cascade a uniform message surrounding the company’s efforts with retaining top talent.

Quickly established trust and gained respected by follow through/expertise and understanding the current needs of the organization.

Provide reporting analysis on recruitment, turnover, overtime time, PBJ, worker’s compensation analysis, and benefit analysis - which was not provided to the organization previously.

Implemented communication meetings with site Administrators and local HR support to align resources and strategies to leverage larger whole. These meetings help to break down siloed communication practice and implement needed change that is supported by Corporate each location to facility effectiveness and transparency.

Additional projects will include the following: Handbook, orientation/onboarding, retention, newsletter, workers compensation/safety awareness and prevention, recruitment strategy, compliance and procedures and standardization (SOP).

Manager, Human Resource Business Partner

7/2014 – 8/2017 Molina Healthcare, Inc. Oak Brook, IL

This is a national managed care organization that provides services to the Medicare and Medicaid population throughout the US. Specifically, in Illinois, this role supports driving the growth of the plan in all types of service lines for the Medicaid population at three service locations.

The key functions that this position does are: guidance on benefits; recruitment; health and safety; compensation planning and design; job descriptions; payroll; policies and procedures; legal compliance; workers compensation; performance management system; training; employee relations; new hire orientation; succession planning; exit interviews; retention strategies and management consulting.

Job Highlights:

Dual reporting role to IL Plan President and Regional HR Director. The role is based out of Oak Brook, IL, but supports three locations Springfield, IL, Chicago, IL and all remote IL employees. Additionally since November of 2014, the role is supporting the Corporate Call Center.

Serves as a member of the senior leadership team. This role aids in directing the plan and applies the appropriate HR knowledge and tools in obtaining the desired end results.

The Plan has experienced rapid growth and is currently servicing approximately 500 employees that it provides. To aid in this support for the employee population, three (3) HR Generalists were added during tenure that are based in Springfield, Oak Brook and Chicago locations.

Heavy employee relation role that deals with all facets that can occur, such as: alcohol and drugs in the workplace, harassment (sexual and hostile workplace), violence in the workplace, Performance Improvement Plans, emergency calls, terminations, performance, attendance, coaching (employee and management), safety, and behavioral/lack of professionalism. These are some of the typical issues that are seen.

Crisis management can include but not be limited to: domestic violence and threats of internal violence.

Timely research, investigation and resolution of compliance hotline complaints regarding employee relation issues and reporting out the resolution to the open ticket for documentation purposes.

Representation for Illinois Department of Labor lawsuits. Which include: the crafting of the position statement, responses to questionnaire, exhibits, and communication to internal legal and DOL representative.

Directing, shaping, leading and providing tracking/analysis for the strategic priorities for all of Illinois as it relates to Recruiting, Retention, and Employee Development.

Assistance with onboarding three acquisitions. Planning for state’s request for proposal for statewide support in 2017, which includes planning for training, equipment, space, and staffing/recruitment needs. This also includes the preparation of potential legal action of closing the location fully if bid is not won.

Creating and delivering training to the employee population at large and to targeted groups. Topics have been: performance coaching, management 101, leadership, communication, change management, effective discipline, and resolving conflict. Additionally, targeting supervisors and managers for additional, practical HR knowledge on a monthly basis.

Delivering stay interviews (finding out issues that the current employee population, excluding management, has), employee engagement survey, and exit interviews. Then communicating results to work with overall leadership on staff’s perception and/or feedback to improve the working environment and retention efforts.

Have monthly/weekly meetings between HR team and Directors and above to proactively retain and develop staff, communication opportunities with overtime, gain feedback on recruiting, advise on temporary costs, and provide known/gathered feedback on potential challenges. This meeting partners with leadership to provide data and suggest recommendations/solutions.

Monitor for compliance with training needs to ensure completion and understanding.

Local administrator of the policies and procedures contained within the employee handbook.

