R. KARL HEBENSTREIT, PH.D., ACCOakland, CA                                                                                ...
•   Led nationwide 360 Degree Feedback Vendor Review committee and implemented a new and enhanced tool saving Kaiser    Pe...
LEE HECHT HARRISON, Walnut Creek, CA                                                                              2001 – 2...
•   Counseled Business Unit heads in the legal aspects of layoffs, partnered with them to devise selection criteria based ...
R. Karl Hebenstreit                                   ( 510.381.0121                                              Page 4 o...
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Rkh Resume2012

  1. 1. R. KARL HEBENSTREIT, PH.D., ACCOakland, CA E-mail: rkarlh@gmail.comLinkedIn: www.linkedin.com/pub/rkarlhebenstreit Cell: (510) 381-0121SUMMARY OF QUALIFICATIONS:Human Resources and Organization Development Professional with 15+ years of experience in the healthcare,telecommunications, high-tech, pharmaceutical, and real estate services industries. Expertise in executive coaching(ACC), meeting facilitation, leadership, workforce, and organization development, recruiting & staffing, training &development, business partnership, employee relations, management consulting, career management, variableworkforce operations, and outplacement. Internally-motivated, high energy, conscientious, customer-focused,technologically astute, creative problem-solver, empathic, and efficient; thrive in fast-paced environments. Strengthsinclude seeing the big picture, building relationships at all levels, integrating and creating collaborative environments,and managing/motivating others.WORK EXPERIENCE:EMC CORPORATION (EMC²), Bay Area, CA 2011 – PresentORGANIZATION DEVELOPMENT CONSULTANT, WESTERN REGIONProvide organization development consulting services to the recently acquired west-region based companies (Documentum / IIG,Data Domain / BRS, Greenplum, and Isilon) of this Fortune 50 big data storage and analytics company.• Identify unique and shared development needs of each acquired company and create/implement appropriate OD and learning solutions (i.e., change management, coaching, training)• Partner with local HR Business Partners and EMC’s corporate functions to create and deliver solutions and build client capacity (Top 20 OD Toolkit, “An Eye for Talent” Interview Certification Program, On-Boarding & Assimilation, Organization Talent Review, Employee Satisfaction and Motivation Survey, Talent Management Strategy)• Created and implemented comprehensive western region development strategy, ensuring just-in-time delivery of business- relevant EMCU curriculumPERFORM & FUNCTION, Oakland, CA 2011 – PresentPRINCIPAL / EXECUTIVE COACH / ORGANIZATION DEVELOPMENT CONSULTANTProvide executive coaching, team effectiveness training, organization development consulting, and career management consultingto individuals and groups within client companies including Cisco Systems, Sony, and United Airlines.KAISER PERMANENTE 2005 – 2011NATIONAL LEADERSHIP DEVELOPMENT, Oakland, CA (2007-2011)SR. CONSULTANT, LEADERSHIP DEVELOPMENTLed Regional Partners and National Leadership Team (NLT) members in succession planning and identification, assessment,development, and deployment of high-potential candidates for leadership roles throughout the Health Plan. 100% of 4 vacantclient NLT roles were filled with internal candidates on the succession plan, exceeding the 70% target.• Provided 360 degree feedback delivery, Individual Development Plan creation / support, and executive coaching services to 112 KP employees, ranging from individual contributors to Senior Vice Presidents.• Developed and delivered curricula for “Strategic Thinking,” “Coaching and Developing Others,” and “Effective Interpersonal Relationship Building” / Team-Building (using MBTI and Enneagram) training modules. Created Cross-Regional Day-in-the-Life (“CRADLE”) Program, saving $20,000 per participant by replacing external assessment center use.• Drove consistency in nationwide leadership development forms, processes, and programs by facilitating talent review assessments, calibrations, forums, executive on-boarding, executive coaching practices, mentoring relationships, and the nationwide peer group.• Started new program-wide pipelines for Regional Compliance Officers, Chief Nurse Executives, and Chief Operating Officers.• Consulted with top leaders of the Community Benefit and Legal departments on organizational restructures to decrease span of control while eliminating silos. Facilitated goal planning meetings.• Co-created and rolled out pipeline diversity strategy to regions, increasing diversity representation in KP’s 8 critical pipelines.
