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Vice President Human Resources in Chicago IL Resume Karen York

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Vice President Human Resources in Chicago IL Resume Karen York Powered By Docstoc
					                                     KAREN C. YORK, SPHR
        Evanston, IL 60201 • (847) 571-5167 • karenyork0@gmail.com • www.linkedin.com/in/karenyorkhr

EXECUTIVE SUMMARY
Strategic, creative HR executive with consistent track record of measurable results creating and leading HR
departments as valued strategic partners by planning and integrating HR initiatives with business plans to achieve
critical short and long-term organizational goals. Change agent with outstanding strategic vision, leadership,
communication and organizational skills. Demonstrated exceptional leadership ability and ingenuity in developing a
positive work environment by building and mentoring highly effective teams focused on creating high-performance
organizations.

                                 15+ Years Progressive HR Leadership Experience
                                   M.A., Industrial/Organizational Psychology
                      Certified SPHR (Senior Professional of Human Resources) since 1999
                                    Proficient in French, Spanish and German

                                         Demonstrated Areas of Expertise:
                   • HR Transformation • HR Strategy & Operations • Organizational Development
       • Employee Relations • Employee Engagement • Work/Life Effectiveness • Employee Communications
         • Talent Acquisition & Retention • Compensation, Benefits & Wellness • Performance Management
 • Legal Compliance & Labor Relations • HRIS/Payroll • Policy Design & Administration • Learning & Development

PROFESSIONAL EXPERIE NCE
V.P. & DIRECTOR, HUMAN RESOURCES & WORK/LIFE                                                    8/2001 – 4/2009
Rauland-Borg Corporation, Mount Prospect, IL- Directed HR strategy and operations, leading HR staff of six at
corporate headquarters and subsidiary business units at this privately-held telecommunications firm with $100 million
in revenues and 520 employees at 4 U.S. and international locations during 8-years of record growth in revenues &
employment. Reported to CEO; advised CEO, executives and Board of Directors as member of six-person executive
team. Represented organization as corporate spokesperson in print and television media and as a speaker at local and
national conferences. Elected vice president and corporate officer by Board of Directors within 6 months of hire.

HR TRANSFORMATION/ORGANIZATIONAL DEVELOPMENT
Challenge: Evaluate and reengineer HR function and implement HR-Work/Life strategy to promote
           organization‟s values and goals to employees and implement corporate practices, programs & policies
           to drive and sustain employee engagement and work/life effectiveness. Support organizational growth
           and establish company as employer of choice to attract and retain top talent and to reduce turnover.

Solution:       Analyzed current HR structure, organizational business climate, corporate policies & practices and
                compliance issues. Formulated and implemented multi-faceted OE strategy to establish appropriate
                HR functions, programs & initiatives to address primary causes of employee dissatisfaction, turnover
                and legal noncompliance.
                 Engaged executives and senior managers to identify and effectively address departmental
                    employee issues and HR service needs.
                 Reengineered corporate HR function from transactional, administrative function to strategic,
                    customer-centric business partner with mission to improve organizational effectiveness through
                    employee satisfaction. Recruited, trained and mentored successful professionals in HR
                    management, recruitment, benefits management, learning & development, wellness and
                    administration.
                 Conducted employee focus groups and company-wide engagement survey (92% participation) to
                    identify OD priorities and determine strategy to effectively address identified priorities of
                    compensation, performance management, leadership development, team building and flexible
                    work options.
                 Instituted organization-wide policies on harassment/discrimination, FMLA, ADA and workplace
                  violence to include mandatory employee/manager training, investigatory procedures & consistent
                  corrective action.
                 Implemented multi-function HRIS to more effectively manage people resources & staffing
                  through reporting & metrics, safeguard employee records and information, improve compensation
                  & benefits administration and ensure legal compliance.
                 Created and produced reports to provide first metrics and analysis of employee turnover,
                  continuing education & training, total compensation, employee demographics and benefits costs.
                 Advised and coached executives & managers and collaborated with legal counsel to effectively
                  address & resolve issues of employee morale, performance management, employee relations and
                  legal concerns.
                 Conceived and implemented multiple creative employee engagement initiatives to improve
                  employee satisfaction, including establishment of demographically-representative employee
                  Work/Life Advisory Committee to advise management on employee issues and concerns, and to
                  serve as an informal communications conduit regarding company initiatives.
                 Implemented and managed corporate compensation structure and policies to ensure employee
                  satisfaction, market competitiveness, internal/external equity and legal compliance.
                 Collaborated with executives and legal counsel to initiate and implement engineering department
                  restructuring to drive departmental reorganization, professional development and legal
                  compliance. Included creation of new career path structure, job descriptions, compensation
                  structure for all engineering jobs and FLSA reclassification of 3 job categories.
                 Created corporate training & development function responsible for sourcing, designing and
                  delivering training on quality, customer service, technical skills and leadership development.
                 Directed development of corporate Leadership Competencies and Expectations and led
                  development of Leadership Excellence and Development (LEAD) program to improve
                  organizational leadership effectiveness.

