The document provides a summary of qualifications and work experience for R. Karl Hebenstreit, who has over 20 years of experience in human resources and organization development across various industries. He has held roles such as Organization Development Business Partner, Organization Development Consultant, Director of Workforce Strategy and Development, and Human Resources Manager. The summary highlights his expertise in areas such as executive coaching, leadership development, change management, and talent management.
R. Karl Hebenstreit has over 15 years of experience in human resources and organization development across various industries. He currently works as an organization development consultant for EMC Corporation, providing services to recently acquired companies. Previously, he held human resources and leadership development roles at Kaiser Permanente and Sun Microsystems. Hebenstreit has expertise in executive coaching, leadership development, recruiting, training, and organization development.
Anita Clearman is a transformational human resources executive with over 25 years of experience in HR leadership roles across various industries including healthcare, retail, and hospitality. She has a proven track record of partnering with operational leadership to improve business performance through talent management strategies like succession planning, training and development, and change management. Currently she is the Regional HR Director for the West Region at ARAMARK Healthcare, where she oversees HR for over 2,500 employees across 20 states and has helped reduce turnover rates significantly through employee engagement and retention initiatives.
Sharon Johnston has over 15 years of experience in human resources with a focus on organization development, leadership training, and change management. She has held senior consulting roles at large tech companies where she designed and delivered leadership programs, launched new management initiatives, and led organization-wide change efforts. Currently, she owns a massage therapy business and has also worked as a technical recruiter.
David Henry Resume - Short Version April 2015David Henry
David Henry is an experienced human resources professional with over 20 years of experience as a Director of Human Resources. He has expertise in strategic leadership, change management, policy development, organizational development, and employee relations. He holds an SPHR certification and doctorate in business law from the University of Southern California. Currently he is the Director of Human Resources for Human Resources Solutions, where he provides consulting services and operational management for HR departments.
This document summarizes Lorraine Salloum's presentation at the 2013 Public Sector Strategic HR Conference on driving a high performance culture. The presentation discusses research on high performing organizations and employees. It outlines 10 imperatives for driving a high performance culture, such as hiring for fit, clarifying pay and performance links, and empowering employees. Salloum then discusses NSW Treasury's experience developing a capability framework, performance management system, and initiatives to increase consistency, engagement, and individual development.
Steve Boettcher: HR and Integrated Talent ManagementSteve Boettcher
Steve Boettcher's career resume lays out his most significant accomplishments in HR, organization effectiveness, culture change, and talent management. Also, you will learn about the company's to which Steve has provided service.
Kimberly Myers is a certified workforce development professional with over 9 years of experience providing career counseling, coaching, and job seeker services. She has expertise in teaching and facilitation, identifying employment barriers, and helping individuals develop career paths and employment plans. Her professional experience includes roles as a Career Broker and WorkSource Specialist where she helped customers with job searching, resume writing, and skills assessments. She also previously worked as an Employment Specialist where she helped developmentally delayed individuals develop career paths and find employment.
Rusty Roof has over 12 years of experience in human resources, including business partnering, recruiting, policy creation, and employee relations. He is currently the Director of Human Resources at The Longaberger Company, where he has reduced benefits costs by over $400,000 and workers' compensation claims by over $645,000. Previously he was an HR Manager, Recruiting Supervisor, and Associate Recruiter, focusing on talent management, process improvement, and developing internship programs.
R. Karl Hebenstreit has over 15 years of experience in human resources and organization development across various industries. He currently works as an organization development consultant for EMC Corporation, providing services to recently acquired companies. Previously, he held human resources and leadership development roles at Kaiser Permanente and Sun Microsystems. Hebenstreit has expertise in executive coaching, leadership development, recruiting, training, and organization development.
Anita Clearman is a transformational human resources executive with over 25 years of experience in HR leadership roles across various industries including healthcare, retail, and hospitality. She has a proven track record of partnering with operational leadership to improve business performance through talent management strategies like succession planning, training and development, and change management. Currently she is the Regional HR Director for the West Region at ARAMARK Healthcare, where she oversees HR for over 2,500 employees across 20 states and has helped reduce turnover rates significantly through employee engagement and retention initiatives.
Sharon Johnston has over 15 years of experience in human resources with a focus on organization development, leadership training, and change management. She has held senior consulting roles at large tech companies where she designed and delivered leadership programs, launched new management initiatives, and led organization-wide change efforts. Currently, she owns a massage therapy business and has also worked as a technical recruiter.
David Henry Resume - Short Version April 2015David Henry
David Henry is an experienced human resources professional with over 20 years of experience as a Director of Human Resources. He has expertise in strategic leadership, change management, policy development, organizational development, and employee relations. He holds an SPHR certification and doctorate in business law from the University of Southern California. Currently he is the Director of Human Resources for Human Resources Solutions, where he provides consulting services and operational management for HR departments.
This document summarizes Lorraine Salloum's presentation at the 2013 Public Sector Strategic HR Conference on driving a high performance culture. The presentation discusses research on high performing organizations and employees. It outlines 10 imperatives for driving a high performance culture, such as hiring for fit, clarifying pay and performance links, and empowering employees. Salloum then discusses NSW Treasury's experience developing a capability framework, performance management system, and initiatives to increase consistency, engagement, and individual development.
