Human Resources Manager
Resume:
Henry LaMonte Moore
*********@*****.***
SUMMARY
Human Resources leader with extensive experience in HR strategic planning, employee rela- tions, recruiting and staffing, project management, training & development, coaching /counseling, performance management, policy administration and compensation. Demonstrated ability in de- veloping and implementing practical Human Resources strategies and solutions to support busi- ness goals.
PROFESSIONAL EXPERIENCE
QUEST DIAGNOSTICS, Wood Dale, IL May 2004 – Jan. 2016 HR Business Partner, Director May 2004 – Jan. 2016 Partner with business/functional leaders to influence the design and execution of the business and people strategy by providing consultative support and leadership. Responsibilities included converting the concep- tual business plans into talent and organizational strategies regarding employee retention, the new employ- ee experience, increasing employee engagement and supporting growth initiatives. My responsibilities were designed to build organizational capabilities, change behaviors and improve processes for 2,500 employees in a 9 state Region. I also partnered with HR Centers of Excellence and the HR Service Center to ensure the employees and functional areas received optimal HR services and value added programs that aligned with the regional business strategies. Member of the Regional Sr. Leadership Team, National Reshape Planning and Design Committee and Project Invigorate.
• Selected as a member of the Employee Relations/Policy Standardization Invigorate design team to standardize employee relations policies and create process maps to ensure consistency in applica- tion for the National HR Service Center use.
• Selected as a cross functional Reshape team member of directors to review our current HR pro- cesses and made recommendations to create procedures and policies for national application.
• Team leader responsible for designing and implementing a strategy to more effectively staff our Patient Services Centers. Design included the development of a staffing model to determine the number of employees needed during high and low patient traffic times; strategy to recruit and re- tain Part Time employees and implement a part time employee compensation plan and offering of medical and other benefits not available in the past for part time employees
• Coordinated and made recommendations to train and develop front line supervisors and middle managers which resulted in an increase in our employee satisfaction survey scores each of the past 5 years. Achieved a level of employee engagement and satisfaction of 73% or more and a +90% employee participation rate, #1 in the country.
• Through effective employee relations, increased communication and local policy changes the Chicago Business Unit was selected as one of the Best Places to Work in Illinois by the Business Ledger, SHRM and the Illinois Chamber of Commerce and Chicago Tribune for the past 6 years.
• Coordinated a team that standardized the attendance policy for country wide application.
• Attained the lowest first year and total employee attrition rate in the company for the past 5 years.
• Participated in the design of a recruiting strategy to recruit and onboard Phlebotomists and Lab Techs to ensure turnaround time were being met in the Lab read and the field locations.
• Created a local process to more effectively track applicants applying for employment and reduce the time to contact qualified candidates for the front line supervisors.
• Selected to participate in LeadershipQuest
KEMPER INSURANCE COMPANIES, Long Grove, IL November 1996 – February 2004 Human Resources Director, Home Office March 2001 – February 2004 Provided HR support for the Home Office Sr. Leadership Team, 1,800 Middle market and Small Business Commercial Insurance employees in 20 locations throughout the U.S. Coordinated the support and man- aged the execution of the HR services for 15 HR Generalists, including 3 HR Regional Directors. Estab- lished and led strategic HR initiatives, recommended to Corporate HR and to Sr. Management Human re- sources Services that support business and employee needs. Provided counsel/coaching on all recruiting, policy, employee relations, compensation and complex HR issues.
• Revised and implemented the exempt employee compensation programs and performance management guidelines for the Middle Market and Small Business Insurance Division to establish a uniform and consistent approach.
• Responsible for the recruiting and on-boarding of exempt and non exempt employees.
• Coordinated the restructure of reporting relationships and job responsibilities for the Commercial In- surance division. Revised job descriptions and market priced all management, underwriting and un- derwriting support positions to support a Mono Line Profit Center structure.
• Managed the research and the implementation for a Middle Market Underwriting Trainee program designed to recruit and develop recent college graduates. Developed the recruiting strategies, compen- sation levels and assisted with the training and development schedules.
• Created a strategy to identify and address employee relations issues and turnover by identifying work related issues for all levels of employees through the use of employee focus groups and opinion survey meetings.
• Managed the strategies that reduced voluntary turnover and cost per hire to below targeted goals.
