Rebecca Turcotte Kish has over 25 years of experience in human resources leadership roles across various industries. She has a track record of success leading strategic HR initiatives, managing multi-site operations, and designing programs to attract, retain, and develop talent. Her experience includes roles as an HR director, regional manager, consultant, and director of training and development.

1. Rebecca Turcotte Kish
103 Hunters Way, Greenville, SC 29617 rturcotte24@aol.com / 409-828-2808
http://www.linkedin.com/in/rebeccaturcotte
Human Resources Director • Organizational Development Director
Qualifications - Objective Statement
Versatile, passionate human resources professional with history of success leading strategic and operational
initiatives within emerging, mid-sized, and global companies in a diverse industry portfolio including though not
limited to manufacturing, financial services, consumer package goods, and chemical. Employee advocate who
champions staff engagement and designs strategies to attract and retain critical talent in highly competitive markets.
Core Competencies
• Performance Management
Program Design
• Policy & Procedures
• Staffing & Succession
Planning
• Multi-Site HR Operations
Management
• Employee Relations
• NEO / Onboarding
• Consulting & Mentoring
• Change Management
• Needs Assessments
• Compensation Program
Design
• Facilitation & Training Delivery
• Project Team Management
• HR Investigations
• Process Improvement
Professional Experience & Key Achievements
HR Director
Propel HR, Greenville, Greenville, SC_______________________________________________________2014-
Present
Role Defined:
• Provide high level HR support and guidance to over 50 clients on an ongoing or project basis.
Regional Manager
HT Staffing, Beaumont, TX
2012-2013
Role Defined:
• Managed South East Texas regional operations. Set goals for staff performance in developing new
business and client relations, and ensuring responsiveness in meeting client needs for staffing solutions.
Selected Achievement:
• New Business Development – Company had 100% turnover and was introducing new enterprise
management software; Trained staff on job duties, interviewing and led business development efforts.
Result: Increased revenue 100%.
HR Consultant /Training Development & Delivery
RTK Consulting, Beaumont, TX
2009-2012
Role Defined:
• Performed HR projects including recruiting, personnel policy / performance management program
development, succession planning, and compensation solutions. Developed and delivered customized
training in leadership, performance management, team building, sales and service.
Selected Achievements:
• Technical Recruiting Project - Petro-Chemical company acquired competitor and had a 12 month plan to
evaluate and target the staff to be retained and identify new organizational structure, which was to occur
while Director of HR went on an emergency extended medical leave. Hired to handle external recruiting
projects to find highly qualified engineers, plant operation, EHS and other management level staff for the
newly configured company. Result: Achieved the majority of recruiting goals within 5 months.
• FDIC issued consent order - FDIC examiners required bank management study resulting from lending
policy non-conformance and lack of oversight in the Compliance Management System. Part of a 3 person
team authorized to evaluate all members of management to determine those who were not qualified for
his / her job responsibilities and the source of the management problems. Result: FDIC accepted all of
the recommendations without exception, which included removing one person from top management.