Steve Boettcher: HR and Integrated Talent ManagementSteve Boettcher
Steve Boettcher's career resume lays out his most significant accomplishments in HR, organization effectiveness, culture change, and talent management. Also, you will learn about the company's to which Steve has provided service.
Kimberly Myers is a certified workforce development professional with over 9 years of experience providing career counseling, coaching, and job seeker services. She has expertise in teaching and facilitation, identifying employment barriers, and helping individuals develop career paths and employment plans. Her professional experience includes roles as a Career Broker and WorkSource Specialist where she helped customers with job searching, resume writing, and skills assessments. She also previously worked as an Employment Specialist where she helped developmentally delayed individuals develop career paths and find employment.
Rusty Roof has over 12 years of experience in human resources, including business partnering, recruiting, policy creation, and employee relations. He is currently the Director of Human Resources at The Longaberger Company, where he has reduced benefits costs by over $400,000 and workers' compensation claims by over $645,000. Previously he was an HR Manager, Recruiting Supervisor, and Associate Recruiter, focusing on talent management, process improvement, and developing internship programs.
This document is a resume for Kate Wildrick, an organizational developer and strategic workforce planning expert. She has over 10 years of experience in areas such as organizational development, change management, strategic planning, competency mapping, and team building. She has worked with various organizations in Oregon such as the Northwest Food Processors Association, Clackamas County, Providence Hospital, and the Bureau of Environmental Services in Portland on projects involving strategic workforce planning, competency analysis, succession planning, and team building.
The document is a resume for James Hammonds seeking a human resources leadership role. It summarizes his over 10 years of experience in various human resources roles, including recruiting, compensation, and employee relations. His most recent experience is as an HR consulting focusing on compensation and training.
Vikram Babu is an accomplished HR professional with over 8 years of experience managing HR functions across diverse sectors. He has significant experience working with reputed MNCs like Aditya Birla Minacs Worldwide Limited and other private companies. Currently he is seeking a senior managerial opportunity to utilize his proven people-oriented skills and develop a positive work environment. He has expertise in strategic HR planning, policy standardization, talent acquisition, performance management, and statutory compliance.
Patricia Pearsall is seeking a challenging opportunity in human resources where she can utilize her 22 years of experience in management, organization, and people skills. She has over 15 years of experience in employee management, hiring, training, and benefits. Her areas of expertise include managing multiple tasks, employee conflict resolution, and employee training. She is skilled in developing policies, reports, correspondence, and tracking systems. Pearsall holds experience in human resources, quality assurance, investigations, and developing training programs to meet regulatory requirements. She aims to utilize her leadership, communication, and interpersonal skills in a human resources role.
The document provides a resume for Chad I. Thompson, who has over 25 years of experience in human resources management, most recently working as a strategic organizational capability advisor for an Indonesia upstream business unit. Thompson has extensive international experience working in over 60 countries across various industries, and seeks a senior executive position leveraging his track record of delivering results through people strategies. The resume details Thompson's work history, qualifications, and areas of expertise in human resources.
Stephen Steiner has over 15 years of experience in human resources management. He has held HR leadership roles at several manufacturing companies, where he implemented initiatives related to talent acquisition, training, employee relations, and more. His experience spans industries such as paper, packaging, and glass manufacturing. He holds certifications as a Senior Professional in Human Resources and SHRM Senior Certified Professional.
Christina Leblanc has over 10 years of experience leveraging data-driven methodologies to design and implement innovative recruiting techniques. As Human Resources Director for Wilson County Government, she translated data into actionable intelligence which increased diversity hiring and compliance. She has consulted for various companies, developing strategic sourcing methods and diversity programs to attract candidates beyond traditional measures.
Sarena Ackley Wright has over 15 years of experience in talent acquisition and recruitment. She has held senior level positions at several large companies, leading recruitment teams and global talent strategy. She specializes in non-traditional recruitment practices and developing talent pipelines.
To convince others of the true value of HR it is useful to have a roadmap for your own organisation. I thought I'd share these slides as they may provide a reasonable starting point.
Deepak Khosla is a human resource management professional with over 15 years of experience, including nearly 7.5 years in HR roles. He has expertise in areas such as HR strategy, policy development, talent management, performance management, and organizational development. Currently serving as Senior Manager of HR Business Partner and Employee Management Lead at Convergys in Gurgaon, his responsibilities include managing talent acquisition, performance reviews, employee engagement initiatives, and industrial relations issues. He has received several best performance awards over his career and demonstrated abilities in change management, employee retention, and building high-performing teams.
Caryl O'Dowd has over 25 years of experience in human resources management. She has expertise in areas such as talent acquisition, compensation and benefits administration, employee relations, and regulatory compliance. Her experience spans industries such as financial services, information technology, healthcare, manufacturing, and non-profits. She holds human resources leadership positions and has experience consulting.
Executive Recruiting: Building Capability & Achieving SuccessRussell Podgorski
This article describes some of the reasons executives may not succeed then provides a roadmap that in-house executive recruiting teams can use to build capability within their organization and increase the likelihood of executive success.