Weekly and monthly new employee orientation.

Company in 2015 has started to implement a company cultural change that has started to be rolled in February and my role has been championed with assisting with guiding and implementing the changes within the Illinois Plan. To help combat these local challenges HR has partnered with leadership to cascade the messages for understanding and provided tools to socialize this to staff appropriately. Examples are monthly manager agendas, emails, topics in employee newsletters, disciplinary actions, reinforcement events, etc.

Creation of an HR dashboard related functions, such as: Turnover, recruitment metrics related to internal applicants, overtime costs, temporary costs and training. Creating an effective tool to ensure department leaders and executives have more transparency into costs that drive the bottom line and to closely partner with management to remove barriers.

Help manage and assist with three acquisitions of membership (100,000 lives additional) to be implemented in two phases January and March of 2016. This would include assistance with resources (space and IT needs) and staffing.

Role manages three (3) direct reports, HR Generalists. This role has also managed two (2) interns at different periods. One of which was hired upon completion of the six (6) internship.

Human Resource Director

5/2012 – 06/2014 Keystrokes Transcription Service, Inc. Yorkville, IL

This is a medical transcription company that services the healthcare industry across the nation with a remote workforce.

The key functions that this position does are: benefit planning and administration, recruitment, health and safety, compensation planning and design, and execution, performance management system, training, employee relations, creation and interpretation of policies, training, job descriptions, payroll, legal compliance, and management consulting. As well as look at cost savings initiatives or increased services for equal cost or strategic implementation of services for improved production and projected cost savings in the less than six (6) months.

Job Highlights:

Reports to a member of the executive team and provide guidance on all HR matters for the company.

Rolled out a major medical program to the remote workforce and offered reasonable medical plan (plan design and costs). With open enrollment made suggested changes due to the upcoming Healthcare Reform that will change what employers and employees will need to comply.

Absorbed all benefit compliance and administration functions for health and welfare and retirement plans. Give guidance on plan design and features of the plans. Complies with all ERISA requirements.

Absorbed all benefit compliance and administration functions for the retirement plan. Give guidance on a plan design and features of the plan.

Suggested and implemented a disaster recovery plan for all heads of department. Still in process for documentation and training.

Streamlined recruitment process to reduce time of hire to date of hire. Thus servicing our clients’ better, less incurred overtime, and less employee burn out. This is done through quick identification and response to resumes.

To assist in reduction of time of hire to date of hire, I developed simple documentation to assist in identifying what the new employee is required to complete and provide simple instructions on how to locate the documents.

Advise on all applicable payroll laws, payroll processing reviews, and payroll backup.

Performed various employee relation matters from severing, firing, performance improvement plan, to disciplinary actions. Wrote the layoff documentation for all employees and had it review for legal compliance.

Represented the company in a Department of Labor (Illinois) dispute in 2013. Claim outcome: total claim was dismissed based upon the evidence and presentation of facts.

Dealt with instances of proven fraud.

Helped redesign the new hire training program to better assist the new employees get on boarded to the company. With creating and implementing a more seamless offer process to limit time off task/training in the first days.

Streamlined and automated the hiring process to eliminate wasted time during the hiring process. Created templates for quick responses.

Made the company compliant with standards regarding employment files.

Rewrote the employee manual within the first year of employment. Last update was in 2009.

Redesigned their HRIS system for ease of use, eliminate duplication, streamline processes, and implemented self-service to the employees.

Project lead for review of payroll, HRIS and 401k providers to ensure cost effectiveness and reducing duplication (system and person), time, cost overall and reduction of role(s). Ancillary benefit to the employees reduced the need to enter into multiple different systems. After implementation and due to improved efficiencies, the system costs were covered due to elimination of a full time and part time role, March 2014.

Travel on limited basis to recently acquired clients to assist with transiting employees. Provide informational packets and answer questions about the company in general.

Manage two roles. HR Coordinator and Equipment Coordinator.