• Directed the development of the HR homepage and the on line managers toolkit designed to assist home office and field managers to more efficiently perform their administrative responsibilities.
• Served as the Middle Market/SBG HR representative for corporate Sr. level staff meetings, served on the compensation review committee and appointed to co-coordinate the HR run off team to address the issues associated with the closing of our international insurance operations. Human Resources Manager November 1996 – March 2001 Served as strategic member of the Leadership Team for the personal Lines Insurance Operations. Provided guidance and consulted with the management team and employees on all recruiting, policy, benefit and compensation matters. Designed Y2k recruiting strategy for IT area. Managed a team of 5 HR generalist and also provided HR services to the Underwriting and Information Technology department. THE ST. PAUL COMPANIES, Chicago, Illinois
Regional Human Resources Manager April 1993 - November 1996 Manage the Human Resources function for the St. Paul Fire and Marine organization. Managed a staff of five HR professionals with responsibilities for 750 employees in a four-state region. My accountabilities included employee relations, recruiting, organizational development, benefit administration, training and development, business plan development, reward and recognition and leading the Company's Diversity initiative.
• Managed the restructure of the Human Resources function in the field offices eliminating redundancy, providing organizational clarity.
• Member of Claim Department Compensation Redesign Committee to restructure Claim Representative Salary Administrative Program.
• Restructured hiring strategy and reduced regional hiring expenses by 35%.
• Organized the Great Lakes Regional Diversity Committee. Served as consultant to guide and direct activities and communication.
• Served as the pilot office and assisted in revising the 1994 Employee Survey.
• Successfully redesigned the Severance and Out Placement Services Program for St. Paul Claims Oper- ations. Served on task force to enhance benefits.
• Coordinated the consolidation of three claim offices in downstate Illinois and the staffing of two Re- gional Claim Operations in Freeport, Illinois.
THE TRAVELERS COMPANIES, Naperville, Illinois
Human Resources Associate Manager May 1990 - April 1993 Responsible for administration of company policies and procedures for nine field office locations and the Midwest Regional Home Office. Provided the recruitment of professional level and non-exempt positions. Developed, implemented and monitored Human Resources Employee Relations Programs, Salary Adminis- tration and Performance Evaluation functions for the five-state region.
• Coordinated and conducted management training workshops in the areas of interviewing, supervisory skills and practical application of E.E.O./workforce diversity.
• Coordinated and planned annual exempt/non-exempt salary budgets for the Midwest region.
• Designed new employee orientation program and 60 day follow-up interview.
• Developed and implemented affirmative action plan. Respond to discrimination/sexual harassment charges and coordinate their resolution.
• Monitored performance and/or management issues, progressive discipline procedures and process all voluntary and involuntary terminations.
ALLSTATE INSURANCE COMPANY, May 1979 – May 1990
Home Office Sr. Recruiting/Human Resources Mgr. May 1989 - May 1990 Responsible for recruiting technical and management employees for various departments within the Home Office complex. Also responsible for planning the staffing advertising budget, monitoring expenditures and coordinating new employee orientation meetings. Assistant Human Resources Market Sales Manager September 1987 - May 1989 Recruited employees for N.O.A. Program. Selected with staff of four experienced managers to recruit, interview and administer pre-employment testing for new company sales program. Conducted employee orientations, field installations and provided in-depth training on product knowledge, sales techniques and general operating parameters.
Human Resources Division Manager, Milwaukee Regional Office June 1983 - August 1987 Coordinated and managed all facets of the Personnel function for a four-state region including Recruiting, Benefit/Salary Administration, Policy Administration, Training and Employee Relations. Prepared and administered departmental budget and planned Affirmative Action Program. Operations Supervisor-Senior HR Assistant May 1979 – May 1983 EDUCATION
BS, Business Marketing and Management, Millikin University, Decatur, Illinois PROFESSIONAL AFFILIATIONS/TRAINING
Women Unlimited program mentor, SHRM, Six Sigma Certified Green Belt, Northwest Human Resources Council, Chicago Area Minority Recruiting Association, DDI (Development Dimensions International) Certified Instructor, Train the Trainer (AMA),Managing Cultural Diversity (Lambert and Associates) Benchmarks (Career for Creative Leadership), Supervisory & Management Development, Behavioral In- terviewing Instructor, Conflict Resolution and Leadership Counseling, 2011 Leadership Quest, Developing Excellence
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