The document outlines the key responsibilities and tasks of a Human Resources Manager. It discusses areas such as recruiting and staffing, performance management, employee relations, compensation and benefits administration, training, policy development, and ensuring regulatory compliance. It also lists necessary qualifications like a university diploma, professional certificates, strong communication and problem-solving skills, and 6 years of HR experience including 2 years as an HR manager.
Raquel Guerrero has over 15 years of experience in human resources, primarily supporting international petroleum operations. She has expertise in talent management, compensation, benefits, and compliance. Her experience includes positions at BHP Billiton and Devon Energy supporting both domestic and international employees.
Kenneth Holstein has over 20 years of experience in human resources leadership roles. He has a proven track record of developing practical solutions to workplace problems that improve operational efficiency. As Director of HR at Wornick Foods, he reduced turnover by 15% through training programs and standardized hiring processes. He also redesigned compensation plans to reward increased skills. Holstein holds a Ph.D. in Psychology and is SPHR certified.
Allison Dunsmuir is a human resources business partner with over 15 years of experience helping organizations transform their workforces and foster high performance. She provides strategic guidance to business leaders on initiatives to support agility and talent management. Allison has expertise in areas such as strategic planning, talent acquisition, learning and development, and compliance. She is currently an HR business partner at Ecova, where she supports executives and helps engage remote employees.
Pauline Gets has over 15 years of experience in human resources management. She has held various HR leadership roles for companies in different industries, including facility services, distribution, retail, and healthcare. Her experience includes strategic HR planning, talent development, change management, and compliance with employment laws. She holds an MBA in HR management and is a certified Senior Professional of Human Resources.
Successful organizations approach M&As and people integration in a very systematic and methodical manner. Companies use standardized, but adaptable integration playbooks that contain step by step detailed instructions with tools, templates, checklists, process documentation, and tips to cover each major phase of the M&A from beginning to end.
This document discusses the changing role of HR from an operational, administrative function to a more strategic partner focused on supporting business needs through competent workforce development, customer satisfaction, employee engagement, and metrics review. It notes changes in the internal and external environment requiring HR to shift from reactive and short-term activities to proactive, consultative solutions. Emerging roles for HR professionals include human capital developer, employee advocate, strategic partner, and functional expert to fulfill this new strategic mandate.
PeopleFirm is a consultancy focused on helping clients achieve a competitive advantage through their people. They assess talent management options and design people strategies to improve organizational performance. PeopleFirm offers services in organizational performance, talent management, people strategy, and change management to align a company's human resources with its business strategy.
Sabrina Bates is a strategic HR executive with over 25 years of experience leading HR organizations. She has a track record of aligning HR strategies with business objectives to build high-performing teams. Bates has held various HR leadership roles with increasing responsibility at companies such as Gardner Denver and Aker Kvaerner, where she developed talent, improved culture and engagement, and successfully managed acquisitions and restructurings. She now owns her own HR consulting firm, providing strategic counsel to clients.
Experienced Human Resource professional with strong leadership and relationship-building skills. Promote a team-oriented and open-door environment that is conducive to a successful staff. Offering seventeen years of experience and knowledge in training, conflict management, team building.
Effectively manage project tasks requiring interaction with multiple departments. Resolve employee issues in a
professional manner.
This document is a resume for Kate Wildrick, an organizational developer and strategic workforce planning expert. She has over 10 years of experience in areas such as organizational development, change management, strategic planning, competency mapping, and team building. She has worked with various organizations in Oregon such as the Northwest Food Processors Association, Clackamas County, Providence Hospital, and the Bureau of Environmental Services in Portland on projects involving strategic workforce planning, competency analysis, succession planning, and team building.
The document is a resume for James Hammonds seeking a human resources leadership role. It summarizes his over 10 years of experience in various human resources roles, including recruiting, compensation, and employee relations. His most recent experience is as an HR consulting focusing on compensation and training.
Vikram Babu is an accomplished HR professional with over 8 years of experience managing HR functions across diverse sectors. He has significant experience working with reputed MNCs like Aditya Birla Minacs Worldwide Limited and other private companies. Currently he is seeking a senior managerial opportunity to utilize his proven people-oriented skills and develop a positive work environment. He has expertise in strategic HR planning, policy standardization, talent acquisition, performance management, and statutory compliance.
Patricia Pearsall is seeking a challenging opportunity in human resources where she can utilize her 22 years of experience in management, organization, and people skills. She has over 15 years of experience in employee management, hiring, training, and benefits. Her areas of expertise include managing multiple tasks, employee conflict resolution, and employee training. She is skilled in developing policies, reports, correspondence, and tracking systems. Pearsall holds experience in human resources, quality assurance, investigations, and developing training programs to meet regulatory requirements. She aims to utilize her leadership, communication, and interpersonal skills in a human resources role.
The document provides a resume for Chad I. Thompson, who has over 25 years of experience in human resources management, most recently working as a strategic organizational capability advisor for an Indonesia upstream business unit. Thompson has extensive international experience working in over 60 countries across various industries, and seeks a senior executive position leveraging his track record of delivering results through people strategies. The resume details Thompson's work history, qualifications, and areas of expertise in human resources.
