Lake Forest College

DePaul University

The Chicago School of Professional Psychology

Leadership Development  -  Talent Management  -  Strategic Planning  -  Human Resources Director Vice President

Chicago, Illinois, United States

As in independent resource, conduct fixed-term projects for multiple clients providing expertise in HR leadership, leadership development and training such as:• 	Recruited to stabilize and then transform talent and compliance functions of a private equity portfolio company; requiring strong leadership to create and improve processes, train and coach leaders, represent the company to regulatory agencies, develop vendor partnerships, and to develop analytics and reporting.•	Direct the Consulting services of the Chicago School of Professional Psychology Business Department, supervising three Master's level I/O Psychology students consulting on Leadership Development Training, Process Consultation and  Customer Focus Group Facilitation for the Chicago Bulls.	•	Developed Certification Program and Curriculum for Regional Maintenance Managers for transportation company.•	Interim Senior HR Leader for local facility of 560 employees•	Re engineered processes, implemented Lean practices resulting in reduced turnover (by 30%), reduced days-to-hire (reduced aged reqs by 50%), reduced out-of-cycle payroll checks (by 90%), increased “Day 1 Wins” on-boarding readiness;•	Consulted to executives of $65M agency for development and implementation of leadership curriculum, presented to 14 cohorts of leaders representing programs from seven facilities.•	Sourced Multiple Technical roles for Chemical Manufacturer

Murphy Management Partners

Principal Consultant

GC America Inc., winner of the 2014 prestigious Deming Award for TQM, is part of GC Corporation, distributing professional dental products internationally and manufacturing in an FDA/cGMP regulated environment. •	Top HR Leader for 3 related corporations, in 3 facilities and a field org.•	Achieved recognition in world class HR Development practices from international panel of expert TQM examiners (Japanese Union of Scientist and Engineers)•	Successfully implemented HR–related functions of divestiture of 2 related corporations•	Establish foundation of corporate culture change through reengineering entire Associate Value Proposition including benefits, wellness and compensation•	Achieved Employee Engagement scores above Gallup’s norm (35% Engaged vs. 32% in Gallup’s database) by implementation of companywide and departmental action plans.•	Acted as fiduciary and administrator for 9 benefit programs, including plan design, broker and and carrier contract negotiation, administration, regulatory filings and audits.  •	Developed company leaders by implementing High Potential Leadership Development process, with defined Leadership Competencies, assessments, development activities and assignments•	Lead the development of a professional HRIS and related processes including change of payroll frequency, elimination of paper checks and employee self-service.  (UltiPro).•	Trained Managers to provide feedback, coaching and development •	Manage Employee Relations including policy management, training, discipline, coaching and negotiating settlements at State Human Rights Commissions and EEOC. •	Manage compensation treatment including job evaluation, surveys, wage structure dev. and merit and variable pay treatments.•	Manage Workers’ Compensation program including negotiating returns to work, and settlements at Illinois Commission.•	Successfully represented company’s human resources development function in annual audits to ISO13485 and FDA’s CFR 21-820.25

GC America Inc.

Senior Leader Human Resources

- Coached President and senior executives on communication strategies for organizational change announcements and performance discussions.•	Managed downsizing and multiple, major restructuring events integrating divisions within acquired and parent companies•	Facilitated employee focus groups to surface issues impacting morale and performance resulting in employees’ improved sense of fairness and improved sales performance levels.•	Developed performance management and development program unique to each function supporting different competencies required.•	Completed comprehensive sales incentive compensation survey.•	 Restructured Service and Technical Support functions to ensure correct leveling, job benchmarking, FLSA statuses, and compensation treatment.•	Implemented new benefits program, payroll cycle, and payroll system and a physical move to new building.•	Represented the company at IDOL, IDES and EEOC hearings

ABDick, A Presstek Company

Director, Human Resources

Keller Graduate School

Adjunct Professor, HR

- Consulted with business leaders to map and improve all processes for system conversion.•	Drove the design and implementation of Product/Channel Management business  planning initiative.•	Implemented performance appraisal program for management team new to this discipline.•	Designed and implemented Career Development and Coaching process.•	Coached managers in The Gallup Organization’s Strengthsfinder model.•	Developed and facilitated Talent Review and Succession Planning process for Senior Executive Team.•	Trained managers to provide feedback, to coach & conduct career discussions, and remain union-free. •	Managed 4 employees’ contributions to new-hire/benefits orientations, compliance training, learning management system administration, health & safety promotions and product training.

Alliant Credit Union

Director, Training and Organizational Development

- Managed projects to achieve certification to ISO 14001 (Corporate Project Management Team Member and Leader of Training, Communication and Change Management projects).•	Designed and implemented corporate communication campaigns for change to self-service HRIS on web-enabled Oracle application.•	Trained managers to provide feedback & coaching and to interview. •	Improved web-based, product training development process (Dreamweaver and  HTML tools used by developers on my team)•	Managed 5 employees, and their 7 divisional employees, who monitor plant employees’ job certifications, readiness for job grade promotions, and adherence to quality, safety and management priorities.•	Created Safety Month promotion to “package” security, workplace violence, and other safety initiatives.

Panduit

Manager Employee Development and Communications

- Created and implemented strategic HR planning process integrating information on performance, potential, career and competency development, future staffing requirements, diversity & retention goals, and compensation for 800 people in 6 sites.•	Guided the development and execution of organizational climate/employee opinion survey and consulted with department representatives on resulting positive-employee-relations plans such as mentoring programs and communication goals.•	Facilitated training on Leadership Skills, Managing Change, Giving Feedback, Managerial Ethical Business Standards and Avoiding Sexual Harassment for union and non-union plant management and corporate staff.•	Convened multiple action-teams during leadership transition to diagnose and solve morale and retention issues.•	Refined annual performance appraisal and trained managers to utilize “360 degree” feedback.•	Hired diverse MBAs from top-tier universities for a General Management rotation program I designed.•	Developed succession and development plans for President level successors and functional leadership.•	Sponsored Union-Avoidance training as prevention measure when union threatened a campaign.

Deborah Murphy

Deborah Murphy