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Billy J. Taylor, MBA, CLU, CPCU

678-***-**** (Mobile) adchlo@r.postjobfree.com

PROFESSIONAL PROFILE

• Human Resource leader with 15 years of increasing scope and span of responsibilities.

• A life-long learner who contributes to team and individual growth and development, fostering collaborative environments.

• Creative thinker that thrives in a fast-paced, forward focused environment; actively encourages learning and promotes increased employee engagement.

• Change leader that empowers self-directed teams and focuses on positively impacting organizational capabilities and the customer experience.

AREAS OF EXPERTISE

HR Strategy, Planning and Execution

Talent Development and Succession

Recruitment and Retention

Employee Rewards and Benefits

Employee Relations Programs

Workforce Planning

Performance Management

Change Adoption and Management

Process Improvement

Organizational Design

PROFESSIONAL EXPERIENCE

Director -HR Business Partner, Edward Jones, Des Peres, MO, December 2019- Present

• Leading the HR team supporting the talent strategy for five business areas consisting of Core Finance, Enterprise Strategic Planning, Enterprise Data Management, Enterprise Facilities and Security and Strategic Enablement Office.

• Establishing enhanced focus and accountability on the business actions supporting diverse slates and nurturing an inclusive workplace.

• Serving as the HR Leader support to leadership teams of the CFO, CIO, and Firm Strategy, Planning and Portfolio Management.

• Serving as the project business lead to enhance a current bonus administration tool, to include workflow and process improvement, bridging to implementation of HCM.

• Serving as HR Sponsor lead on Firm level program focused on establishing and maturing information and data management maturity.

• Serving as the HR Sponsor and lead on Frim level program focused on maturing cash & lending and banking operations in support of broker dealer capabilities.

• Serving as HR Sponsor lead on firm effort to establish design thinking as an organization capability, including establishing a COE.

Senior Human Resources Business Partner, Edward Jones, Des Peres, MO, June 2018- December 2019

• Led the development of an action plan to address systemic challenges in hiring timeline and process; reducing avg days open by 68% and vacancy rate by 5%.

• Work with US Executive leaders and newly constituted Canadian-based leader team to assess leader expectation and development needs to ensure strategic alignment.

• Provides HR insight and stewardship to the TC-Engage team to address SFA survey feedback; efforts addressing decision making and business meeting optimization. 2 P a g e

• Researched and partnered to develop a framework addressing division subject matter expertise

(SME) development and knowledge transfer planning.

• Project managed and developed the realigned of division business areas into a new operating model; including standing up a new business area

• Led HRBP team effort to identify and implement process improvement across CSG HR Delivery, creating a more consistent, efficient experience across the division.

• Led the research and co-led effort establishing a skills inventory framework to integrate, organize and align talent to support org. capabilities and priorities. (incubator testing) Senior Human Resources Business Partner, State Farm Insurance Companies, Bloomington IL, November 2017- June 2018

• Facilitated cross functional collaboration on large enterprise org design and migration.

• Created and facilitate a forum for HR, Change Management and Public Affairs to collaborate with business area executives engaged in large transformations

• Contributed to and facilitated the development of communication and change management strategy supporting large enterprise engagements.

• Leads (matrix) team to development and implementation of large-scale workforce and facilities strategy, changing the enterprise footprint.

• Maintained deep understanding of business area strategy and goals and identifies opportunities to improve work groups’ capabilities and performance.

• Key driver fostering high-performance culture, helping leaders effectively implement excellence in operations management and conversational leadership.

• Collaborated with business leaders to develop, implement and sustain HR programs that enable and improve organizational capabilities and leadership effectiveness.

• Lead and contribute to cross-functional projects, new initiatives and process improvement.

• Proactively provides guidance and advice to executives and leaders on employee engagement.

• Managed vendor relations to design and facilitate training of 64 new HRBP and HR Managers.

• Designed the workflow and consulting management tool used by the HR Business Partner role.

• Provided coaching and mentoring to HRBPs, including consulting skills and business partnering.

• Designed and implemented a cohort learning series, providing action learning for all HRBPs. Human Resources Project Manager/Business Lead, (HR Strategy & Restructure Project) State Farm Insurance Companies, Bloomington IL, Oct 2016- November 2017

• Led three work streams supporting HR Transformation from design through implementation of an HR Business Partner model

• Served as primary architect for the development and implementation of the HR Business Partner role.

• Partnered with HR Shared Services and Centers of Expertise to redefine and expand efficiencies in service delivery; resulting in an annual estimated $8.8 million savings.

• Defined future state work processes, handoffs, and role expectations; established HR Business Partner key drivers that align with growing organization capabilities.