Stephen Steiner has over 15 years of experience in human resources management. He has held HR leadership roles at several manufacturing companies, where he implemented initiatives related to talent acquisition, training, employee relations, and more. His experience spans industries such as paper, packaging, and glass manufacturing. He holds certifications as a Senior Professional in Human Resources and SHRM Senior Certified Professional.
Christina Leblanc has over 10 years of experience leveraging data-driven methodologies to design and implement innovative recruiting techniques. As Human Resources Director for Wilson County Government, she translated data into actionable intelligence which increased diversity hiring and compliance. She has consulted for various companies, developing strategic sourcing methods and diversity programs to attract candidates beyond traditional measures.
Sarena Ackley Wright has over 15 years of experience in talent acquisition and recruitment. She has held senior level positions at several large companies, leading recruitment teams and global talent strategy. She specializes in non-traditional recruitment practices and developing talent pipelines.
To convince others of the true value of HR it is useful to have a roadmap for your own organisation. I thought I'd share these slides as they may provide a reasonable starting point.
Deepak Khosla is a human resource management professional with over 15 years of experience, including nearly 7.5 years in HR roles. He has expertise in areas such as HR strategy, policy development, talent management, performance management, and organizational development. Currently serving as Senior Manager of HR Business Partner and Employee Management Lead at Convergys in Gurgaon, his responsibilities include managing talent acquisition, performance reviews, employee engagement initiatives, and industrial relations issues. He has received several best performance awards over his career and demonstrated abilities in change management, employee retention, and building high-performing teams.
Caryl O'Dowd has over 25 years of experience in human resources management. She has expertise in areas such as talent acquisition, compensation and benefits administration, employee relations, and regulatory compliance. Her experience spans industries such as financial services, information technology, healthcare, manufacturing, and non-profits. She holds human resources leadership positions and has experience consulting.
Executive Recruiting: Building Capability & Achieving SuccessRussell Podgorski
This article describes some of the reasons executives may not succeed then provides a roadmap that in-house executive recruiting teams can use to build capability within their organization and increase the likelihood of executive success.
The document outlines the key responsibilities and tasks of a Human Resources Manager. It discusses areas such as recruiting and staffing, performance management, employee relations, compensation and benefits administration, training, policy development, and ensuring regulatory compliance. It also lists necessary qualifications like a university diploma, professional certificates, strong communication and problem-solving skills, and 6 years of HR experience including 2 years as an HR manager.
Raquel Guerrero has over 15 years of experience in human resources, primarily supporting international petroleum operations. She has expertise in talent management, compensation, benefits, and compliance. Her experience includes positions at BHP Billiton and Devon Energy supporting both domestic and international employees.
Kenneth Holstein has over 20 years of experience in human resources leadership roles. He has a proven track record of developing practical solutions to workplace problems that improve operational efficiency. As Director of HR at Wornick Foods, he reduced turnover by 15% through training programs and standardized hiring processes. He also redesigned compensation plans to reward increased skills. Holstein holds a Ph.D. in Psychology and is SPHR certified.
Allison Dunsmuir is a human resources business partner with over 15 years of experience helping organizations transform their workforces and foster high performance. She provides strategic guidance to business leaders on initiatives to support agility and talent management. Allison has expertise in areas such as strategic planning, talent acquisition, learning and development, and compliance. She is currently an HR business partner at Ecova, where she supports executives and helps engage remote employees.
Pauline Gets has over 15 years of experience in human resources management. She has held various HR leadership roles for companies in different industries, including facility services, distribution, retail, and healthcare. Her experience includes strategic HR planning, talent development, change management, and compliance with employment laws. She holds an MBA in HR management and is a certified Senior Professional of Human Resources.
Successful organizations approach M&As and people integration in a very systematic and methodical manner. Companies use standardized, but adaptable integration playbooks that contain step by step detailed instructions with tools, templates, checklists, process documentation, and tips to cover each major phase of the M&A from beginning to end.
This document discusses the changing role of HR from an operational, administrative function to a more strategic partner focused on supporting business needs through competent workforce development, customer satisfaction, employee engagement, and metrics review. It notes changes in the internal and external environment requiring HR to shift from reactive and short-term activities to proactive, consultative solutions. Emerging roles for HR professionals include human capital developer, employee advocate, strategic partner, and functional expert to fulfill this new strategic mandate.
PeopleFirm is a consultancy focused on helping clients achieve a competitive advantage through their people. They assess talent management options and design people strategies to improve organizational performance. PeopleFirm offers services in organizational performance, talent management, people strategy, and change management to align a company's human resources with its business strategy.
Sabrina Bates is a strategic HR executive with over 25 years of experience leading HR organizations. She has a track record of aligning HR strategies with business objectives to build high-performing teams. Bates has held various HR leadership roles with increasing responsibility at companies such as Gardner Denver and Aker Kvaerner, where she developed talent, improved culture and engagement, and successfully managed acquisitions and restructurings. She now owns her own HR consulting firm, providing strategic counsel to clients.
