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Employee Relations Manager

Chicago, Illinois, 60628, United States
November 16, 2018

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Kathleen Budrean

***** *. ********** ***, ******* IL 60655 312-***-****


Ability to effectively work in a variety of environments (creative, corporate, government and nonprofit) and cultures with all levels of staff.

Extremely resourceful in building programs from scratch and managing projects while ensuring industry best practices.

Creative problem solver who excels at identifying the root of the problem and creating solutions.

Ability to dive in and work with minimal guidance or planning.


Safe Humane Chicago January 2010-Present

Program Manager

Key player in establishing the first Court Case Dog Program in the nation focusing on providing second chances for canine victims of abuse and neglect.

Brought the live outcome of Court Case Dogs from less than 2% to 93%. Transferred over 1,200 dogs from Chicago Animal Care and Control into rescue groups while keeping average length of stay, from evaluation to transfer, to less than 30 days.

The Bradford Group February –November 2009

Virtual Contract Recruiting & Human Resources

Researched and contributed to the development of the employee referral program, company newsletter and recognition program.

Recruited Mid-level to Sr. Management, as well as interns, in the fields of Technology, Search Engine Marketing, Accounting, Marketing, Sales and International Sourcing.

Increased retention in IT through targeted recruiting for long-term culture fit.

Identified potential candidates through networking, ad placement (internet and print), internet job databases and employee referral program.

Harrington College of Design July 2003-February 2009

Director of Organizational Effectiveness January 2005-2009

Guided Sr. Management through the development and implementation of the annual strategic plan.

As a member of the Executive Council provided guidance to ensure individual and department objectives and structures were aligned to achieve the college’s strategic goals.

Led Student Satisfaction Committee in order to address and act on student concerns and proposals. The committee consisted of President, Vice Presidents, Department Chairs, Department Directors and key staff throughout the college.

Worked with C-level executives to address staff development, department development, structure and process, performance problems and morale.

Maintained all responsibilities of Director of Human Resources.

Director of Human Resources July 2003-January 2005

Established and continued development of Harrington’s first Human Resources Department focusing on creating a diverse culture of employee empowerment.

Advised managers on effectively resolving employee relations issues and performance problems, escalating high-level legal issues when needed.

Developed and maintained performance management tools to ensure effective management of performance on an individual, departmental and college-wide level including rolling out Situational Leadership and Coaching for High Performance training as a new model of managing.

Advocated for staff and faculty with a special emphasis on communication with faculty in order to prevent the need for third party representation.

Responsible for all HR functions including new employee orientation, performance management, benefits, interviewing, hiring, coaching and advising management, building culture, workers comp, exit interviews, and training in the areas of FMLA/ADA, Discrimination and Harassment, FLSA and EEO/Diversity.

Ensured compliance with all state, federal laws, and higher education regulations.

Draft Worldwide February 2002-July 2003

Human Resources Manager

HR contact for approximately 1000 employees (full and part-time) nationwide, including 66 field offices.

Aligned HR practices and policies of two merging companies with the HR practices and policies of newly active parent company.

Identified HR needs and created solutions in the following areas: HR image, disciplinary guidelines and warning documents, interviewing skills training and interviewing guides, sourcing and hiring part-time staff guidebook, management/coaching skills guide, competency-based evaluations and job descriptions, workers compensation audit, education and coaching of Sr. Management regarding Performance Management philosophy.

Coached and advised management regarding legal issues, employee complaints, corrective discipline, terminations, promotions, increases, employee morale, retention, and maximizing employee performance.

Handled investigation and documentation of advanced personnel/employee relations issues. Consulted with legal counsel to make sound business decisions and avoid costly litigation.

Additional responsibilities included: new hire orientation, benefit inquiries, exit interviews, evaluation and development process roll-out and training, unemployment, workers compensation and employee advocate role.

Frankel March 1998-February 2002

Human Resources Manager (Promoted from HR Rep June 1999)

Provided consultation in the areas of performance management, employee relations, compensation, employee staffing and development and Affirmative Action for employees and managers.

Provided guidance and advice in the area of employment law, consulting with legal counsel when appropriate.

As sole HR person for technical start-up subsidiary, partnered with CEO, CTO and VPs to create and consult on all HR aspects including organizational structure, appraisal, benefits, job descriptions, competencies, salary guidelines, employment law, employee relations, staffing, etc.

Part of HR Management team responsible for strategic planning, including development of annual HR business plan.

Led training sessions on performance appraisal process, retention strategies, recruiting and development discussions.

Resident staffing expert responsible for the creation and implementation of company-wide recruitment strategy which included Employment Branding, electronic Employee Referral Program, and Internet Recruiting Plan.

Supervised personnel responsible for recruitment support and project assignments.


Leadership Skills, Peter Block’s Flawless Consulting, FLSA, Negotiation Skills, Investigating Harassment/Discrimination Claims, Behavioral Interviewing, Performance Management, Employment Branding, Recruiting and Retention, Effective Internet Recruiting, ADA and FMLA


Society for Human Resource Management


MS Word and Excel, PeopleSoft, HRIS, SmartSearch, Google Docs, Petpoint.


University of Illinois at Chicago Bachelor of Arts in Psychology 1994

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