Director, Human Resources
Resume:
Kim Witt
*********@*******.***
Energetic and passionate senior human resources leader with a proven track record of
accomplishments addressing a wide variety of workforce related challenges. Results oriented
thought and people leader. Professional experience includes 15 years of external HR
consulting and 10 years in corporate leadership roles in Fortune 500 companies. Builds
collaborative relationships at all levels, with emphasis on senior management and Human
Resource Business Partners to lead, influence, and implement talent management strategies.
Key Competencies and Expertise
Organizational Effectiveness / Development – Talent Management – Learning and Leadership
Development – Integrative Thinking – Complex Problem Solving – Process Improvement –
Analytical – Change Management – Communications – Vendor Management – Employee /
Incentive Compensation
Professional Experience
DISCOVER FINANCIAL SERVICES, RIVERWOODS, ILLINOIS 2013 – Present
Director, Training & Development Strategy
Responsible for enterprise training strategy including professional and leadership development
programs and job skill training for Discover employees in headquarters and field locations.
Consult with leaders across the organization including Human Resource Business Partners to
identify and prioritize development opportunity areas based on specific business initiatives.
Implement and measure training solutions to address professional, leadership, industry,
technical, functional, and sales skill building needs.
Key Accomplishments:
• Led efforts to centralize enterprise training resources to the HR Training & Development
Center of Expertise
• Establish Learning Strategy team, hiring seven new employees in Learning Consulting
and Curriculum Management roles
• Design professional development framework aligned to core competencies and our
company leadership behaviors for easy access on the Learning Management System
• Introduce leadership development content and programs to support High Potential and
succession planning objectives
ALLSTATE INSURANCE COMPANY, NORTHBROOK, ILLINOIS 2005 – 2013
Director, Talent Management and Learning
Accountable for strategic alignment of talent management philosophies, including performance
management, career development, leadership competencies, succession management,
learning and development, and governance over the Learning Management System.
Consulted and engaged with business unit leaders and HR Business Partners to design and
implement talent management and learning solutions in alignment with key business
objectives. Led and managed a team accountable for the design, implementation, and on-
going measurement of talent management and learning processes. Negotiated and managed
an outsourced team that provided training delivery services.
Key Accomplishments:
• Developed a leadership competency model and assessment tools that align learning
solutions to support competency development
• Designed and implemented and enterprise learning strategies, delivery processes, and
governance programs for the Learning Management System
• Participated in company task force to launch a career portal in support of internal talent
mobility
• Partnered with HR leaders to develop and implement Leadership Development
curriculum aligned to Allstate’s core values and leadership competencies
• Led the implementation of Success Factors technology to support talent management
programs
• Established and managed a team of professionals to develop and execute integrated
talent management and learning strategies
ALLSTATE INSURANCE COMPANY, NORTHBROOK, ILLINOIS
Director, Compensation
Established, implemented, and managed competitive compensation programs enterprise-wide
for sales business units. Through a consultative approach, led cross-functional teams in the
design and implementation of all aspects of compensation including policies, best practices,
incentive plan design and goal setting initiatives. Consulted and engaged with business unit
and finance leadership and Human Resource Business Partners to align programs with
business unit objectives.
Key Accomplishments:
• Established a sales compensation Center of Expertise centralizing the management of
all sales compensation plans with an annual budget of ($54M+)
• Partnered with client teams and business unit Presidents to design and implement
market-driven compensation programs
• Implemented sales compensation governance processes to ensure goal alignment and
equitable goal setting across all sales channels
• Designed and managed a total cash compensation structure for managing pay for all
sales roles organization-wide
• Led the team through the initial phases of a technical outsourcing strategy supporting
annual incentive planning
ALLSTATE INSURANCE COMPANY, NORTHBROOK, ILLINOIS
Human Resource Business Partner, Property & Casualty Sales
Consulted with sales leaders to develop and implement human resource programs for the
corporate sales operations team and the field sales organization. Supported the primary sales
channel consisting of approximately $30B in written premium, 3500 employees within 14
regional locations.
Key Accomplishments:
• Developed talent acquisition strategies for field sales leaders and agent recruiting
• Implemented a redesigned sales compensation plan including incentive plan targets
and goal alignment by individual markets
• Led the change management efforts to implement new compensation plans which
contributed to a reduction in turnover which was trending upwards of 28%
• Partnered leading role with sales management, the development of a functional sales
competency model focused on consultative selling skills
• Designed and implemented a sales leadership development program focusing on
consultative selling competencies
• Recommended ways to create and align people strategies in support of all functional
business decisions
MERCER HUMAN RESOURCE CONSULTING, CHICAGO, ILLINOIS 1997 – 2004
Principal
Responsible for providing Human Resources consulting services in the areas of organizational
and sales force effectiveness. In collaboration with a team of Principal consultants, developed
a formal methodology, approach, and go to market strategy for a newly created consulting
capability. The outcomes and deliverables created an organizational plan bridging a company
vision to a comprehensive call to action. Developed intellectual capital focusing on three main
work streams which are the main elements of this comprehensive and dynamic model that is
still utilized today.
• External Market Understanding: Customer Segmentation; Sales Channel Strategy;
Customer Value Proposition; Sales Strategy Execution
• Internal Resources Optimization: Create Organizational Design and Role Clarity;
Workforce Planning; Measurement and Alignment
• Implementation and Organizational Alignment: Recruiting and Selection Strategy;
Training and Development; Leadership Development; Performance Management and
Succession Planning; Compensation and Rewards; Technology Enablement; Change
Management; Communications
Led the business development, staffing, solution design, and implementation efforts for
consulting engagements.
ERNST & YOUNG, LLP, CHICAGO, ILLINOIS 1987 – 1997
Project Manager
Provided Human Resource consulting services in the areas of employee and sales force
compensation, change management, strategic communications and training, within a broad
scope of industries and functional disciplines. In the role of project manager lead various
phases of consulting engagements, managed and trained staff, facilitated meetings and
workshops, and managed client relationships.
Education, Associations, Certifications
DePaul University, Chicago, Illinois – B.A. 1995
World@Work, Certified Compensation Professional
Society for Human Resource Management
Executive Learning Exchange, Chief Talent/Learning Officer Committee
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