2. Rebecca Turcotte Kish - Page 2
• Sales and Service, Client Retention Training- Regional Community Bank had 35% new account turnover
within 6-12 months after opening. After assessing how new accounts and lending staff were meeting
current sales goals, worked with the HR department to improve initial and ongoing job & sales / service
training. Result: Implemented Sales & Service training to increase client retention and permit long term
relationship building as the model for business development.
Director, Training and Development
Community Bank & Trust/Texas State Bank/BBVA Compass Bank
2002-2008
Role Defined:
•Designed, customized, developed and delivered new training programs to advance professional
development of staff. Evaluated training effectiveness to ensure alignment with individual and strategic
business goals.
Selected Achievement:
•Supervisor Skills Assessment and Improvement - Hired to oversee HR and Training functions. Initially used
an outsourced vendor to provide supervisory feedback evaluations and soft skills training. This was
expensive and not really effective long term based on ongoing analysis including turnover impacts.
Developed and delivered a 10 week management development program. Supervised a staff of 15 trainers
and led the development and delivery of effective job training and development opportunities for 2,000
employees throughout Texas. Implemented leadership, cultural development, Compliance and expanded
New Employee Onboarding programs. Result: Program was very successful supporting new and existing
management.
•Computerized Time Keeping System Selection and Implementation / Overtime Management - Had a
paper based time-keeping process that was abused by employees. Hours were manually keyed into
payroll system. Had uncontrolled overtime and many mistakes. Researched and recommended
computerized timekeeping program. Implemented Kronos E Time. Result: Reduction in salary expense
for overtime which allowed for increased bonus pool; subsequently we were at or below overtime
budget consistently.
Director, Human Resources & Organizational Development
Community Bank & Trust (acquired by Texas State Bank)
2002-2004
Role Defined:
•Supervised eight departmental employees, and managed all aspects of employee relations, staffing,
compensation, benefits administration and training for 500 employees in over 30 locations.
Selected Achievement:
• Voluntary Turnover Reduction - Bank had 24% staff turnover; reorganized and improved HR
effectiveness. Result: Reduced voluntary turnover to 16%.
Human Resources Director
Goodrich Power Systems, Greenwood, SC
2001-2002
Role Defined:
• Regional director who brought positive change in human resource functions and organizational
development for division headquarters and three plant sites.
Selected Achievements:
• Productivity and Retention Improvement - Largest production department had high levels of
interpersonal conflict leading to turnover & low productivity. Worked with supervisor and led ongoing
team-building initiatives. Result: Team friction was reduced significantly and morale, productivity and
retention improved.
• Employee Benefit Cost Reduction - Employee benefits costs were exploding. Supported strategic
corporate initiatives to lower costs by presenting corporate outsourced benefit program and educate
employees on smart healthcare consumer practices. Result: Employees had a positive attitude about
our employee benefit program.
•Talent Retention - Talent Retention in our industry became critical to competitive success. Supported
corporate initiatives using Lominger / Career Architect performance management and recruiting
programs to assess and develop management leadership skills within the organization. Result: Technical
and management voluntary turnover was negligible.

3. Facilitator / Instructor / Consultant – Center for Performance
Piedmont Technical College, Greenwood SC
1996-2001
Role Defined:
• Managed diversified workforce development training programs and Human Resources consulting
projects for client employees based locally, regionally and nationally.
Rebecca Turcotte Kish - Page 3
Selected Achievement:
•Management Development Program Design & Implementation - College had a division devoted to
workforce development but offered no supervisory development. Hired to develop and implement the
new program; researched texts, current management trends and video resources. Chose a highly
regarded text with robust online support, developed marketing materials and communications to our
current and prospective clients to market the program. Result: The program became a staple with client
companies and individuals looking for career advancement with full classes beginning day 1. This
program was used by, in some format, all major manufacturing companies, county government,
healthcare providers, within our region within 5 years.
Manager, Human Resources – Corporate Administration
Fuji Film, Inc., Greenwood, SC
1994-1996
Role Defined:
•Led the HR management direction for recruiting, union avoidance programs, cultural diversity, staff
development training, and HR projects for one of seven plants for the North American manufacturing
headquarters with a total of 1,000+ associates.
Selected Achievements:
• Policy / Training / Compensation Startup Implementation - Company was in “start up” mode without
formal HR policies, training and compensation / benefit programs for the culturally diverse employee
population. Handled several projects including implementing and negotiating a managed-care, self-insured
group health program, and self-directed 401K program. Led and supported Human Resources departmental
and ISO compliance and registration; staffed a new, grass roots 200 Associate film (manufacturing in the
dark) facility. Result: Instituted compensation policies, performance appraisals, merit review guidelines,
salary and budget
planning process, and implemented new policies for FMLA, Aids, and Drug Abuse.
Additional Professional Experience
Director of HR and Administration - Zotos International, Inc., Division of Shiseido
Compensation Supervisor - Estee-Lauder, Inc
Department Head for Compensation and Benefits - Elizabeth Arden, Inc
Recruiter - Revlon
Education, Certifications, and Professional Organization
Education
Bachelor of Arts, Political Science
Douglass College
Master of Arts
Rutgers University
Training & Facilitation Certifications
Achieve Global, Leadership Challenge
Wilson Learning Social Styles
Kaset Success through Service
Professional Organizations

4. SHRM