HR Manager/Recruiter

Monica Martin

* ******* ******, ********** ** *1944 ***********@*****.*** 207-***-****

Human Resources Leader with 15 years of experience

• Organizational Development • Culture Change • Employee Relations • Talent Management

• Layoff Management • Recruitment • Strategy Alignment • Project Management

• Leadership Development • Consulting • Succession Planning • Compensation

Highlights of Accomplishments

• Create, facilitate, implement and align HR programs on culture change, talent management, leadership, and HR strategy to help the organizations and business leaders meet their goals

• Achieved reputation for upgrading HR value proposition, visibility and impact at last 4 companies. Able to formulated strong business partnerships, provided superior customer service and delivery of HR products and services that effectively match business needs by focusing on solutions and results

• Trusted HR business partner for executives and management. Strong coalition builder and facilitator focused on coaching, problem resolution, creative solutions and conflict management. Proactive in employee relations and able to resolve sensitive issues quickly

• Strong project management that creates process re-design, streamlines, creates scalability, and policy implementation that yielded cost improvements, increased service and improves business

• Proven track record of recruitment that has high retention, shortens cycles and improves procedures

EXPERIENCE

CAMDEN NATIONAL CORPORATION (NYSE: CNC) Rockport, ME 8/2009- 2010

(Community Bank and Financial Services Company 450 employees and 27 locations)

Vice President, Human Resources Manager

Responsible for Employee Relations, Payroll, Recruiting and Corporate Culture.

• Sourced and gained approval, implemented and trained company on a new performance management system (Wingspan). Redefined and automated talent management processes and introduced competencies and corporate wide goal setting

• Increased HR utilization and improved employee relations process, documentation and investigation procedures. Improved team collaboration, morale and skills of HR

• Introduced new analytics and process to communicate and improve results of culture survey

WRIGHT EXPRESS (NYSE:WXS) Portland, ME 1/2003 – 12/2008

(Financial Services Company that has national and international offices and 900 employees)

Organization Development Manager and HR Divisional Manager 2006 - 2008

Talent Management

• Created first Talent Management Summit that impacted swift organizational changes and increased successor readiness. Facilitated and gained agreement on abilities/skills of senior management, addressed talent gaps, resources limitations, and created alignment of operational and strategic goals

• Implemented and created Talent management program throughout all levels. Successfully tied program to performance reviews, Executive MBO incentives, and selection criteria

• Created and rolled out Succession planning. Analyzed organizational readiness and ability to meet corporate and operational goals. Implemented and aligned solutions that addressed talent gaps, low performers, and engagement strategies for top performers. Created presentations for the board

• Managed layoffs: responsible for project and communication plans, guidelines process and tools. Able to reduce cuts in largest layoff by organizational redesign of sales and operational groups. Met aggressive deadlines, limited legal exposure and successfully limited publicit.

Culture Change

• Drove culture change from collaborative culture to competency based through strong communication, education, visible executive advocacy and alignment and changes of all core HR programs

• Implemented and rolled out new leadership competencies. Managed all assessments, 360’s, tri-alogs and career development plans utilizing: Leadership Effectiveness Analysis, Watson Glazier, Myers Briggs and Personalysis. Created reports and analysis for executives and the board that drove talent summit, succession planning and performance reviews

• Transitioned and supported all newly acquired companies both international and domestic. Identified and addressed areas of coaching, conflict and training and created company policies

• Helped manage transition through IPO. Determined new polices, rewrote mission, values and competencies. Created code of conduct, hotline, handbook, NEO and trainings sessions

• Created CEO and Executive Round Tables to help executives gain pulse of the organization. This improved communication, aligned departments, and increased responsiveness to problems

Organization Development and HR Management

• Managed organizational changes and alignment to match business and economic needs, succession planning and culture changes. Responsible for communication plans, project timelines, and follow up

• Created rolled out and trained HR and management on new performance improvement process which reduced risk and limited exposure. Served on Crisis Management Team that reported to the board

• Introduced DDI recruiting tool/model which resulted in increased time to post and fill positions, decreased turnover, and increased manager satisfaction by 21%

• Managed and redesigned pulse survey: increased response rate (68% to 92%), analyzed results, addressed gaps and formulated solutions that increased results by >15%

Training and Development

• Managed training of ERP conversions and introduced coaching model that increased readiness and decreased productivity dips

• Implemented a new LMS system and web based training (business and technology) which reduced cost of a class to $10.80 and increase participation (845 classes taken in first 6 months) and availability

• Increase management effectiveness and longevity by providing new manager assimilations, trainings on engagement and performance, facilitating team building and conflict management sessions which increased efficiencies and performance

FORRESTER RESEARCH (NYSE:FORR) (International Research firm) Cambridge, MA 2000 – 2002

Strategic Growth Consultant- Supported 650 employees in Technology, Sales, and Operations

• Developed and rolled out a unified Performance Improvement Process and trained HR and Managers

• Created online 360 competency based performance evaluations and ranking process for Sales; rolled out new Sales compensation, relocation and management policies

• Created and rolled out training on: team development, interviewing, and leadership skills. Facilitated and evaluated the Campbell Organizational pulse survey

• Hired 24 senior people in 2 months and attained growth goal of 300 highly specialized employees

• Restructured and completed a 15% workforce reduction and closed several remote offices

BROWN BROTHERS HARRIMAN & CO (International Finance firm) Boston, MA 1995 - 2000

Senior Generalist - Served 700 employees in Systems, Global Custody, Audit and Accounting

• Developed and trained: new performance evaluations, competency modeling, succession planning and assisted with departmental restructuring, and created new HR reports for departments

• Created recruiting and retention programs for Technology that reduced turnover 38% to 8% in 4 years and costs per hire by 32%. Implemented “hire up” program for Custody department which reduced time to fill by 43%

• Developed first internet strategy for recruiting (one of first 20 Monster clients), streamlined overall recruiting process, automated headcount requisition, and rolled out interview training

• Researched and aged salary compensation information for Technology, Finance and Sales

Tech Specialists (National Placement firm) Waltham, MA 1992 - 1995

Senior Technical Recruiter- Generated 1.5 million revenue, top revenue producer for 3 years

AWARDS

• Won first Woman’s Policy Center Award for Wright Express in 2005 for victims of violence program and management of highly sensitive employee relations issues

• Won 2 WEXcellence awards for: managing layoffs in reduced time frame with sensitivity and results achieved in several departments that improved process and achieved business goals

EDUCATION and CERTIFICATES

• Masters of Science in Human Resources and Counseling at Northeastern University, Boston, MA

• Bachelors of Arts in English/Psychology at Kenyon College, Gambier OH

Certificates: Negotiation (Simmons College) and Compensation (Northeastern University), Facilitative Leadership (Interactive Associates) and Integrity Selling (Integrity Solutions)

Certified in: Leadership Effectiveness Analysis (LEA), Personalysis and Predicative Index.

Workshops: Mediation, Myers Briggs, Facilitation, Group Counseling, Team Building, Coaching, Technology for Recruiters, Leadership, Performance Appraisal, Business Writing, Presentation Training, and Employment Law.

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