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
Customer Care HR Services
Raises the bar on HR Service Levels
Strong Financial Business Acumen
Sense of Urgency in Driving Financial Drivers of Company
HR Dashboard Reporting Expert Influencing Bottom Line Profit and Growth
Analytic HR Mindset Earned Green Belt in HR Process Improvement
Futuristic HR Mindset Ability to see Gaps in Business Process and Communications
Work Availability
monday
tuesday
wednesday
thursday
friday
saturday
sunday
morning
afternoon
evening
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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