• Partnered with internal communication and change adoption task force to craft vision statements, change management expectations and resources. 3 P a g e

• Designed and negotiated vendor delivered training for the introduction of the HR Business Partner model and role; scoping and negotiations led to a 49% savings in contract cost.

• Supported the redesign and expansion of HR Shared Services, including the consolidation of employee relations investigations, and co-sourcing of ADA and medical leave process.

• Created and implemented plan to stabilize, optimize and monitor new HR structure. Enterprise HR Manager, State Farm Insurance Companies, Bloomington IL, 2014 to 2016

• Led four HR teams providing service delivery and support to a Claims workforce of approximately 9800 leaders and employees (geographically disbursed).

• Provided counsel to executives on structure and organization design, enterprise workforce strategy, and implementation of operational excellence.

• Directed and facilitated HR support during a major Property & Casualty Claims Department reorganization and migration of over 4500 Claims employees, including structure realignment, change adoption and change management.

• Sponsored the creation of a HR development venue; creating a shared learning community fostering professional growth; attended by 150-200 employees each quarter.

• Designed and implemented a performance assessment reporting and follow up process; creating active monitoring and timely follow up by leaders.

• Implemented a survey targeting business area leaders; distributed to 1000 leaders; with a 45% response rate, 87% indicated HR is an effective business partner helping meet department goals.

Zone (Regional) HR Manager, State Farm Insurance Companies, Bakersfield CA, 2010-2014

• Led four HR Team Managers providing full HR service delivery support, recruiting, succession, and performance management to a workforce of 4000 throughout California.

• Developed and implemented strategy focused on employee engagement, productivity and operational effectiveness.

• Provided HR guidance and coaching to zone senior executive team on talent identification, workforce planning, selection, evaluation and motivation of senior leaders.

• Directed HR support for a facility consolidation in California from 21 offices to ten; concluded the migration and office closing in eight months; resulting in $24 million savings over five years.

• Led HR support to the restructure of the California Sales Leadership team; resulting in a flatter structure, improved communications, and an annual cost saving of $3.6 million.

• Developed a targeted recruiting approach to source and attract external talent to sales leadership roles; process and criteria adopted by other zones.

• Established a workforce dashboard providing workforce trends across several factors, including internal movement, performance, turnover, modeling and forecasting. Corporate HR Manager, State Farm Insurance Companies, Bloomington IL, 2007-2010 (multiple assignments supporting Contact Centers, Corporate Staff and Information Technology areas)

• Led a team of nine and directed HR service and support (employee engagement, succession, employee relations) to an IT workforce of 5500 employees. 4 P a g e

• Led a team of eight geographically disbursed HR leaders, providing HR support to a contact center workforce of 3200 leaders and employees.

• Provided HR expertise guidance and coaching to corporate department executive on talent identification, workforce planning, selection, evaluation and motivation of senior leaders.

• Collaborated with peer to design and implement training for HR generalists with a focus on coaching, consulting skills, and leveraging a sales approach to engage and influence leaders. Zone (Regional) HR Assistant Manager, State Farm Insurance Companies, Atlanta GA, 2005-2007

• Built an Agency Recruiting team of six recruiters responsible for sourcing and attracting talent to the entrepreneurial opportunity of a State Farm Agency.

• Worked with a team of ten recruiters to evolve both operations and sales recruiter metrics; incorporating direct hire and a partnership with hiring managers on retention throughout the life cycle of an employee.

• Developed and directed planning and recruiting of talent across South Carolina, Georgia, Alabama and Mississippi.

• Early adopter within the organization, investing in AIRS Recruiter training and resources to reskill and improve performance.

HR Generalist/Agency Recruiter, State Farm Insurance Companies, Duluth GA, 2003-2005 Manager, Insurance Support Center, State Farm Insurance Companies, Alpharetta GA, 2002-2003 Supervisor, Customer Care, State Farm Insurance Companies, Bloomington IL and El Paso TX, 1997- 2001

Senior Intelligence Analyst/Staff Sergeant, U.S. Army Special Operations Command, Fort Bragg NC, 1988-1996

EDUCATION

• Master of Business Administration (MBA), California State University, Bakersfield CA

• Bachelor of Science in Business in Marketing, Illinois State University, Normal IL CERTIFICATIONS

• Charter Life Underwriter (CLU) Professional Designation from The American College

• Chartered Property Casualty Underwriter (CPCU) Designation from The American Institute for CPCU

PROFESSIONAL AFFILIATIONS

• Member, Society Human Resource Management (SHRM)

• Member, Chartered Property Casualty Underwriter (CPCU)

• Member, 100 Black Men of America, Central Illinois Chapter

• Member, Military Business Resource Group, Edward Jones

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