Kelly Wadsworth
Human Resources Leader: Raising The HR Bar On Change And Performance Measurement
Urbandale,IA
Summary
Human Resources Leader ~ Strategic HR Business Plan Developer within Customer Care and Financial Organizations / Visible Business Partner Across Multiple Business Functions/ Implementation of Change Initiatives Driving Business Results /Executive Team Member Master’s Degree in HR/ Business / SPHR Certification / Six Sigma Green Belt Certification /Strengths and Values: Positivity, Strategic, Developer, Belief and Learner / Values include: Integrity, Transparency, Being Authentic, Vulnerability, and “roll up the sleeves” work ethic.
Overview
11
11
years of professional experience
Work History
Vice President of Human Resources and Safety
Seneca Companies Inc
09.2019 - Current
- Led efforts in employee development by creating “BARS” assessments for performance management—Level-Set bell curve and eliminated subjective evaluations by 37%
- Designed turnover predictor model that identified top 15% of future attrition: Cost savings of $62,50010 months
- Streamlined Workers-Compensation reporting to eliminate incidences of “recordable” injuries-22% cost reduction from prior year
- Create succession plan for top 25% of leaders for both off and field employees (superintendents and foreman)
- Redesigned employee on-boarding experiences for blue collar employees—0-6 months—reduced turnover by 22% resulting in costs savings of $71,000 over 6 months
- Create new reporting and monitoring systems for Safety (OSHA) and DOT / Fleet Management
- Provided guidance and consultation to district managers to identify strategies to meet short and long-term business needs
- Achieved regulatory compliance with no adverse audit findings for facilities, documentation compliance or safety
- Implemented behavioral-based performance management system to define expectations, standards and key performance areas
- Coordinated and worked with management on performance evaluations, supervisory practices, dispute resolution and employee accountability
Director of Human Resources and Development
Wolf Construction Services Inc
01.2016 - 01.2019
- Created new recruiting model for hiring both exempt and non-exempt employees
- Implemented new employee recognition and appreciation system
- Redesign of compensation and benefit program to fit company size and revenue (10% cost reduction)
- Co-creation of new culture of “pay for performance” and increase of employee engagement indexes
- Developed succession plans and promotion paths for staff
- Liaised between multiple business divisions to improve communications
Vice President of Human Resources and Organizational Development
Ryko Solutions
Des Moines, IA
01.2011 - 01.2015
- Directed HR operations for heavy-duty electronics manufacturing organization of 1000 employees
- Designed new compensation program for both exempt and non-exempt employees
- Increased employee engagement index by 15% thru implementation of new performance management program
- Managed development and yearly assessment of senior level employees—identification of new and existing position competencies
- Created stronger HR influence in plant operations—formed business relationships with operations and front-line assembly employees
Vice President of Human Resources
Affiliates Management Financial Services Company
Des Moines, IA
01.2009 - 01.2011
- Provided HR strategic and operational support for AMC’s “for-profit companies” including Iowa Credit Union League
- Under direction of CEO, created new cultural norms for AMC by combining five diverse companies under AMC umbrella—extensive experienced gained in culture creation—elimination of duplication saved approximately $150,000 over 15-month period
- Launched new approach to managing employee performance—began on-line assessment of performance using “real-time” measurements and daily results postings (into new system)
- Raised Bar” within HR Team—created new service level agreements and rebranded HR as Business partners with operations
- Identified, created and implemented formal performance management guidelines to reduce inconsistencies [34% and increase productivity 22%
Education
Master of Science - Business / Human Resources Management
Utah State University
Logan, UTBachelor of Science - Applied Economics
Utah State University
Logan, UTAssociates of Science - Law, Human Resources
Brigham Young University - Idaho
Rexburg, IDSPHR -
HRCI
01.2006 - 01.2006
Six Sigma Green Belt -
Villanova University
Villanova, PASkills
Strategic HR Business Planning
undefinedWork Availability
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Timeline
Vice President of Human Resources and Safety
Seneca Companies Inc
09.2019 - Current
Director of Human Resources and Development
Wolf Construction Services Inc
01.2016 - 01.2019
Vice President of Human Resources and Organizational Development
Ryko Solutions
01.2011 - 01.2015
Vice President of Human Resources
Affiliates Management Financial Services Company
01.2009 - 01.2011
SPHR -
HRCI
01.2006 - 01.2006
Master of Science - Business / Human Resources Management
Utah State University
Bachelor of Science - Applied Economics
Utah State University
Associates of Science - Law, Human Resources
Brigham Young University - Idaho
Six Sigma Green Belt -
Villanova University
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