Experienced Human Resource professional with strong leadership and relationship-building skills. Promote a team-oriented and open-door environment that is conducive to a successful staff. Offering seventeen years of experience and knowledge in training, conflict management, team building.
Effectively manage project tasks requiring interaction with multiple departments. Resolve employee issues in a
professional manner.
The document is a resume for Shannon D. Carreon that summarizes her experience and qualifications. She has over 25 years of experience in human resources leadership roles with various companies. Her experience includes leading HR functions during mergers and acquisitions, implementing HR systems, developing training programs, and managing employee relations. She holds a Professional in Human Resources certification and is a member of the Society for Human Resource Management.
The document is a resume for John Ponzuric Jr., an experienced human resources professional. Over 10 years of experience leading HR teams across varied industries. Skilled at developing staff, maximizing performance, and optimizing procedures. Known for identifying innovative solutions that positively impact culture and resolving labor issues. Provides strategic planning and creative problem-solving.
The document is a resume for Julie A. Genesse. It summarizes her as a strategic and results-oriented human resources professional with experience leading large-scale HR initiatives at Fortune 500 companies. She has expertise in talent management, organizational development, and relationship building.
Joan Wilson has over 15 years of experience in human resources, including positions at American Geophysical Union, Beretta, and SAIC. She has expertise in areas such as employee engagement, strategic recruitment, performance management, and developing HR initiatives. Wilson holds an MBA and Master of Science degree and has experience in both union and non-union environments. She has a track record of streamlining HR processes to improve productivity and implemented initiatives such as new employee databases and electronic performance management systems.
Anita M. Dickey has over 20 years of experience in human resources. She has held senior HR leadership roles at several large companies, including Westar Energy and the City of Olathe. Her experience includes benefits and payroll management, wellness program administration, employee relations, and strategic planning. She is skilled in areas such as legislative compliance, HRIS operations, and union negotiations.
Troy Green Recruitment Professional Tg1troygreen65
This document is a resume for Troy M. Green, an executive recruiting director with over 15 years of experience in human resources and recruiting. Currently, Green works for the Department of Health and Human Services developing policy and recruitment strategies. Previously, Green held director level recruiting roles at hospitals and technology companies where he improved hiring processes, reduced costs and turnover, and increased diversity. Green has expertise in strategic planning, compliance, and developing high performing recruitment teams.
Jim Morrill has over 25 years of experience in healthcare human resources leadership. He is currently the Vice President of Human Resources at Amida Care, where he has led initiatives such as restructuring HR and facilities management, improving recruitment processes, and implementing a new performance management system. Previously, he spent 18 years at MVP Health Care in various HR leadership roles, overseeing areas such as compensation, organizational development, and culture change initiatives during a period of significant growth. He holds a degree from Cornell University and professional certifications in human resources and managed care.
Elin Porter is a human resources professional with over 20 years of experience in various industries. She holds an SPHR certification and bachelor's degree in organizational communication and human resource management. Her experience includes strategic planning, organizational development, performance management, training, employee relations, policy development, benefits administration, and general HR management. She has worked in both union and non-union environments for companies of various sizes. Her experience also includes consulting work where she provided HR support, audits, investigations and other services.
Christy Cox is a senior human resources leader with over 20 years of experience in human resources management, talent acquisition, and employee relations. She currently serves as the Senior Director of Human Resources for Logan's Roadhouse, Inc., a casual dining restaurant chain with over 195 locations across 21 states. In this role, she has spearheaded several initiatives that have resulted in millions of dollars in cost savings and improved recruiting, hiring, and employee development processes. Cox has extensive expertise in areas such as talent management, performance management, and compliance. She holds a Bachelor of Fine Arts degree and has received several awards recognizing her contributions to the human resources field.
Kevin Gorham is a human resources executive with over 25 years of experience in strategic HR leadership roles. He has held senior HR positions at several large companies, including Avnet and Rogers Corporation, where he developed talent management strategies, led organizational changes, and improved employee engagement, retention and performance. Currently, Gorham works as an executive career coach helping professionals with their job searches.
Khaleelah Isom has over 25 years of experience in operations management, customer service, and leadership. She is currently an Operations Manager at Amazon where she supervises 500 employees and leads initiatives to improve safety and performance. Previously, she held several management roles at PG&E where she improved customer fulfillment rates and employee productivity. She seeks a senior management position where she can continue leveraging her extensive training, strategic, and problem-solving skills.
Shieta Black Professional Resume 2016FShieta Black
This document is a resume for Shieta Black, who has over 10 years of experience in human resources management. She has worked in a variety of industries, including merchant services, high-tech, manufacturing, and telecommunications. Her experience includes developing HR programs from scratch, improving employee engagement and retention, and acting as a strategic business partner. She holds certifications as a PHR and SHRM-CP and has a bachelor's degree in organizational leadership.
Amy Halliday has over 15 years of experience in change management, project management, and strategic communications. She has a track record of increasing employee engagement through effective communication strategies and cultural initiatives. Her background includes managing change efforts, analyzing metrics, improving processes, and implementing organizational changes.
