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Details of Philip Kelley


Philip Kelley

Director of Human Resources

Grayslake, United States
Industry Category: Construction Technology - Software
Relocation Preferences: open
Personal Website Link:: http://www.linkedin.com/in/philipkelley
Video URL Link: http://
A Human Resources Executive specializing in reorganizations and infrastructure development in the consulting and financial services industries. I seek positions where I can leverage my experience to help grow the bottom line financials, improve employee engagement and retention, and modernize HR in a strategic manner with goals of the business.

Philip Kelley'S Overview

Resume:
Core Competencies

Benefits Administration
Budgeting and Forecasting
Building Relationships
Communications
Compliance and Regulations
Customer Orientation
Employee Relations
Performance Management
Persuasion
Policy Development
Problem Solving
Project Management
Talent Management
Team Building
Training and Development
Union and Union Avoidance

CANOPY FINANCIAL, INC. 5/2009 2/2010 (Bankruptcy)
Director of Human Resources
Key Accomplishments:
Architect of company-wide HR infrastructure in start-up environment for multiple locations in three states.
Led company through reorganization efforts impacting human capital and business functions and played key role on M&A team tasked with selling the organization.
Human Capital lead for all wind down activities involving, payroll, benefits, employee communications, and plan terminations.
Designed, trained, and deployed the performance management process and developed strategic linkages with the compensation administration plan linking pay to performance.
Conducted needs assessment of management training and developed targeted plans to address gaps at all levels.
Design end to end recruitment process with competency based evaluations and reduced recruitment expenses by $150,000 over a 6 month period while growing the organization from 80 to 110 in 4 months. Developed position descriptions for all existing and new positions and completed compensation study to competitively price roles to attract top talent in the industry.
Designed the corrective action policy and trained all managers on appropriate administration and interpersonal communication for effective people management.

MUSEUM OF SCIENCE AND INDUSTRY 10/2007 2/2009 (Reduction in Force)
Business Partner, Human Resources
Key Accomplishments:
Led a departmental reorganization that impacted 125 employees with no post reorganization litigation.
Developed service level guidelines for inquires to the HR department.
Identified 30% budget reductions for recruitment, professional development, employee relations, and policy enhancement functions while maintaining service levels across the organization.
Redesigned and deployed organization wide HR policies and procedures.
Designed annual recruitment plan to staff up during high volume periods while remaining under budget.
Redesigned the exit interview process to provide data to company leaders regarding attrition trends.
Chief adjudicator for employee complaints/investigations reaching successful resolutions with no external litigation.
Trained managers on legal and appropriate content to be included in performance appraisals and structured performance management methodology.

INFOSYS TECHNOLOGIES LIMITED 5/2006 10/2007 (Accepted new opportunity during reorganization)
Global Human Resources Manager
Key Accomplishments:
Redesigned the Sales Incentive Plan to remove interpretational concerns allowing accurate forecasting of variable earnings.
Developed behavioral based competencies for all Client Services Group roles.
Reduced recruitment time from 43 days to 22 days increasing pipeline of revenue generating employees that led to 40% growth across 22 vertical and horizontal business units.
Developed and deployed Human Resources policies for employees in the Unites States, Canada, Europe, Australia, China, Japan, and India while ensuring proper work authorization and visa/immigration approval. Analyzed all Human Resources policies throughout the world and implemented changes to increase consistency and equity.
Project managed IS requirements gathering to redesign and automate additional functions of the appraisal process.
Audited all Performance Appraisals and provided targeted feedback to all members involved in the process.
Led all Human Resources functions for the senior most revenue generating executives in the company. Recruited, hired, and oriented Engagement Management and Sales Manager workforce.
Forecasted and budgeted human resources needs for five year growth projection.
Selected to function as back up to Head of North American Human Resources.

HEWITT ASSOCIATES 4/2004 12/2005 (Completed Implementation)
Human Resources Service Center Manager
Key Accomplishments:
Recruited service center staff over two month period at $125,000 below budget and attained company-wide retention goals.
Developed and deployed a new recruiting strategy at 65 manufacturing locations across the country to decrease attrition while achieving cost savings of 2 million annually.
Partnered with client to define requirements for implementation of a 15 year Human Resources, Benefits, and Payroll outsourcing contract after negotiating the sale.
Chief practitioner of all aspects of Human Resources, Health and Welfare, Defined Benefits, and Payroll for 24,000 manufacturing active and retirees.
Managed 2 Unit Managers and 3 Project Managers, 12 Human Resources Specialists, and 10 Customer Service Associates that provided consultative HR leadership for our clients' HR community, managers, and employees.
Designed Standard Operating Procedures and processes for work going to overseas Hewitt locations.
Reviewed grievances filed by union members with client HR to determine the most appropriate course of action and provided parameters for resolutions.

AON CONSULTING 7/2000 9/2003 (Reduction in Force)
Human Resources Manager
Key Accomplishments:
Spent approximately 40% of time successfully recruiting for new business contracts and implemented new service delivery model resulting in decreased attrition and improved efficiency.
Defined strategic direction for all recruiting efforts through agencies, ads, Internet, internal postings, etc. and negotiated decreased fees from 25% to 17% for difficult to fill technical and management positions. Achieved $500,000 in savings during first year.
Conducted interviews for all senior management positions. Negotiated salary requirements on average 7% lower than the budgeted amount.
Developed and delivered Behavioral Interviewing training module for Service Center Managers and implemented SMART goals and competencies for Human Resources Outsourcing.
Authored Recruiting Manual and Guidelines, New Employee Orientation Guide, New Hire Procedure's Manual, and Supervisor's Manual.
Oversaw merger of Actuarial Sciences Associates, Inc., ASA, and Aon offices increasing employee population by 125.
Project managed salary equalization plan for five ASA offices in conjunction with Aon integration schedules.
Managed the HR Department for a 400 person call center focusing on defined benefit administration, health and welfare, defined contribution, and human resources outsourcing also Winston-Salem and New Jersey offices the result of Aon Consulting's acquisition of ASA.
Supervised a Human Resource Generalist and an Administrative Staff ensuring timely and accurate work performance.

ELECTRONIC DATA SYSTEMS (EDS) 1996 2000 (Moved out of State)
Service Relations Supervisor/Transition Coordinator (Promotion) 08/99- 06/00
Service Relations Supervisor (Promotion) - 04/98 08/99
Team Leader 09/96-04/98
Key Accomplishments:
Achieved cost savings of 3.7million as result of employee outplacement. Developed and deployed employee outplacement efforts for 117 employees into new and existing opportunities within EDS and General Motors prior to contract end date.
Transitioned the General Motors Dealer Business Center to a new vendor in two regions of the United States while providing education and development, policy and procedure, and ongoing start up support.
Transitioned employees from exempt to non-exempt status working with the Department of Labor Relations to ensure FLSA, federal, state, and local compliance.
Deployed union avoidance techniques which prevented employee organizing efforts and implemented recognition program to prevent the necessity of bonus programs.
Managed all human resources and call center operations for 5 teams totaling 65 employees.
Coached Supervisors on appropriate resolutions to resolve employee relations issues and implemented corrective actions when appropriate.
Contributed research to team developing Request For Quote, RFQ, pricing new call center business and contract extensions.


EDUCATION
University of Detroit Mercy
BSBA
Major - International Marketing and Public Relations
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