DEBORAH K. JOHNSON, MA-HR, SPHR, SCP

**** **** ****** *.

Minneapolis MN 55406

612-***-**** (H) acwdxx@r.postjobfree.com http://www.linkedin.com/in/DebKJohnson

HUMAN RESOURCES LEADER HUMAN RESOURCES MANAGEMENT GENERALIST

Developer of people and processes that strengthen business outcomes

Results-oriented leader with progressive Human Resources management experience in both functional management and change management roles. Recognized for success in aligning employees and HR process/system development with organizational strategy. Partners with leaders to design and implement creative, yet practical, business focused HR solutions. Experience includes:

Processes

People

Systems

Compensation & Benefits

Employee Relations

HRIS Technology (lead)

Change Management

Talent Management

Budget Management

Project Management

Leadership Development

Organizational Restructure

HR Policy

Business Partner Relations

Talent Sourcing Structures

Performance Management

Coaching

HR Auditing

Strategic Planning

Employee Engagement

Microsoft Office Suite

Profit/Non-Profit - Public/Private - Union/Non-Union - Service - Technology - Manufacturing - Government - Financial - Professional

PROFESSIONAL EXPERIENCE

PROFESSIONAL CONSULTING 2014 - Present

Provide professional consulting services for small businesses on HR functions, best practices, compliance and other HR needs.

Includes, but is not limited to: HR audit, policy development, employee handbooks, protocols, HIPPA implementation/updates; job analysis/descriptions, performance management development/update, HRIS applications, hiring processes, employee relations, record keeping, safety, training, and development.

CITY OF MINNEAPOLIS, Minneapolis MN 2013 - 2014

Local municipal government body tasked with the operation of the city through 4,000 employees.

Manager, Strategic Workforce Solutions

Provided strategic HR leadership to the organization through management of the HR Generalist teams: 7 Generalists, 7 HR Consultants (reporting to Generalist); 4 HR Associates. Member of the Sr. Leadership team.

Charged with increasing the professional knowledge base of the HR Generalist staff. Instituted new performance goals for Generalists to include professional development and memberships objectives where none had existed. Resulted in broader professional knowledge based Generalists able to provide enhanced, up-to-date consulting to client departments.

Contributor and HR practice SME in development of new applicant tracking and HRIS/Payroll implementation design. Provided an experienced viewpoint regarding leading-edge configuration of processes and systems, including workflow strategies that resulted in new ways of thinking regarding current paper-based processes/systems.

Worked with various City departments to provide strategic HR leadership and tactical support as needed. Ensured continuity of service.

VOLUNTEERS OF AMERICA OF MINNESOTA, Minneapolis MN 2004 – 2012

A non-profit organization providing social services to individuals in Minnesota through 900 professional and hourly employees located across Minnesota.

Senior Director, Human Resources 2011-2012

Director, Human Resources 2004-2011

Reporting to the CEO, provided strategic HR leadership to the organization through HR functional management and as a member of the organization’s Senior Leadership Team. Led, coached and developed a 7-person team, including three HR Business Partners and one Benefit Manager, providing collaborative support to employees and leadership. Managed an annual budget of $700,000. Dotted line management of payroll.

Contributed to organizational effectiveness and strategic planning as a member of the Senior Leadership Team. Resulted in multiple re-organization plans and structures, greater company cohesiveness and increased employee engagement.

Restructured Human Resources Department to an HR Business Partner model to effectively support the business strategy of a diversified organization.

Restructured the benefits program saving the organization nearly $500,000 annually in benefit costs.

Developed and implemented a wellness program with “teeth” - the employee’s portion of the health premium was based on a health risk assessment score. Contributed to better employee health, reduced cost for some employees, and maintained the health care costs of the organization.

Advised and coached supervisors/management on employment law and employee relations best practices. Resulted in consistent application of management practices.

Dropped the Workers’ Compensation rate by .41 points resulting in $100,000 in annual premium cost savings and a healthier, safer workforce.

Developed and facilitated various employee and manager training/development programs allowing for consistent application of policy and processes across the organization.

Implemented a new leadership performance management process. For many employees, this was the first review in several years.

Instituted an employee engagement survey as part of strategic retention. Named one of the Star Tribune’s Top Workplaces in 2012. Met a goal of the strategic plan and increased employee participation in the business.

Developed an employee relations strategy and minimized legal risk to the organization.

Implemented new termination procedures that resulted in reduction in lost unemployment cases.

Developed and implemented first ever compensation plan for the organization creating consistent pay levels and practices.

Restructured the organization’s recruiting practices to an on-line recruiting process that opened up new candidate options; delivered higher quality applicants while expanding the advertising approach at relatively comparative costs.