Results:      *Voluntary turnover reduced to record low of 2.5% in less than 2 years; maintained throughout tenure
              *Average employee tenure increased to record-high of 10.2 years
              *Actionable EEO/IDHR complaints eliminated (0 filings) within 1 year
              *95% of employees agreed/strongly agreed that “People of all cultures, races and gender are accepted”
              *96% of employees agreed/strongly agreed that “I like working at Rauland.”
              *98% of employees agreed/strongly agreed that “The work I do is important to Rauland‟s success”
              *Achieved nationwide recognition as an employer of choice as:
                  The Honor Roll of The Center for Companies That Care, 5 consecutive years
                  2007 Top Small Workplaces Finalist by The Wall Street Journal/Winning Workplaces
                  35 Companies You Want to Work For by FastCompany.com
                  Featured on Chicago Tonight (TV) and in The Wall Street Journal, Crain’s Chicago Business,
                     Business Week, and Pioneer Press

BENEFITS AND WELLNESS
Challenge: Improve market competitiveness of benefit plan designs and costs, while improving employee and
           dependent satisfaction with all benefit programs, primarily medical plan.

Solution:     Formulated and directed proactive, creative, multi-year employee benefits strategy with focus on
              preventative care, wellness & service resolution to achieve strategic cost containment through
              employee health and satisfaction.
               Replaced benefit brokerage firm by engaging and partnering with full-service benefits consulting
                  firm to implement a comprehensive employee benefits strategy focused on achieving
                  organizational goals through benefits plan effectiveness
               Instituted self-funded PPO plans for medical and dental to improve satisfaction through increased
                  control over plan design and employee service resolution.
               Introduced vision care plan and full-service EAP/resource & referral benefit including
                  professional advisors for financial, legal and family issues and work/life resources.
                   Collaborated with executive management to institute incremental annual increases in employee
                    cost share for co-insurance, deductibles and out-of-pocket maximums while maintaining 100%
                    coverage of preventative care.
                   Directed implementation of employee education initiatives to improve understanding of benefit
                    plan options, policies and procedures. Initiatives included benefit fairs, seminars, payroll stuffers,
                    posters, educational meetings, and direct mail to home for dependents.
                   Originated and instituted comprehensive Health Management and Wellness program to encourage
                    and support healthy lifestyles to reduce costs, illness, and injury by increasing awareness,
                    education and encouraging behavioral change. Programs included educational seminars, free
                    annual flu shots & health risk assessments, health coach, nutritional counseling, smoking
                    cessation, weight management, and establishment of on-site fitness center with full-time
                    Fitness/Wellness professional providing free fitness coaching.
                   Directed development of employee HR/Benefits website through outsourced vendor to create 24/7
                    information source for all employee benefits, links to provider websites, plan descriptions,
                    summaries & forms and corporate HR policies, programs, forms and information for candidates
                    and employees/dependents; included online orientation resources for new employees to enhance
                    and improve on-boarding efficiency and effectiveness.

