Human Resources Sales

KALYN KASUN, PHR

Louisville, KY + 502-***-**** + ************@*****.***

HR Professional that builds high-level partnerships Core Competencies:

through knowledge of the business, passion for + Organizational

results, and a focus on the big picture. development

Single handedly built, grew, and lead the Human + Business acumen

Resources function for a company that tripled in + Performance management

size in less than six years. + Change and project

A proven leader with experience guiding employees management

through rapid growth of an organization. + Systemizing and

HR Generalist with strengths in inbound recruiting, simplifying

leadership development, and performance management. + Leadership development

+ Recruiting

EDUCATION & PROFESSIONAL DEVELOPMENT

Bachelor of Science in Business Management, Marketing + Butler University,

Indianapolis, IN (2005)

Masters of Science in Human Resources Leadership + Sullivan University,

Louisville, KY (2015)

Professional in Human Resources + certified 2010, recertified 2013

PROFESSIONAL EXPERIENCE

Computershare Inc. + Louisville, KY November 2014 to Current

Human Resources Business Partner

Human Resources Business Partners support the leaders within the

organization in handling employee relations, performance management,

organizational development, and change management. Each Human Resources

Business Partner also owns a National Workstream and acts as a subject

matter expert for the organization in regards to that topic.

. Develop company initiatives that address business needs while

mitigating risks to the company.

o Independently created the Computershare policy and procedures for

the application of Americans with Disabilities Act. This includes a

process guide, visual process maps, training plans, resources, a

sharepoint site, and administrative forms.

o Reworked an annual company itiative in regards to employees who

drive on behalf of the organization. Developed reporting metrics

that captured an additional 24% of the organization's drivers. The

enhandcements included a quarterly audit process and corporate

communications templates.

o Partnered with the company's fingerprinting vendor to reduce costs

to the organization by about 16%.

J&L Marketing + Louisville, KY August 2008 to November 2014

Human Resources Manager

Established the Human Resources function for a direct response marketing

company specializing in the automotive industry. Held a generalist role

that encompassed all aspects of HR recruiting, performance management,

conflict resolution, employee development, organizational development,

employee relations, total compensation, and compliance.

. Acted as a Human Resources Business Partner through offering strategic

and impactful insight to business leaders.

o Member of the six person Executive Leadership Team.

o Led the Executive Leadership Team through the development, roll

out, and integration of company core values.

. Played a key role in all process improvement Kaizens.

o Systemized accounting processes, reducing the lag time in reporting

monthly financial statement by 4 days.

o Developed a process that decreased project execution times by

taking departmental production peak times into account.

o Recommended restructuring of Marketing Fulfillment department that

led to a 30% reduction in payroll and reduced training ramp up time

by 24%.

. Invested time in learning the business, the culture and each

individual position within the company

o Effectively hired for 55 unique positions and reduced 90-day

turnover to 0% in operations and 27% in sales.

o Reduced average cost per sales hire by 57% and average cost per

operations hire by 38%.

. Improved employee engagement through a variety of initiatives.

o Developed a community partnership with Big Brothers Big Sisters;

which resulted in $27,600 dollars raised and 980 hours volunteered

over the course of a six-year partnership.

o Integrated the vision, mission, core values, and customer

satisfaction into the company culture, leading the employees to

better understand how their role affects the organization.

. Initiated the utilization of succession planning and Individual

Development Plans.

o 26% of open positions filled with lateral moves and 32% of open

positions filled with internal promotions.

o Maintained an average of 18 days to job offer.

. Made significant improvements to total compensation offerings without

increasing cost to company.

o Developed a sales compensation plan that better aligned with

company goals; yielding an increase in cross selling, account

retention, profitability, and customer satisfaction.

o Transitioned to a PTO plan, increasing employee satisfaction while

reducing unplanned absences.

o Negotiated the benefits offerings to reflect employee usage,

improved items seen as value added and reduced coverage on

unnecessary aspects. Improved employee satisfaction and reduced

costs by 7%.

. Developed a recruiting and onboarding process to effectively staff the

entire organization.

o Introduced video interviewing into the recruiting process for the

company's entry-level sales positions.

o Established an employment brand for the organization that increased

the interest in the company and resulted in an inbound recruiting

channel.

Target Corporation + Louisville,, KY May 2005 to August 2008

Executive Team Leader of Human Resources May 2005 to August 2007

Managed recruiting, employee relations, development, training,

compensation, scheduling, and compliance for a store that consisted of 200+

team members.

. Named the District Recruiter; assuming the lead role in campus

recruiting responsibilities.

o Yielded one of the largest intern classes in the district's

history.

o Successfully mentored three interns, all received job offers from

Target, two are now Store Team Leaders.

. Acted as a business partner to the Store Team Leader and District Team

Leader, through conceptualizing and executing change, creating new

policies, and identifying emerging trends throughout the district.

o Championed the successful change of the team trainer process for

the district.

. Viewed as Human Resources subject matter expert, named the District

Assessment Captain for Human Resources.

. Ensured that the store remained in compliance with federal and state

laws, as well as maintained a safe work culture.

o Reduced weekly labor compliance offenses from 92 to sixteen in one

month.

o Decreased number of employee incidents by 21% in one year.

Increased Return to Work utilization by 42%.

Executive Team Leader of Hardlines August 2007 to August 2008

Given this role as a High Potential assignment, working towards becoming a

Regional Human Resources Business Partner.

Responsible for managing 70% of the sales floor square footage and 67% of

the store's revenue (about $16.5MM annually).

. Introduced and reinforced a performance management system within my

store.

o Moved poor performers out of the business, while increasing top

performer retention by about 8%.

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