Kerri Ambrosi has over 19 years of experience in human resources, focusing on aligning HR functions to drive business performance. She has held HR leadership roles at various companies, implementing initiatives to improve processes, reduce costs, and support business goals. Her experience spans talent acquisition, compensation, employee development, and regulatory compliance across organizations with up to 1,675 employees.
Lauren Malmon has over 15 years of experience leading career development, executive coaching, and leadership programs in corporate and government settings. She has a track record of designing and implementing successful programs to improve culture, leadership effectiveness, and employee morale. Currently she is a senior manager at the U.S. Nuclear Regulatory Commission, where she leads leadership development initiatives.
Todd Bruhn is a results-driven human resources leader with over 20 years of experience in strategic HR roles. He has a proven track record of developing succession planning programs, implementing talent acquisition strategies, and driving organizational performance. Bruhn partners with executive teams to formulate HR strategies, lead change initiatives, and deliver business results.
Mike J. Turturice has over 14 years of experience in human resources, including serving as HR Director for Mur-Ci Homes. He has extensive experience in areas such as employee recruitment and retention, benefits administration, training, and HR compliance. Turturice aims to foster positive employee relations and implement cost-effective HR programs and policies. Prior to his current role, he held management positions with LG International and Lake Martin Transport, where he successfully developed new operations and HR strategies.
Dawn Cassity has over 20 years of experience in customer service and operations leadership roles. She has a track record of strategic planning, business development, budget management, and people leadership. Her experience includes setting up new customer service departments, managing call centers, and driving process improvements. She currently works as a Training & Quality Assurance Manager at Goodwill, where she develops policies and procedures and ensures compliance with accreditation standards.
1. R. KARL HEBENSTREIT, PH.D., ACC, PHR
LinkedIn: www.linkedin.com/in/rkarlhebenstreit
E-mail: rkarlh@gmail.com
Telephone: 510.381.0121
SF Bay Area, CA
SUMMARY OF QUALIFICATIONS:
Human Resources and Organization Development Professional with 20+ years of experience in the biotechnology,
healthcare, telecommunications, high-tech, pharmaceutical, and real estate services industries. Expertise in executive
coaching (ACC), meeting facilitation, leadership, workforce, and organization development, succession planning,
recruiting & staffing, training & development, business partnership, employee relations, management consulting, career
management, variable workforce operations, and outplacement. Internally-motivated, high energy, conscientious,
customer-focused, action-oriented, technologically astute, creative problem-solver, and efficient. Strengths include
seeing the big picture, building relationships at all levels, integrating and creating collaborative environments, and
leading and motivating others to achieve extraordinary results.
WORK EXPERIENCE:
BIO-RAD LABORATORIES, INC., Hercules, CA 2014 – 2016
ORGANIZATION DEVELOPMENT BUSINESS PARTNER, GLOBAL HUMAN RESOURCES
Provided integrated talent management, organization development consulting, and leadership development program
management for this international 8,000+ employee biotechnology (clinical diagnostics, life science, digital biology) company.
• Collaborated with HR Business Partners to create and implement leadership development and employee engagement
programs
• Assessed, coached, and developed High Potential employees to prepare for and support their success in their next roles
• Created and rolled out enterprise-wide development programs for all employee levels; facilitated strategic planning off-sites
• Developed and delivered change management training to managers and employees for Bio-Rad’s transition to a matrixed
organizational structure; consulted with leaders to provide them with employee feedback and communications guidance
• Enhanced the New Employee Orientation experience; Led the creation and implementation of a program to capture and share
tribal knowledge from retiring employees, re-engage them as mentors post-retirement, and engage existing employees
EMC CORPORATION (EMC²), San Francisco Bay Area, CA 2011 – 2014
ORGANIZATION DEVELOPMENT CONSULTANT, WESTERN REGION
Provided Organization Development consulting services to the west-region based divisions (Documentum/IIG, Data Domain/BRS,
Greenplum/Pivotal, and Isilon) and joint ventures (VCE) of this Fortune 50 big data storage and analytics company.
• Identified unique and shared development needs of each acquired company; Created/implemented appropriate OD solutions
(change management, training, strategic planning, team-building (DiSC, MBTI, Enneagram), 360 Feedback, coaching)
• Partnered with HR Business Partners and EMC’s corporate functions to create and deliver solutions and build client capacity
(Top 20 OD Toolkit, Hire Right, On-Boarding & Assimilation, Organization Talent Review, Employee Satisfaction and Motivation
Survey, Talent Management Strategy, Time Management, Management Foundations, Impact through Influence, Implicit Bias)
KAISER PERMANENTE 2005 – 2011
NATIONAL LEADERSHIP DEVELOPMENT, Oakland, CA (2007-2011)
SR. CONSULTANT, LEADERSHIP DEVELOPMENT
Led 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 vacant
client 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, mentoring, 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. • 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 | rkarlh@gmail.com Page 2 of 5
KAISER PERMANENTE (continued)
KP NCAL OFFICE OF THE LABOR MANAGEMENT PARTNERSHIP, Oakland, CA (2006 – 2007)
PRACTICE LEADER, WORKFORCE DEVELOPMENT, NCAL
Co-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 employees.
