Balance high standards with openness, empathy, and accessibility across multiple functions. Outstanding record in personnel training, development, and leadership. History of developing successful programs from conceptualization and design to implementation and follow-through. Excellent communication, negotiation, and problem-solving skills.
Recruitment & Selection / Performance Management / Benefits / Strategic Business Management
Consensus Building / Employee Relations / Employee Training & Development / Succession Planning/ Workforce Planning / Retention / Program Leadership / Policies & Procedures
PROCTOR ENDOWMENT HOME, Life Care Retirement CommunityPeoria, ILDirector of Human Resources01/2007 to 01/2015
Hired to create the first full-time HR Director position in the organization's history.
Oversee all Human Resources operations and work in constant collaboration with cross functional teams including the Health Care Center, Building Services, Resident Services, and Dining Services.
Scope of responsibility includes employee communications, performance reviews, exit interviews, process analysis / improvement, and strategic planning.
Challenge: The organization's performance management process was weak, with no repercussions for performance failure.
Action: Worked in concert with other directors to identify weaknesses and pioneer corrective action procedures, with steps for corrective action clearly outlined, in addition to specific consequences.
Impact: Revamped staffing to create a dedicated and collaborative personnel base, improving performance and employee satisfaction.
Introduced a performance review process that was closely linked to job descriptions, with expectations and goals clearly defined.
Spearheaded the development and implementation of a pay-for-performance model to replace an automatic annual cost of living increase.
Put a Years of Service recognition program in place, fostering interaction and teamwork across all departments.
Championed the implementation of an annual, enterprise-wide charitable program that encouraged employees throughout the organization to volunteer for a selected nonprofit organization during the holidays.
Developed wellness programs to encourage and support employees making healthy lifestyle choices.
BRADLEY UNIVERSITYPeoria, ILCoordinator01/2004 to 01/2007
Turning Point Retention Program Provided strategic support to students on academic probation, including individual consultations and group study-skills instruction.
Fostered relationships with students at risk of leaving school, effectively increasing student retention.
AFFINAPeoria, ILManager01/1997 to 01/2003
Promoted to create a position to bolster positive employee relations during a period of considerable growth.
Provided leadership in performance management and partnered with the Executive Team to strategically position human resources with business initiatives.
Assessed the strengths and weaknesses of management trainees and served as a link between the two groups.
Contracted with a consultant to develop an online employee survey, met with employee groups, and developed action plans in collaboration with supervisors across all departments.
Subsequently setup and managed an annual employee attitude survey company-wide, incorporating the facilitation of focus group meetings and feedback monitoring.
Impact: Developed a performance recognition program that improved productivity and job satisfaction.
Challenge: The company had no succession program.
Action: With the support of the Executive Team, partnered with Bradley University's Center for Creative Leadership to introduce a leadership development program.
Incorporated targeted management and cross-functional training.
Impact: The program was successful in identifying strong leaders for the organization, some of whom are still there today.
Human Resources DepartmentHR Generalist01/1994 to 01/1997
Recruited by a former client to manage recruitment and selection processes for both exempt and non-exempt positions.
Researched and selected call center testing instruments.
Designed candidate selection processes at the corporate level to enhance "best fit" decisions for executive and management positions.
Promoted to Manager of Employee Relations.
MS:Organizational/Industrial PsychologyILLINOIS STATE UNIVERSITY, ILOrganizational/Industrial Psychology
BA:Psychology & English LiteratureSAINT MARY'S COLLEGE, Dame, INPsychology & English Literature
Myers-Briggs Type Indicator (MBTI)
*Society for Human Resource Management (SHRM), General Certificate Program (1994)
AAIM Employers Association / SHRM
academic, call center, consultant, client, Employee Relations, employee communications, focus, functional, Human Resource Management, Human Resources, HR, instruction, Leadership, leadership development, Director, meetings, enterprise, performance reviews, performance management, personnel, processes, process analysis / improvement, recruitment, staffing, strategic, strategic planning, teamwork, Type