  2. 2. • Led nationwide 360 Degree Feedback Vendor Review committee and implemented a new and enhanced tool saving Kaiser Permanente 70% in participant costs annually. Created situation-specific SurveyMonkey alternatives for additional cost savings.R. Karl Hebenstreit ( 510.381.0121 Page 2 of 4KAISER PERMANENTE (continued)KP NCAL OFFICE OF THE LABOR MANAGEMENT PARTNERSHIP, Oakland, CA (2006 – 2007)PRACTICE LEADER, WORKFORCE DEVELOPMENT, NCALCo-Led the Regional Workforce Planning & Development Committee, ensuring achievement of the 2005 National Agreement goals.• Identified declining jobs and retrained unionized employees in those jobs to take on new jobs with greater growth potential. Facilitated identification and creation of region’s “Positions of Focus” (hard-to-fill, critical jobs).• Co-coordinated and facilitated first-ever Coder Training Program implementation to upgrade 61 Health Information Management and Patient Business Services employees across Northern California through an 18-month online 20/20 program and 3 month externship. Worked with UHW and Local 29 representatives to effect this in less than 3 months.• Facilitated LVN Workgroup to lead KP leadership and UHW in working together to develop a plan to provide career upgrade opportunities for LVNs.• Researched and evaluated Tuition Assistance impact of CEU inclusion into current degree-only reimbursement plan. Facilitated revision of Tuition Assistance Policy for Northern California to comply with 2005 National Agreement provisions.• Hired 2 Career Counselors to focus on career trajectories of 2,000 represented Northern California employeesKP RECRUITMENT SERVICES, San Leandro, CA (2005-2006)DIRECTOR, WORKFORCE STRATEGY & DEVELOPMENTSet and implemented recruitment strategies in support of the hospitals and medical offices of America’s largest and oldest HealthMaintenance Organization’s presence in the Greater Southern Alameda Area (Fremont, Hayward, Union City, and San Leandro).• Supported / managed Recruitment Services staff of 15 on-site and remote professionals.• Developed and enhanced new staffing-related processes and procedures to increase operational efficiencies and customer satisfaction, including revamping New Employee Orientation, regulatory compliance, and reinstating employees returning from medical LOAs, and forging a regional relationship resulting in an integrated recruitment/credentialing process.• Sought out new sources of qualified candidates to ensure adequate candidate pipeline and a consistently low vacancy rate <7%.• Consulted with organization leaders and managers to develop strategies in support of their departments’ future staffing needs.• Partnered with Kaiser Permanente groups (Compliance, Disability Management, etc.) to creatively leverage resources.CUSHMAN & WAKEFIELD @ SUN MICROSYSTEMS, Newark, CA 2002 – 2005HUMAN RESOURCES / ORGANIZATION EFFECTIVENESS MANAGERProvided HR/OD leadership and support to 200+ facilities management personnel in support of Sun Microsystems’s nationwidesites.• Conducted organizational climate assessment and analysis through a semi-annual Employee Trend Survey; Developed and recommended actions to Senior Management to address areas of concern. • Achieved consistent increase in employee participation from 41.74% in 2003 to 61.25% in 2005. • Achieved consistent increase in employee satisfaction indicators from 72.7% in 2003 to 78.2% in 2005.• Collected data on employee motivation, performance, and satisfaction using a unique combination of 360 Degree Feedback, MBTI, and the Enneagram; Provided executive coaching to increase organization effectiveness and employee satisfaction scores.• Facilitated strategic planning meetings addressing mission development, communications, and goal attainment.• Developed and implemented new policies / procedures and training programs to address organization development issues.• Counseled and trained 30 managers nationwide in the prompt, fair, and legal resolution of myriad employee relations issues.• Managed staff of one in handling of benefits enrollment, payroll, staffing, worker’s compensation, and employee relations.
