SHEILA KENNEDY, Ph.D.

A Human ResourcesArchitect- Building the right HR model for your organization while taking it to the next level.

  • Increased organizational productivity by 35% ($3 million) and job satisfaction by 75% within 6 months
  • Reduced unrealized employment costs by 65% ($1 million) within 3 months

ORGANIZATIONAL DEVELOPMENT: Over 20 years of organizational development success

  • Designed scalable 360° competency models (evaluating performance, continued education and bonus payout)
  • Developed change management, succession planning, career paths, job descriptions, surveys and training programs
  • Currently developing a modular behavioral profiling system and a book on what to do with the results

RECRUITING: Over 20 years of recruiting with 99% closure at the offer level

  • Recruited 60+ candidates per quarter, 750 employees within 2 years, maintaining 90% retention
  • Reduced turnover and cost-per-hire by 50%-70% and trained behavioral interview techniques (entry to executive)
  • Developed and implemented workforce planning programs and staffing alignment strategies

COMPENSATION: Over 15 years with the development, design, and implementation of various compensation plans

  • Designed compensation structures, bonus and incentive programs, sales programs and compensation matrix
  • Managed national compensation analysis and scalable program design and implementation (sophisticated to simple)
  • Developed and implemented career ladders, job families, compensation matrix and career paths matrix

OTHER HUMAN RESOURCE PRACTICES:Over 10 years experience with design/audit/setup of the HR department

  • Managed benefits (benefits analysis and cost reduction), HRIS (design and training), Employee Relations (all facets)
  • Managedlabor relations (EEOC, ADA, ADR, ADEA, FEHA, FLMA, FLSA, OSHA, and ISO 9000/2000)
  • Managed Workers’ Compensation and Risk Management/Safety programs

Doctorate of Philosophy (Ph.D.) Behavioral Science (2004)

Associate Degrees: Pre-Law, Graphic, Interior and Architectural Design - Memberships: PIHRA, SHRM, NHRA and HRIC

PROFESSIONAL EXPERIENCE

Senior Human Resources Consultant, Various Clients –So CA6/1999 to Present (Also consulted in 1993-1994)

  • Management of all HR practices (Organizational Development, Recruiting, Compensation, Benefits, HRIS and ER)
  • Strategic and operational HR development, redesign and reprocessing, HR maintenance and team/individual training
  • Complete HR setup, audit, reorganization or individual HR practice designincluding needs assessments
  • Designed 360° competency models, incentive/bonus structures, succession and change management programs
  • Developed cross-training, continued learning, mentoring, executive coaching and other training programs
  • Composed 400+ legal/functional job descriptions, legal contracts, branding/marketing adds and various company forms
  • Development of recruiting programs/processes, training behavioral interview techniques and retention
  • Created compensation programs, structures, philosophies, benefit programs, audits, restructuring and cost reduction
  • Deployment of Best Practices, Six Sigma and World Classpractices
  • Positions held: VP/Director of HR, OD PM, Recruiting Director/Manager, Senior IT Recruiter, Compensation Analyst
  • Clients: Hewitt, Capgemini, GM, QuickStart, SDC Tech, UPS, Mazda, Toshiba, New Century, WAMU, Wells Fargo

National Director of Recruiting, The Advantage Group West, Inc. Beverly Hills, CA - 1995 to 1999

  • Contract and contingent recruiting management, (increased revenue by 25% - $1M)
  • Originally hired as a Human Resources Consultant and promoted to National Director of Recruiting within 2 years
  • Developed and implemented a proprietary Behavioral Profiling system (AGWI)
  • Currently on the board of directors since 1999