Results:        *100% elimination of employee complaints & unpaid medical claims within 12 months
                *70% of employees rated compensation and benefits „favorable‟ or „strongly favorable‟
                *58% participation in annual health risk assessments; 80% participation in annual flu shots
                *75% of identified high-risk HRA participants engaged in Health Coach outreach program
                *Rauland named one of 103 “Healthiest Workplaces in America” in 2008.

VICE PRESIDENT, HUMAN RESOURCES                                                                              2000
SCB Computer Technology, Inc., Memphis, TN – Directed HR strategy & operations and led HR staff of 4 at corporate
headquarter and 3 HR representatives at 7 regional/subsidiary offices for this national, publicly-traded IT outsourcing
& consulting firm with 1,000+ employees in 48 states at public & private corporations and state government.
Reported to Chief Administrative Officer.

MANAGER, HUMAN RESOURCES & ADMINISTRATION                                                            1998 – 2000
Looney Ricks Kiss Architects, Inc., Memphis, TN – Created and established professional HR function at this privately-
held architectural & design firm with 150+ employees in 4 national offices. Reported to Managing Principal.
Directed 5 administrative staff.

ADJUNCT PROFESSOR, HUMAN RESOURCES MANAGEMENT                                                         1998 - 2001
University of Memphis, Fogelman College of Business & Economics, Memphis, TN – State university with 15,000+
undergraduate enrollment. Reported to head of Department of Management. Instructor of HR Management.

HR & PERFORMANCE MANAGEMENT CONSULTANT                                                                1998 - 2001
Performance Solutions, Memphis, TN – Self-employed; provided consulting services in areas of human resource
management, organizational development, learning & development and performance management to client companies
such as YWCA and Chamber of Commerce and others in industries including professional services, non-profit social
services, manufacturing, financial services and supply-chain management.

ORGANIZATIONAL DEVELOPMENT/LEADERSHIP CONSULTANT                                                    1994 – 1998
First Horizon National Corporation/First Tennessee Bank, Memphis, TN – Consulted and advised all levels of
management during period of significant organizational development and acquisition activity to ensure consistent
institutionalization of organizational policies, procedures and practices for this national, publicly-held financial
services/bank holding company with $29 billion in assets and 10,000 employees. Reported to Vice President, Learning
& Development.

EDUCATION
M. A., Industrial/Organizational Psychology                                Louisiana Tech University, Ruston, LA
B. A., cum laude, Foreign Languages (French, Spanish, German)              Rhodes College, Memphis TN
Mortar Board Honor Society

PUBLIC SPEAKING ENGAGEMENTS
Equipping New Partners in the Workplace to Combat Cancer; Annual Volunteer Conference, American Cancer
Society, Illinois Division, 2008
Best Practices of Honor Roll Companies; Center for Companies That Care National Honor Roll Conference, 2007
The Success Cycle: Achieving High Performance; Rauland-Borg Distributor Conference, 2006
Maintaining Employee Morale with More than Money; Human Resources Management Association of Chicago
(HRMAC), 2005
Employer Perspectives on Healthcare; BlueCross BlueShield Association National Finance, Actuarial &
Underwriting Conference, 2004
The Honor Roll of Companies That Care; Chicago Tonight, 2003

PROFESSIONAL AFFILIATIONS & MEMBE RSHIPS
WorldatWork
Society for Human Resource Management (SHRM)
American Society for Training & Development (ASTD)
The Center for Companies That Care, Board of Directors 2010; 2002-2006; Secretary, 2005; Membership, 2009

				
DOCUMENT INFO
Description: Karen York is a strategic, creative HR executive with a consistent track record of measurable results creating and leading HR departments as valued strategic partners by planning and integrating HR initiatives with business plans to achieve critical short and long-term organizational goals. She is a change agent with outstanding strategic vision, leadership, communication and organizational skills. Karen has demonstrated exceptional leadership ability and ingenuity in developing a positive work environment by building and mentoring highly effective teams focused on creating high-performance organizations. She has 15 Years Progressive HR Leadership Experience.