  3. 3. LEE HECHT HARRISON, Walnut Creek, CA 2001 – 2002CAREER MANAGEMENT CONSULTANTDelivered and facilitated training classes, roundtables, “Orientation and Venting” sessions, Job Search Work Teams, and one-to-oneconsultations to career transitioning employees. Consulted on résumé, interviewing, marketing plan preparation, networkingtechniques, and salary negotiation tips for clients of this leading global career and leadership services company.• Maintained a workload of 50 clients and 12 weekly productivity team participants, resulting in $275,000+ in revenue.• Set up, managed, and shut an on-site Career Transition Center, servicing 65+ downsized employees over the course of two months, generating over $85,000 in revenue.• Managed local service delivery to 100+ corporate clients, generating over $200,000 in revenue.Vault.com 2000 – 2003MANAGE YOUR HR CAREER EXPERTWrote and published 24 on-line articles and responded to on-line inquiries regarding career management and advancement.R. Karl Hebenstreit ( 510.381.0121 Page 3 of 4AT&T 1997 – 2001GLOBAL HUMAN RESOURCES MANAGER, AT&T SOLUTIONS, Pleasanton, CA, (2000 – 2001)Provided generalist / employee relations support to the 200+ AT&T employees and contractors on the Life Cycle ManagementTeams working on the Sun Microsystems and Honeywell outsourcing engagements in the Americas, ASPAC, and EMEA regions.• Managed recruitment, staffing, career management, executive coaching, training, new employee orientation, performance management, salary / compensation treatment, and equipment allocation processes to ensure team’s optimum productivity.• Created and implemented organization development initiatives to enhance team cohesion, operational efficiencies, and financial viability, including $50,000 in staffing savings realized through vendor renegotiations and $200,000 in travel cost savings realized through video technology; maintained controls over global headcount needs, activity, and associated outlook costs by month.HUMAN RESOURCES MANAGER, WESTERN REGION, CORPORATE HR, Pleasanton, CA (1998 – 2000)Relocated from NJ to manage corporate employment and outplacement service delivery for thirteen western states. Served asNational Account Manager for AT&T’s Consumer Services and Resource Link, AT&T’s internal variable workforce, managing a localteam of 8 and remote team of 19 HR professionals including recruiters, generalists, and clerical support.• Restructured variable workforce operations to create a hybrid model of business-centralized recruiting functions and geographically-decentralized Associate Support functions. Reengineered operational process flows to increase efficiencies. Managed remote team of 7 Recruiters, 2 Marketing Managers, and 700+ variable workforce Associates, exceeding goals and resulting in increased cohesion, communication, and 20% increase in customer satisfaction survey scores.• Benchmarked 40 preferred vendors and created and implemented new vision to realign organizational goals.• Created centralized shared national database of Associates available for redeployment. Allied with Purchasing department and initiated a participatory process in contractor RFQ bids resulting in multiple Associate placements, cost savings due to deferred severance packages and contractor displacement, and increased market penetration.• Co-developed national internal career management marketing plan. Marketed and sold AT&T’s career development and employment services to internal clients, including negotiating a deal resulting in $100,000 profit for the Resource Centers.• Created and implemented a staffing plan for AT&T’s Consumer Services and oversaw a national recruiting team’s efforts to hire 2500 occupational call center employees within a 12-month period; managed response to EEO/AA audit of western region.HUMAN RESOURCES MANAGER, CORPORATE HR, Morristown, NJ (1997 – 1998)• Filled 51 positions through 27 market hires and the redeployment of 24 existing Associates, saving $960,000 in severance pay.• Managed monthly workforce planning initiatives for AT&T’s Common Support Functions Business Units (CFO, Real Estate, etc.)• Customized and delivered “Workplace Violence Awareness Training” class to 100 district employees.• Marketed the Talent Alliance (a cost-effective web-based recruitment, outplacement, and career development tool) to major corporations, (e.g., Prudential, Philip Morris); presented two seminars at Annual SHRM Conference in Minneapolis, MN.Bellcore (Bell Communications Research, Inc.) / Telcordia, Piscataway, NJ 1995 – 1997RECRUITING & STAFFING MANAGERFulfilled recruiting and Business Partner roles for this professional services/telecommunications software development andconsulting firm – the original research and development arm of the Regional Bell Operating Companies (RBOCs).• Sourced, screened, recruited, interviewed, and hired over 100 qualified exempt and non-exempt, campus and market, contractor, co-op, internship, administrative, technical, and executive candidates in anticipation of and response to the staffing needs of the Professional Services, Software Systems, Applied Research, and Sales & Marketing business units.
