**** ********* **. ******* *. KELLEY Home 317-***-****

Carmel, IN 46032 Cell 317-***-****

ac5yfv@r.postjobfree.com

CAREER SUMMARY

Drive organizational and leadership effectiveness through influencing leaders, driving change, and collaborating in a diverse environment. Strong commitment to HR’s role as a strategic, client-focused partner in achieving business goals. Excellent communication and organizational skills with ability to effectively resolve conflicts, generate solutions, and drive significant organizational transition and change. Deliver strategic leadership to the HRBP team and Shared Services function. Highly participative and collaborative leadership style. Successful in multiple industries including financial services, technology, retail, and manufacturing organizations.

Areas of expertise include:

Employee Relations Leadership

Conflict Management/Resolution

Talent acquisition (including attracting, retaining and developing key talent)

Change Management

Executive Coaching and Development

PROFESSIONAL EXPERIENCE

The Hanover Insurance Group – Worcester, MA (worked remotely from Carmel, IN) August 2013 – August 2017

The Hanover Insurance Group, Inc., based in Worcester, Mass., is the holding company for several property and casualty insurance companies, which together constitute one of the largest insurance businesses in the United States.

Practice Leader, Employee Relations

Lead centralized Employee Relations and case management function; includes providing consultation on employee and investigative matters for entire enterprise. Direct team of 3-7 ER consultants; ensure timely and effective resolution of ER matters; build team members’ knowledge of aligned line of business.

Developed and executed consistent practices to ensure fair treatment.

Conducted thorough investigation of concerns and complaints; partner with the business to take appropriate corrective action.

Provided mediation to diplomatically resolve issues; utilize expert ability to synthesize information and facilitate conversations to achieve appropriate solution; use of independent judgment; assured accurate documentation

Monitor employee relations trends, conduct integrated data analysis and metrics to review trends and concerns, ensures strategies to address identified issues.

Oversee performance management process, system and education ensuring performance measurement resources are delivered in thoughtful manner utilizing critical thinking. Recommend appropriate intervention for performance improvement.

Presented education and counsel to organization in administering company policies and processes to ensure equitable treatment of employees in all operations.

Develop content and facilitate manager training on performance improvement, feedback, coaching and conflict resolution.

Provide partnership and strategic business consultation to business leaders to identify and resolve complex or large-scale Employee Relations issues; develop strategic plan of action to proactively manage/contain similar situations.

Key contributor to business plan execution by implementing talent strategies; leverage input to influence business decisions.

Drive collaborative and innovative culture; deliver engagement strategy to influence employer of choice culture.

Competencies necessary for this role: conflict resolution; navigate well within ambiguity, multiple priorities, changing environment; investigative skills; strong partnership with corporate HR departments; influential; lead interactive process; management of complex, high-risk matters; responsive in fast-paced operation; excellent verbal and written communication skills; ability to coach and advise within “gray” areas of decision making

The Hartford Financial Services Group, Inc. - Hartford, CT (worked remotely from Carmel, IN) September 2002 – August 2013

Fortune 100 company, The Hartford is a leading provider of investment products, automobile and homeowners’ products; business property and casualty insurance.

Shelley G. Kelley Page 2

Director, Employee Relations (May 2006 – August 2013)

• Strategic business partner to senior leaders for ER case resolution, to identify organizational and leadership development needs, and

recommend/implement aligned solutions.

• Development and implementation of HR policy and lead key HR initiatives.

• Directed Employee Relations consultation and delivery efforts.

• Resolved 6000 ER cases annually in high volume, fast-paced environment. Led team of 3-8 ER consultants in remote locations; ensured timely and effective resolution of ER matters.

• Conducted thorough investigations on harassment and discrimination complaints; provided legal documentation.

• Built pipeline of talent, developing successors and facilitating internal mobility within and across business groups.

• Delivered quarterly ER trend analysis and recommendations to senior HR Generalists; partnered in planning to improve leadership

effectiveness. Focus on turning trend data into strategic actions.

• Provided model of personal integrity; drove the importance of ethics and compliance throughout the business; addressed compliance issues in a timely and proactive manner; promoted a culture free of retaliation, fear and intimidation.

• Developed ER practice model, with established process guidelines; continual partnership with Shared Services groups - Employment Legal, Corporate Medical, Investigative Services, Corporate Security, Benefits and Payroll services. Excellent model of “One HR” philosophy.

• Developed ER training curriculum and facilitated regular leader training on ER operating model, performance improvement efforts and legal

subjects. Established best practices for ER team.

• Incorporated Diversity and Inclusion within vision, messaging and communications; visibly sponsored and encouraged participation in D&I

activities.

Competencies necessary for this role: critical detail orientation; mediation; collaborative communication skills at all levels of organization; influential; discernment; multi-site consultation; prompt response and follow-up; excellent verbal and written communication skills; partnership and relationship skills with business leaders and HR community

HR Director (September 2002 – May 2006)

Served as client-focused strategic business partner to the Claim, SRS, Commercial Markets, Personal Lines, Bond organizations.

Responsible for partnering with the business to identify the organizational and leadership development needs based on individual line of business strategy. Determined the organizational impact of the business strategy (workforce planning, talent management, change management, compensation, etc).

Conducted in-depth analysis of current and future talent needs.

Drove the talent management process including calibration, assessment and development of new leaders.

Provided executive coaching and counsel with all Employee Relations matters.

Lead team of HR Generalists and HR Managers in local and remote locations.

Received HR excellence award for implementation of Workers’ Compensation Department reorganization.

Taylor Winfield, Inc. – Dallas, TX May 1997 – September 2001

Global executive search firm with capabilities in executive recruiting, middle management placements and strategic talent management. Ranks among the top specialized firms in the US, delivering dynamic, comprehensive and strategic solutions.

Vice President – Retained Search

Recruitment, placement and on-boarding of senior-level executives in the Information Technology and Telecom industries.

Built strategic partnerships with venture capitalists, start-up company board directors, CEOs.

Directed team of retained search professionals with project management and client development skills.

Provided management consulting service to start-up companies within technology and communication industries.

Sprint – Irving, TX April 1996 – May 1997

Global telecommunications company

Human Resources Regional Manager

EDUCATION

The University of Kansas

Lawrence, KS

B.A. Human Resources and Communication; minor in Psychology

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