Human Resource Director

10/2011- 5/2012 Wolin-Levin, Inc. Chicago, IL

This is a property management company that services niche markets of Condo Associations, Homeowners Associations, and Co-ops.

The key functions that this position does are: benefit planning and administration, recruitment, health and safety, payroll, compensation planning and design, and execution, performance management system, training, employee relations, creation and interpretation of policies, training, and management consulting. As well as look at cost savings initiatives or increased services for equal cost.

Job Highlights:

Served as a member of the executive team to report and provided guidance on all HR matters for the company.

Redesigned and drove down benefit costs (medical, dental, and life) for the company and added new benefits (vision, STD and LTD) for the company within the first 30 days of employment. An average savings to the employee of $100 for medical coverage. Created the contribution strategy for the executive team. Showing the projected company savings (company savings monthly is approximately $10,000) and employee savings (employee savings monthly is approximately $5,000). Delivered the enrollment meetings and ensured that all forms were complete and accurate. Actual savings to the company with more employees enrolled on the medical plan is approximately $8,000.

Help redesigned the company 401k plan to be more in line with the average marketplace. Shifted from safe harbor contribution to a company match. Assisted the TPA with the changes to the plan documentation. Disseminated the explanation of the changes. Help run the meeting for the change and helped enroll additional employees into the plan.

Suggested and implemented a disaster recovery plan for all heads of department. Still in process for documentation and training.

Performed various employee relation matters from severing, firing, performance improvement plan, to disciplinary actions. Wrote the severance document and had it review for legal compliance.

Helped redesign the new hire training program to better assist the new employees get on boarded to the company. With creating and implementing a more seamless offer process to limit time off task/training in the first days.

Delivered presentations on several common HR topics (Harassment, Worker’s Compensation process, Safety, all benefits, performance management, and employee handbook changes).

Working to implement a lunch and learn topics regarding work-life balance issues (managing stress, personal finances, etc.)

Made the company compliant with standards regarding employment files.

Rewrote the employee manual within the first 90 days of employment.

Rewrote and wrote job descriptions in compliance with legal standards and job requirements. Created template for uniformity, worked with all department managers to finalize, rolled out the description to each employee, and obtained a signature for employee file.

Implemented an HRIS system through ADP, with employee self-service.

Redesign and roll out of the performance management system. Redesigned the performance review form to make it simpler and easier for management and employees to use. Training on how to write effective and measurable goals will be delivered in 2012. Implemented the performance management system with ADP for manager self service.

Identified passive top talent, recruited, interviewed and hired seven (7) key employees.

Human Resource Director

10/2007- 2/11/2010 Cowhey, Gudmundson, Leder Ltd. Itasca, IL

This is a site civil engineering firm that services the land development industry as it relates to ground utilities.

The key functions that this position does are: benefit planning and administration, recruitment, health and safety, payroll, compensation planning and design, and execution, performance management system, training, employee relations, creation and interpretation of policies, training, and management consulting. As well as look at cost savings initiatives or increased services for equal cost.

Job Highlights:

Driving down benefit costs for the firm for a potential $190,000 or a minimal savings of $68,000 for 2008, with minimal cost increase for 2009.

Implementing professional skills training program.

Implemented and delivery of a 360 degree feedback program.

Rewrote job descriptions and policies in compliance with legal and current company standards.

Redirection of established hybrid recognition/leadership program to a leadership program.

Creation of a user friendly benefit statement for employees to have a true understanding of their salary.

Switched payroll providers from ADP to Paylocity for cost savings and increased efficiencies (no purging of data, employee self service, and HRIS system).

Outside HR accomplishments:

Project team for office space reorganization.

Project team for streamlining appearance of professional quality and content of all documents sent out to clients for marketing or bids.

Put on marketing team after documents were completed for quality assurance and documentation.