KP RECRUITMENT SERVICES, San Leandro, CA (2005-2006)
DIRECTOR, WORKFORCE STRATEGY & DEVELOPMENT
Set and implemented recruitment strategies in support of the hospitals and medical offices of America’s largest and oldest Health
Maintenance 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 – 2005
HUMAN RESOURCES / ORGANIZATION EFFECTIVENESS MANAGER
Provided HR/OD leadership and support to 200+ facilities management personnel in support of Sun Microsystems’s nationwide
sites.
• 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. Coached executives 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.
LEE HECHT HARRISON, Walnut Creek, CA 2001 – 2002
CAREER MANAGEMENT CONSULTANT
Delivered and facilitated training classes, roundtables, “Orientation and Venting” sessions, Job Search Work Teams, and one-to-one
consultations to career transitioning employees. Consulted on résumé, interviewing, marketing plan preparation, networking
techniques, 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.
3. • 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 – 2003
MANAGE YOUR HR CAREER EXPERT
Wrote and published 24 on-line articles and responded to on-line inquiries regarding career management and advancement.
R. Karl Hebenstreit 510.381.0121 | rkarlh@gmail.com Page 3 of 5
AT&T 1997 – 2001
GLOBAL 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 Management
Teams 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 as
National Account Manager for AT&T’s Consumer Services and Resource Link, AT&T’s internal variable workforce, managing a local
team 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 – 1997
RECRUITING & STAFFING MANAGER
Fulfilled recruiting and Business Partner roles for this professional services/telecommunications software development and
consulting 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.
• 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.
4. Merck & Co., Inc., Rahway, NJ & Whitehouse Station, NJ 1993 –1995
Completed 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, EMPLOYEE
COMMUNICATIONS & 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. R. Karl Hebenstreit 510.381.0121 | rkarlh@gmail.com Page 4 of 5
EDUCATION:
Ph.D., Organizational Psychology, Alliant International University / CA School of Professional Psychology, SF, CA
MA, Organizational Psychology, CA School of Professional Psychology, Alameda, CA
MS, Human Resource Management, Rutgers Graduate School - School of Management & Labor Relations, Piscataway, NJ
BA, Psychology, French, and Political Science, Rutgers College, New Brunswick, NJ
Certificate, Evidence-Based Coaching, Fielding Graduate University, Santa Barbara, CA
FOREIGN LANGUAGES:
French (conversational), German (conversational), Greek (fluent)
COMPUTER SKILLS:
Word, Excel, PowerPoint, Access, Visio, PeopleSoft, LotusNotes
PROFESSIONAL AFFILIATIONS & CERTIFICATIONS:
Certified Assessment Debrief Deliverer, Hogan Personality Instrument (HPI), Hogan Development Survey (HDS), and
Motives, Values, Preferences Inventory (MVPI), 2015 – Present
Integrative Accredited Practitioner, Integrative Enneagram Solutions, 2014 - Present
Certified Facilitator, Situational Leadership, Ken Blanchard Companies, 2013 – Present
Certifications in Leadership Architect® | VOICES® | TEAM Architect®, Lominger, 2012 – Present
Certificate, “Coaching with the Enneagram,” Bogda & Associates, 2010 – Present
Certified Executive Coach, ACC (Associate Certified Coach), ICF (International Coach Federation), 2009 – Present
Member, International Coach Federation, 2009 – Present
IEA Accredited Professional, Provider, Teacher (APPT), International Enneagram Association, 2009 – Present
Myers-Briggs Type Indicator (MBTI) Certified, 2003 – Present
Certified Professional in Human Resources (PHR), Society for Human Resource Management, 1997 – present
Member, Society for Human Resource Management (SHRM), 1997 – Present
6. R. Karl Hebenstreit 510.381.0121 | rkarlh@gmail.com Page 5 of 5
PUBLICATIONS & SPEAKING ENGAGEMENTS:
Presenter, “Leveraging the Enneagram in Developing Our Leaders,” International Enneagram Conference, Cape Town,
South Africa, October 2016
Podcast interview by Pace Smith, Wild Crazy Meaningful Enneagram, November 2016
Podcast interview by Darren Main, Inquire Within, October 2016
Podcast interview by Doug Llewellyn, CUTV News, September 2016
Podcast Interview by John Chang, The Creative Entrepreneur, “How the Enneagram can Unlock Your Success,” August
2016
Author, The How & Why: Taking Care of Business with the Enneagram - A Practical Organization Development
Framework to Drive more Effective, Efficient, and Sustainable Business Results and Relationships. North Carolina:
Amazon CreateSpace, 2016
Presenter, “Leveraging the Enneagram and Complementary Assessment Frameworks to Optimize Communication and
Interpersonal Dynamics,” IEA Global Conference, Minneapolis, MN, July 2016
Introducing the Enneagram to Business, Nine Points Magazine (www.ninepointsmagazine.org), International Enneagram
Association, October 2015
Presenter, “Leveraging the Enneagram in Developing Our Leaders,” European Enneagram Conference, Copenhagen,
