Human Resources
Resume:
DEBBIE PETERSEN
Palatine, IL *0074
847-***-**** Cell acqwdu@r.postjobfree.com
HUMAN RESOURCE MANAGER
Talented HR Generalist Manager with 10+ years of progressive experience overseeing full range of HR services. Energized by challenge. Partnered with management on numerous HR initiatives, including leadership development/coaching. Excellent interpersonal skills. Professional attitude that sees tough jobs through to completion. Clear understanding of federal and state HR laws and regulations. Highly recognized for saving money, streamlining processes and developing quality relationships with Sr. Management, Clients and Staff. PHR Candidate. Expertise in:
Talent Development / Retention
Succession Planning
Compensation and Benefits
Salary Administration
Recruiting and Hiring
Performance Management
Leadership Development
Education and Training
Coaching
Change Management
Process Definition & Improvement
Program Management
Relationship Building
Human Resource Allocation
PROFESSIONAL EXPERIENCE
CONSULTING / VOLUNTEER ACTIVITIES 2009 – Present
Contract Human Resource Consultant
Human Resource Consultant at various industries. Consulting in wide range of human capital initiatives.
Barrington Career Center - Human Resource Management Association –Transition Team
Created matrix to assist unemployed individuals plan productive activities that correspond to unique needs and goal. Guide points people in the right direction. Collaborate on programs to support the unemployed span multiple agencies (portals). Worked on developing strategies for an effective job search. Coach individuals in developing job search skills. Continually working on personal/professional transition issues.
ALLSTATE INSURANCE COMPANY, Northbrook, IL 1997 - 2008
Sr. HR Consultant, Workforce Solutions (2007- 2008)
Led and managed workforce processes to ensure alignment, consistency and equity. Implemented enhancements to human capital programs.
Performance Management - Enhanced performance management process by designing training course and facilitating overview course sessions.
Strategy - Increased participation by 20% in companywide workshops through development of strategy and effective communication of key business goals.
Website Development – Key member of team that developed website for 2000+ technology employees. Personal contribution included development of leadership research and components that enhanced training in leadership, personal and career development.
Human Resource Manager, Information Security and Financial Systems Departments (1999 – 2007)
Managed human capital projects including performance management, talent development, retention, succession planning, compensation, benefits, education and training initiatives.
Performance Management - Collaborated with leadership to define performance management objectives. Improvements included integrating business priorities into performance management process, common goals across business unit by role and increased collaboration defining performance objectives.
Talent Development and Retention - Assisted in meeting the strategic goals and objectives of the corporation through identification of staffing requirements that enabled areas to attract, hire and retain the best talent for the organization. Managed the identification of talent for “Talent Acceleration Program” (TAP) and “Emerging Leaders” programs at Allstate.
Succession Planning - Drove leadership development and succession planning in the business units. Partnered with leaders on an on-going basis to coach and develop internal talent. Assisted managers in becoming better coaches with the objective of enhancing employee growth and individual contribution.
Compensation & Benefits - Provided analytic support for business unit’s compensation initiatives.
Conducted industry research to identify best practices and organization specific issues.
Led annual compensation process through completion – salary administration, incentive administration, competitive analysis and salary structure analysis.
Led discussions with business unit leaders on job matching and made recommendations based on Mercer market match alignment.
Streamlined entire performance review process by creating a salary tool that was instrumental in ensuring consistency in the performance management evaluations and distribution of increases.
Managed Paid Time Off practices and administration.
Vendor Management - Negotiated and managed vendor contracts saving Allstate over $200,000.
Process Improvement - Developed and managed an “Acquisition and Billing Process” streamlining time and effort to obtain resources from Northern Ireland.
Change Management - Supported management teams and employees through rapid change - growth
Education and Training - Managed, created and implemented various recognition and educational programs for leadership and employees that resulted in Allstate Leadership and employee satisfaction scores to increase from the prior year.
Managed training that resulted in a 10% increase on Allstate Leadership score.
Process Improvement - Managed development of an “Internal Voluntary Termination Process” to provide consistency of data collection and requirements from legal for compliance.
“On Boarding” - Developed and managed an “On Boarding” process that improved the timeliness and quality of orientating new employees and contingent workers.
Innovation - Created and managed Human Capital Scoreboard for: Tuition/Certifications; Training Expenses; YTD Employees and Contingent Workers; YTD Turnover.
Senior Specialist - Investment Systems (1997 – 1999)
Managed the administration functions and coordination of all administrative programs.
Managed the creation and implementation of the departmental contract programmer database which created a central source for information on available external resources.
Created the Administrative Standards Policy for the Investment Systems division.
Managed floor plan reconfiguration to accommodate 130 staff members in an 80 staff space.
EDUCATION / PROFESSIONAL DEVELOPMENT
DePaul University Chicago, Illinois
Bachelor of Arts, Liberal Arts and Science - Focus area in Business 2004
Professional Human Resource Certification (PHR) to be completed 2015
PROFESSIONAL AFFILIATIONS
Human Resource Management Association (HRMAC) Northwest Human Resource Council National Association of Professional Women
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