Recruiter

7/2007 - 9/2007 MRI of Orlando Orlando, FL

This was a telecommuting position that recruited for several different positions within the medical device industry.

Human Resource Manager

5/2005 - 7/2007 Del Medical Systems Group, Franklin Park, IL

This is an international company that manufacturers x-ray equipment. The key functions that this position does are: benefit planning and administration, recruitment, health and safety, compensation planning and design, and execution, training, employee relations, payroll administration, creation and interpretation of policies, training, and management consulting.

Job Highlights:

Driving down benefit costs for the Franklin Park location for a $250,000 savings for the year and a minor increase for the New York division of 3% with added benefits.

Updated and wrote job descriptions to effectively conduct an accurate reflection for FLSA requirements and for job pricing.

Created a compensation program that is based on market survey data for the company.

Changed the performance review process to make it more functional for managers.

Changed payroll vendors for cost savings, streamlining of systems, and greater functionality.

Updated the policies and procedures that the company.

Reworked the sales commission program for a global market selling solutions.

Outside HR accomplishments:

Project team for building relocation or reassignment.

Project team (Engineering) for cost reduction and product improvements for product line.

Project team for office layout and flow.

Project team for SOX.

Project team for quality systems for ISO and FDA standards.

Human Resource Representative

4/2003 - 3/2005 Schneider Electric / Square D Company, Palatine, IL

Schneider Electric is a world-wide leader in the electronic industry. This position supports the North American divisions with their Human Resource needs Recruiting from executive level to administrative level for the following departments:* Finance/Accounting * Purchasing * HR * IT * Manufacturing * Quality* Legal * Mergers and Acquisitions * Marketing

Governmental Compliance *EEO-1 and Vets-100 reporting, Affirmative Action(compliance, written plan, community service opportunities, and audits), Employee relations and coaching, Workmen's compensation, STD, and FMLA, Policy interpretation.

Additional assignments: Schiller Park Facility Fill in for a current Human Resource Representative while out on leave. This position is responsible for: assisting factory and office personnel with general HR questions provide coaching to management on Organizational change, general employee relations, workmen's compensation, LOA, FMLA, general safety, and resolutions concerning union grievances. This assignment started November 2003 through August 2004 and was in addition to normal duties.

HR Generalist

8/2000 - 4/2003 Methode Electronics, Chicago, IL

HR Generalist at a worldwide manufacturing company. This position supported three divisions with all of their HR needs.

Daily responsibilities include: payroll administration for hourly employees, benefit administration (health, dental, credit union, life insurance, 401(k), STD, LTD, FLMA, LOAs, tuition reimbursement, vacation time, and workmen's compensation), occupational health and safety, training, recruiting for office staff to hourly line workers for the following departments: * Finance * Inside Sales * Quality * Line Workers * Line Supervision

legal consultation, termination, interpretation of policies, new hire orientation, and employee relations.

Job Highlights:

Created training on positive attitudes in the workplace.

Created a safety manual for a division.

Created and delivered training on diversity in the workplace.

Created and delivered training on sexual harassment in the workplace.

Employee relations issues surrounding drugs in the workplace, sexual harassment complaints and investigation, and theft.

Outside HR accomplishments:

Became an internal quality auditor for the ISO and QS quality systems.

Benefit Specialist

10/1998 - 8/2000 Administrative Management Group, Arlington Heights, IL

HR Administrator

10/1997 - 10/1998 Oce-USA, Chicago, IL

Call Center Representative

5/1997 - 10/1997 Hewitt Associates, Lincolnshire, IL

Education

5/1997 Valparaiso University, Valparaiso, IN

Bachelor's Degree

Skills

HP 3000 HTML Internet Microsoft Office (Word, Excel, PowerPoint, Access, and Outlook) ADP payroll and HRIS software, Paychex payroll and HRIS software, Paylocity payroll and HRIS software, SmartLinx time/attendance and HRIS software and Greenshades employee portal

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