Denmark, September 2015
Presenter, “Leveraging the Enneagram in Developing Our Leaders,” Canadian Enneagram Conference, Toronto, Canada,
May 2015
Presenter, “Taking Care of Business with the Enneagram,” European Enneagram Conference, Lisbon, Portugal, April 2014
Presenter, “Taking the Enneagram to Work,” Canadian Enneagram Conference, Victoria, BC, Canada, February 2014
Presenter, “Strategic Planning & Decision-Making with the Enneagram Model,” International Enneagram Association
Global Conference, Denver, CO, July 2013
Presenter, “Taking Care of Business with the Enneagram,” NCIEA, San Rafael, CA, October 2012
Presenter, “The Enneagram as Universal OD Translator,” IEA Global Conference, Long Beach, CA, July 2012
Adjunct Professor, “Introduction to the Enneagram and its Use in the Workplace,” (1 credit weekend elective), California
School of Professional Psychology, San Francisco, CA, November 2011
Webinar Presenter, Connecting Leadership Development & Leadership Hiring, Human Capital Institute, November 2009
Presenter, Keeping Our Pipelines Diverse and Retaining Our Talent, Conference Board, Succession Management
Conference, New York, NY, October 2009
A Call to Apply the Principles of the Enneagram in Organizations to Attract, Retain, and Motivate Employees, Enneagram
Journal, July 2008
Presenter, The Enneagram in Organizations: Reports from the Workplace, NCIEA, Belmont, CA, May 2008
Career/Executive Coach, SeasonedPro Career Moves 2008 Conference, San Francisco, CA, March 2008
Ph.D. Dissertation: Using the Enneagram to Help Organizations to Recruit, Motivate, and Retain their Employees, 2007
Presenter, "Making Sense of it All: The Roar and Vroom of the Enneagram," Professional Coaches & Mentors Association,
San Diego, CA, February 2005
Recruitment 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 2002
Presenter, “Talent Alliance,” SHRM Annual Conference, Minneapolis, MN, June 1998
7. R. Karl Hebenstreit 510.381.0121 | rkarlh@gmail.com Page 5 of 5
PUBLICATIONS & SPEAKING ENGAGEMENTS:
Presenter, “Leveraging the Enneagram in Developing Our Leaders,” International Enneagram Conference, Cape Town,
South Africa, October 2016
Podcast interview by Pace Smith, Wild Crazy Meaningful Enneagram, November 2016
Podcast interview by Darren Main, Inquire Within, October 2016
Podcast interview by Doug Llewellyn, CUTV News, September 2016
Podcast Interview by John Chang, The Creative Entrepreneur, “How the Enneagram can Unlock Your Success,” August
2016
Author, The How & Why: Taking Care of Business with the Enneagram - A Practical Organization Development
Framework to Drive more Effective, Efficient, and Sustainable Business Results and Relationships. North Carolina:
Amazon CreateSpace, 2016
Presenter, “Leveraging the Enneagram and Complementary Assessment Frameworks to Optimize Communication and
Interpersonal Dynamics,” IEA Global Conference, Minneapolis, MN, July 2016
Introducing the Enneagram to Business, Nine Points Magazine (www.ninepointsmagazine.org), International Enneagram
Association, October 2015
Presenter, “Leveraging the Enneagram in Developing Our Leaders,” European Enneagram Conference, Copenhagen,
Denmark, September 2015
Presenter, “Leveraging the Enneagram in Developing Our Leaders,” Canadian Enneagram Conference, Toronto, Canada,
May 2015
Presenter, “Taking Care of Business with the Enneagram,” European Enneagram Conference, Lisbon, Portugal, April 2014
Presenter, “Taking the Enneagram to Work,” Canadian Enneagram Conference, Victoria, BC, Canada, February 2014
Presenter, “Strategic Planning & Decision-Making with the Enneagram Model,” International Enneagram Association
Global Conference, Denver, CO, July 2013
Presenter, “Taking Care of Business with the Enneagram,” NCIEA, San Rafael, CA, October 2012
Presenter, “The Enneagram as Universal OD Translator,” IEA Global Conference, Long Beach, CA, July 2012
Adjunct Professor, “Introduction to the Enneagram and its Use in the Workplace,” (1 credit weekend elective), California
School of Professional Psychology, San Francisco, CA, November 2011
Webinar Presenter, Connecting Leadership Development & Leadership Hiring, Human Capital Institute, November 2009
Presenter, Keeping Our Pipelines Diverse and Retaining Our Talent, Conference Board, Succession Management
Conference, New York, NY, October 2009
A Call to Apply the Principles of the Enneagram in Organizations to Attract, Retain, and Motivate Employees, Enneagram
Journal, July 2008
Presenter, The Enneagram in Organizations: Reports from the Workplace, NCIEA, Belmont, CA, May 2008
Career/Executive Coach, SeasonedPro Career Moves 2008 Conference, San Francisco, CA, March 2008
Ph.D. Dissertation: Using the Enneagram to Help Organizations to Recruit, Motivate, and Retain their Employees, 2007
Presenter, "Making Sense of it All: The Roar and Vroom of the Enneagram," Professional Coaches & Mentors Association,
San Diego, CA, February 2005
Recruitment 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 2002
Presenter, “Talent Alliance,” SHRM Annual Conference, Minneapolis, MN, June 1998