  4. 4. • Counseled Business Unit heads in the legal aspects of layoffs, partnered with them to devise selection criteria based on business needs and cost reduction requirements, and held individual and group notification meetings with affected employees.• Facilitated visa processing; ran J-1 program of 40 Research Scholars; supervised Immigration Consultant.• Served as Commercialization Change Agent to effect culture transformation in the Compensation and Benefits groups.Merck & Co., Inc., Rahway, NJ & Whitehouse Station, NJ 1993 –1995Completed five full-time temporary assignments under contract with Talent Tree Personnel Services and Integro Services, Inc.,spanning the functions of LABOR RELATIONS PERSONNEL ASSISTANT, STOCK OPTION ADMINISTRATION PROJECT ADMINISTRATOR, EMPLOYEECOMMUNICATIONS & POLICIES SPECIALIST, and HR SYSTEMS ADMINISTRATOR at this top pharmaceutical corporation.• Project managed the RFP selection process of Merck’s Stock Option Administration Vendor.• Automated Merck’s staffing process through the administration of the Resumix résumé scanning system and the home-grown College Recruiting And Fair Tracking System (CRAFTS) to increase efficiencies and eliminate redundancies.• Coordinated Employee Communicators conference to disseminate company information via divisional ambassadors.• Conducted industry wage surveys and compiled Sideletter book.
  5. 5. R. Karl Hebenstreit ( 510.381.0121 Page 4 of 4EDUCATION:Ph.D., Organizational Psychology, Alliant International University / Marshall Goldsmith School of Management, San Francisco, CAMA, Organizational Psychology, CA School of Professional Psychology, Alameda, CAMS, Human Resource Management, Rutgers Graduate School - School of Management & Labor Relations, Piscataway, NJBA, Psychology, French, and Political Science, Rutgers College, New Brunswick, NJCertificate, Evidence-Based Coaching, Fielding Graduate University, Santa Barbara, CAFOREIGN LANGUAGES:French (conversational), German (conversational), Greek (fluent)COMPUTER SKILLS:Word, Excel, PowerPoint, Access, PeopleSoft, Restrac, Resumix, GoldMine, LotusNotes, eExpress, and other HRISapplicationsPROFESSIONAL AFFILIATIONS & CERTIFICATIONS:Certificate, “Coaching with the Enneagram,” Bogda & Associates, 2010 – PresentCertified Executive Coach, ACC (Associate Certified Coach), ICF (International Coach Federation), 2009 – PresentMember, International Coach Federation, 2009 – PresentAccredited Teacher, Enneagram, International Enneagram Association, 2009 – PresentMyers-Briggs Certified, July 2003 – PresentCertified Job Search Work Team Leader, Lee Hecht Harrison, July 2002Certified Myers-Briggs Type Indicator Interpretation, Lee Hecht Harrison, July 2002Certified Professional in Human Resources (PHR), Society for Human Resource Management, 1997 – presentMember, Society for Human Resource Management (SHRM), 1997 – PresentMember, Bay Area Organizational Development Network (BAODN), Organization Development Network (ODN)Member, Bay Area Executive Development NetworkPUBLICATIONS & SPEAKING ENGAGEMENTS:Session Presenter, “The Enneagram as Universal OD Translator,” International Enneagram Association GlobalConference, Long Beach, CA, July 2012Adjunct Professor, “Introduction to the Enneagram and its Use in the Workplace,” (1 credit weekend elective), CaliforniaSchool of Professional Psychology, San Francisco, CA, November 2011Webinar Presenter, Connecting Leadership Development & Leadership Hiring, Human Capital Institute, November 2009Presenter, Keeping Our Pipelines Diverse and Retaining Our Talent, Conference Board, Succession ManagementConference, New York, NY, October 2009A Call to Apply the Principles of the Enneagram in Organizations to Attract, Retain, and Motivate Employees, EnneagramJournal, July 2008Panel Member/Presenter, The Enneagram in Organizations: Reports from the Workplace, NCIEA, Belmont, CA, May 2008Career/Executive Coach, SeasonedPro Career Moves 2008 Conference, San Francisco, CA, March 2008Ph.D. Dissertation: Using the Enneagram to Help Organizations to Recruit, Motivate, and Retain their Employees,October 2007Roundtable Presenter, "Making Sense of it All: The Roar and Vroom of the Enneagram," Professional Coaches & MentorsAssociation, San Diego, CA, February 2005Recruitment and Retention with the Enneagram, Organization Development Practitioner, January 2003(translated into Spanish and published on the web as Reclutar y retener trabajadores con el Enneagrama, July 2008)Guest Speaker, “Career Management,” Association of Women Accountants – SF Chapter Meeting, April 2002Concurrent Session Speaker, “Talent Alliance,” SHRM Annual Conference, Minneapolis, MN, June 1998

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