Developed, designed and managed implementation of numerous HR policies and procedures that resulted in desired operational and organizational changes.

Researched, evaluated, implemented and trained user on HRIS systems (Project Lead - ADP Personnel, ADP/HRB, Great Plaines Dynamics) with self service functions. Resulted in automated, integrated, and consolidated systems, saving FTE expenses, overpayments, & lost management time.

Key partner in acquisition team to acquire a social service agency.

DELUXE CORPORATION, Shoreview MN 1999 – 2004

The largest provider and manufacturer of consumer/business checks/business forms with 9,000 employees nationwide.

HR Generalist – Employee Relations

Reporting to the Executive Director of HR, recruited to a team of 17 corporate HR partners to implement cost savings, business process changes using HRIS (e.g. performance, attendance, time keeping, time-off).

Chaired sub-committees with several multi-functional development teams to define the business practices associated with the new SAP HRIS implementation (e.g. onboarding, self-service, leave processing). Consolidation of systems resulted in an estimated $1.5 million in savings.

Developed, designed and managed implementation of numerous Human Resource policies and procedures as part of the nation-wide HRIS implementation. Resulted in consistent application of policy and created a new on-line database to house them.

Created and facilitated various training programs on the new policies, procedures and HRIS practices resulting in clarification of these policies and procedures with employees and managers.

Coached and mentored nationwide associates, managers and employees on various employee relations issues and new policy clarification, including new California state rules. Resulted in consistent application of company policy.

In year three, raised HR’s employee engagement score to 79 as the Engagement Team Implementation Lead by implementing business training and department operational tools for the HR Generalists (previous scores had been 59 and 61 (20 point increase in one year).

Developed an HR audit process for the company to assist in development of HR personnel and departmental operations.

Partnered with Organizational Development team to redefine performance management system and convert to a Focal Point review process (all reviews at the same time) and succession planning.

COTELLIGENT, INC., St. Louis Park MN 1994 - 1999

A computer consulting and placement firm providing IT consultants and full-time IT professionals to the metropolitan area. Original company (ESP Software Services, Inc.) was purchased in 1997 and became part of a nationwide conglomerate of like agencies.

Human Resources Director 1996 – 1999

HR Coordinator/Administrator 1994 – 1996

Reporting to the President, progressed to HR positions of increasing responsibility. Supervised a department of three HR employees. Company started with 12 and grew to about 250 employees. Launched and directed the creation of the Human Resources function. Developed all policy, procedures and systems. Resulted in a full-service HR Department that met the business strategy of the organization and employee needs. Managed payroll function.

Restructured the benefits program saving nearly $100,000 annually in benefit costs. This included implementation of new 401(k) plan.

Developed an employee orientation program for new hires in the consulting branch of the firm. Strengthened the on-boarding program and reduced new hire anxiety and questions.

Researched, evaluated, implemented and trained user on HRIS systems (Lead - Ceridian, ADP Personnel, Humanics). Drove the nationwide implementation. Resulted in automated, integrated, and consolidated systems saving the organization expense in FTE’s, overpayments, and lost management time.

Worked with legal firm on H1B Visa candidates and Green Card sponsorship leading to a larger and more qualified candidate base from which to recruit.

Advised and coached supervisors/management on employment law and employee relations best practices resulting in consistent application of management practices.

Provided key leadership on nationwide HR functional implementation team, partnering with new corporate offices in San Francisco, CA, upon sale of the company. Also, key partner on acquisition team. Strengthened the consolidation of various private companies into one coherent organization.

Co-managed the implementation/administration of an Employee Stock Purchase plan. Increased benefit option for the employees and increased company brand identification in the marketplace.

EDUCATION/CERTIFICATION

PROFESSIONAL DEVELOPMENT

UNIVERSITY OF MINNESOTA, TWIN CITIES

MAIR, Human Resources

DELUXE MANAGEMENT TRAINING

Project Management Certification

UNIVERSITY OF ST. THOMAS

Mini MBA

UNIVERSITY OF MINNESOTA, DULUTH

BA, Music Education

BAA, Vocal Performance

SHRM HR STANDARDS COMMITTEE

ANCI HR Performance Review Standards

Team member and subsection contributing author

Professional Organizational Memberships:

SHRM, TCHRA, HRP

HR CERTIFICATION INSTITUTE

Senior Professional Human Resources (SPHR)

SHRM NATIONAL CONFERENCES

SOCIETY FOR HUMAN RESOURCE PROFESSIONALS

SHRM-Senior Certified Professional (SCP)

Contact this candidate