Strategic, results-oriented professional Human Resources Executive with tangible results in areas of Executive Coaching (C-Suite and below), Workforce Planning and Budgeting, Talent/Performance Management, Talent Acquisition Strategies, Succession Planning, Business Development, Marketing, Operations, Succession Planning, Mergers & Acquisition and Assimilation, and technology procurement and upgrades. Local, International and Global support including tailored Engagement Plans for each region. Experience building talent acquisition strategies and retention plans, intern programs, event planning, training platforms and classes, IT and HRIS system implementation.

1. LAURA A. KINNEY, PHR
15600 Oak Park Ave  Oak Forest, IL 60452  (815) 791-4536  lkinney2609@yahoo.com
HUMA N RESO URC ES DIREC TO R
Strategic, results-oriented and dynamic Human Resources Executive with tangibleresults in areas of Executive Coaching (C-Suite and
below), Workforce Planning and Budgeting, Talent/Performance Management, Talent Acquisition Strategies, Succession Planning,
Business Development, Marketing, Operations, Succession Planning, Mergers & Acquisition and Assimilation, and technology
procurement and upgrades.Local, International and Global supportincludingtailored Engagement Plans for each region. Exper ience
in forecasting, building talent acquisition strategies and retention plans, intern programs, event planning, training platforms and
classes, IT and HRIS system implementation. Executive HR oversight of employee populations ranging from 40 to 2500, in areas of
Corporate, Finance, Legal, Manufacturing/Supply Chain, Healthcare and Retail.
P RO F ESSIO N A L EXP ERIEN C E
Aspen Group. Frankfort, IL 2017
Director of Human Resources
 Workforce Planning and attracting talent through various new methodologies – Reduced time to hire by 200%
 Executive coach to Leadership to improve effectiveness, client satisfaction and employee morale
 Developing talent by designing,developing and overseeing performance and development programs , inclusiveof career paths
and job families
 Created and hired 4 key positions with zero impactto budget
 EnsuringHR programs, procedures,policies areclearly aligned with the organization’s annual and strategic plans and mission ,
vision and values
 Implemented employee evaluation methodology
 Leading the HR service function, developing and monitoring programs, goals, objectives, and budgets
 Building, designing and implementing programs to engage and support employees
 Selecting and implementing robust technology platforms that serve employees
 Human resources policies – develop, implement and maintain human resources policies across the organization, including
training programs to educate and promote awareness of regulatory compliance.
 Reporting and management of human resource metrics – produce reports on key metrics, including remuneration and benefits,
cost per hire, absenteeism and turnover.
 Identify and resolve all employee relations issues
HR Consultant 1/2015 – 4/2017
 HR Director for 3 privately held companies in healthcare, retail and software
 Developed talent strategies to reduce hiring costs by 30%, reduce turnover by 40%, and improve employee engagement by 45%
 Training, onboarding and development of all new hires
 Reporting and management of human resource metrics – evaluate and produce reports on key metrics, including remuneration
and benefits, absenteeism and turnover.
 Workforce Planning to establish succession plans, development and advancement of key roles
 Learning and development – implement and monitor effectiveness of training programs.
 Oversaw Payroll
Marsh ClearSight (formerly STARS), Chicago, IL 7/2014-12/2014
Provides integrated applications, analytics, and collaboration tools to help clients better manager risk
Human Resources Business Partner Manager – Consultant
 HR lead and strategic advisor to President of Stars and Executive Leadership Team;
 responsible for sole support of firm including Sales, Finance, IT Development/Software Technology, Professional Services, and
Marketing; project lead for engagement initiative implementation and execution, talent management and acquisition
strategy/planning, succession management, and training and development
 Initiated,created, and implemented engagement plan to reduce voluntary turnover and improve organizational effectiveness by
strategically restructuringtheSales and Professional Services groups and dramatically revisingthesales compensation plan; this
improved efficiency and productivity, aligned rewards with performance, reduced turnover from 50% to 15% overall, and
reduced comp payouts by $2M.
 Initiated and led software restructuring to improve retention by identifying gaps and hiring talented management in those
roles, creating job families and career paths, implementing retention bonus for critical and key performers, and establishing
engagement teams to implement rewards, recognition, and morale-building programs; reduced turnover from 15% to 4% in key
positions

2.  Firm had no goal-setting process, so initiated and created process to determine firm-wide initiatives and sales/revenue targets
and roll down to business units, ensuring overall alignment; implemented metrics evaluation as well—efforts resulted in
increased revenue (on target for 12% improvement) and client retention of 90%.
 Analyzed and created career paths and job classifications for organization (Sales, IT, Professional Services, and Corporate
Support) to improve job satisfaction and retention
 Authored and implemented succession planning and workforce planning programs and processes and coached/trained
executive team and new managers in their use
 Introduced and created succession and development planningto organization and trained President and business unit heads in
talent review and management processes; guided executives and management team through performance management
process and facilitated calibration sessions,determiningperformance and development plans,raises,promotions, and bonuses;
developed succession plans for all management and critical roles; and devised 18-month career path for top performers and
incumbents in key positions
 To expand limited training resources, created development curriculum for New Managers, Sales, Customer Service, Technology
Training,and New HireOnboarding;delivered trainingon communications and softskills,and identified in-house subject matter
experts or vendors to deliver the remaining materials
TransUnion LLC, Chicago, IL 6/2009 – 6/2014
A $1.3B firm providing credit information and information management services worldwide.
Internal HR Business Partner/Manager embedded in Legal/Information Security and Policy, supporting EVP of Legal, VP of Risk
and Compliance, VP of Information Security, and 4 General Counsel VP’s.
 Strategic advisor to EVP and six VPs in Legal, actingas an internal Business Partner,managing all talentmanagement, succession
planning, career path/development planning, and compensation evaluation for the entire Information Security group
 Strategic advisor/Business Partner to newly created Healthcare Data Solutions Sales team. Direct support of EVP of Healthcare
Sales and team of 7 VP Sales executives.
 Initiated and led restructuring of Legal and Information Security groups to improve service levels, partnering with leadership to
create change management and communications plans; led efforts including organizational evaluation and restructure
succession planning, delegation of duties, cross-training, and identifying best practices, which resulted in service levels
increasing to a 95% success rate from 75% for Information Security and 60% for Legal
 Led HR team to create and implement new performance management/talent review, talent development/training, succession
planning, and compensation processes, which resulted in a savings of $7M in bonus costs; trained teams in all processes and
facilitated meetings with leaders to evaluate and assess talent and conduct performance calibration, coaching and guiding
leadership throughout; subsequently drove annual talent review process including mid-year reviews, annual succession
planning, calibration, goal setting, and training for all new managers
 Supported expansion of Sales organization through active participation on teams to restructure sales bonus compensation,
develop sales training, establish competencies, and conduct workforce planning
 Designed strategy for recruitment of top level talent and specialized roles, inclusive of incentive plan and career path; created
an intern and rotational program to attract entry level talent, created curriculum for new employee training, goal setting,
performance management, and talent development; and presented training for IS group including new manager training,
performance management, behavioral styles, and Crucial Conversations
 Provided Benefits analysis, review and planning
Human Resources Business Partner 6/2009 – 9/2013
 HR lead and strategic advisor to CFO and EVP of Legal regarding all performance management, workforce planning, talent
review and retention, 360 delivery, engagement solutions, and communication delivery, as well as supporting Compliance,
Information Security, International and Corporate Finance (including VPs of Investor Relations, Tax, Mergers and Acquisitions,
Audit, BU CFOs of Sales, IT, International, and Corporate Finance, SVP of Accounting/Controller), and Human Resources
 Lead global HR support for International Finance in 30 countries and 6 continents; liaison and change manager for corporate
and regional initiatives; drove system assimilation and integration with new system roll-outs and enhancements due to
acquisition
 Manager of Information Security stabilization team to reduce turnover, trainings deficiencies, and drive retention through
development of career growth planning, development, and project management
 Partnered with senior executive team and the HR function to integrate Enterprise model designed to improve efficiencies and
increase employee engagement ‒ improved recruiting capabilities for critical talent streams and regions by developing
competencies and accountabilities; managed the stakeholder and assessment process for key appointments
 Supported the call center for Consumer Relations and evaluated turnover, performance metrics, and customer satisfaction;
conducted employee training in customer service
 Coached managers on goal setting, performance management and delivery of performance discussions
 Change Management Lead for Legal group restructure including creation of development and succession planning, upgrading

3. talent hiring and initiatives, determining service level agreements and implementation of metrics tracking
 Sponsor for developing and implementation of Corporate Intern program; worked directly with business and recruiting teams to
determine strategy, integration design, orientation, metrics for success, and campus recruitment plan for future years
 Played critical role in the training and review of SuccessFactors and new data sharing system implementation ‒ HR lead and
project manager to develop 1 and 3 year strategies to drive leadership development, retention, global communication, and
employee engagement
Bank of America (Formerly LaSalle Bank), Chicago, IL 10/2005 – 4/2008
An $85B multinational banking and financial services corporation.
Associate Business Partner/Sr. Generalist
 Strategic Business Partner and Advisor to Legal, Finance,and Global Trust; supported the call center for Consumer Relations and
evaluated turnover, performance metrics, and customer satisfaction; conducted employee training in customer service.
 Coached managers on goal setting, performance management and delivery of performance discussions.
 Lead sourceof communication for annual HR initiatives as well as implementing process improvements and new initiatives for
Legal, and Global Trust businesses
 Supported Executive Management in Strategic Business Review, succession planning and talent management; identified all
critical roles, successors for each role, and incentive plans resulting in 98% retention
 Partnered with Centers of Excellence (COE) to ensure proper alignment, retention and talent management resulting in 85%
retention and reduction from 30% to 5% voluntary turnover
 Trained, coached and advised managers of HR programs, 360 feedback and annual review, legal compliance, and counseling of
employees on employee issues
 Partnered with Executive Management in London and Amsterdam to ensure consistent employee relations policies, recruitment
of executives, and communicate HR strategies
 Lead in new hire orientation and exit interviews to determine turnover and retention metrics and areas for process
improvement
 Contributed to improvements in companywide recruitingefforts and responsiblethrough diversity initiatives,campus recruiting
and Compensation studies
 Assisted Executive Management in evaluation of employee productivity to reduce workforce by 40%
 Participated on team to review international recruitment/sourcing contracts, metrics reporting and determine best practices
PepsiCo, Chicago, IL 12/2004 – 10/2005
HR Generalist – Consultant
 Workforce planning and talent retention for Finance, Supply Chain, and Customer Service centers
 Significantly reduced recruiting time, cost and increased diversity recruitment initiatives
 Used strategic sourcing measures to reduce direct hire fees by 25%
 Drove recruiting process from inception and improvements to new employee enablement
 Managed all temporary employees and vendor agreements
 Tracked recruitment activity and productivity including sourcing plan, candidate pipeline, and open to fill timeline
 Established accounts with various local colleges for job posting and candidate sourcing
Accenture, Chicago, IL 6/04 – 12/04
Recruiting Specialist - Consultant
 Strategic sourcing and full life-cycle recruitment for national Accenture offices at 9 locations
 Conducted Talent Review for internal associates in Legal and administration; reduced turnover by 40% and increased qualified
candidate flow by 75%
Technical Skills: Word,Excel, PowerPoint, PeopleSoft, Success Factors,NARR, Outlook, Access,Cornerstone, ISIMS, Ultipro,Kronos
Gallup Strengths: 1. Strategic 2. Individualization 3.Connectedness 4. Activator 5. Relator
Training: 360 LEA, Crucial Conversations, DISC,ManagingPerformance, Behavioral Styles,InterviewingTechniques, Root Cause
Analysis,Emotional Intelligence
EDUC A TIO N
Canterbury University, United Kingdom 2012
Bachelors of Business Administration, Human Resources Management and Services
University of Illinois, Champaign-Urbana ‒IL,General Studies,1996-1997
Robert Morris University, Chicago Area, IL ‒ Business Administration Continuing Education,2007-2011
HRCI, Professional Human Resources Certification