Experience

First Northern Credit Union

• United States
• Financial Services
• 1 - 100 Employee

• Director of Human Resources & Organizational Development - Head of Human Resources

  • Mar 2002 - Present

  DIRECTOR OF HUMAN RESOURCES & ORGANIZATIONAL DEVELOPMENT 2004 - Present MANAGER OF HUMAN RESOURCES 2002 - 2003 Oversee and direct all HR benefits, payroll, compensation, employment, employee development, workers’ compensation, office operations, policies and procedures including facilities, real estate and maintenance for six Branch locations in Illinois. Manage a $4.5 million dollar annual HR budget. Responsible for the development, productivity and success of three direct… Show more DIRECTOR OF HUMAN RESOURCES & ORGANIZATIONAL DEVELOPMENT 2004 - Present MANAGER OF HUMAN RESOURCES 2002 - 2003 Oversee and direct all HR benefits, payroll, compensation, employment, employee development, workers’ compensation, office operations, policies and procedures including facilities, real estate and maintenance for six Branch locations in Illinois. Manage a $4.5 million dollar annual HR budget. Responsible for the development, productivity and success of three direct reports. Reporting directly to the Chief Executive Officer. •Partner and advisor to Executive Team and Board of Directors on Human Resources issues and concerns •Provide leadership in the critical area of recruitment by developing the most creative and cost-effective ways of generating high-quality candidates in the marketplace. Work with the hiring manager’s to recruit, interview and recommend qualified candidates who best contribute to the success and growth of the company •Manage salary ranges and advise on compensation issues including merit and promotional pay •Plan and direct the execution of a comprehensive compensation study. Drive annual updates to ensure competitive pay •Direct Organizational & Employee Development strategies and processes, assess organizational development needs of operating, business and functional units, lead the design, development and implementation of programs, policies and strategies tailored to meet developmental needs •Attend monthly compensation, executive and board committee meetings to make presentations regarding new or revised policies and procedures •Centralize reporting methods, enhanced employee development and performance measurement initiatives Show less DIRECTOR OF HUMAN RESOURCES & ORGANIZATIONAL DEVELOPMENT 2004 - Present MANAGER OF HUMAN RESOURCES 2002 - 2003 Oversee and direct all HR benefits, payroll, compensation, employment, employee development, workers’ compensation, office operations, policies and procedures including facilities, real estate and maintenance for six Branch locations in Illinois. Manage a $4.5 million dollar annual HR budget. Responsible for the development, productivity and success of three direct… Show more DIRECTOR OF HUMAN RESOURCES & ORGANIZATIONAL DEVELOPMENT 2004 - Present MANAGER OF HUMAN RESOURCES 2002 - 2003 Oversee and direct all HR benefits, payroll, compensation, employment, employee development, workers’ compensation, office operations, policies and procedures including facilities, real estate and maintenance for six Branch locations in Illinois. Manage a $4.5 million dollar annual HR budget. Responsible for the development, productivity and success of three direct reports. Reporting directly to the Chief Executive Officer. •Partner and advisor to Executive Team and Board of Directors on Human Resources issues and concerns •Provide leadership in the critical area of recruitment by developing the most creative and cost-effective ways of generating high-quality candidates in the marketplace. Work with the hiring manager’s to recruit, interview and recommend qualified candidates who best contribute to the success and growth of the company •Manage salary ranges and advise on compensation issues including merit and promotional pay •Plan and direct the execution of a comprehensive compensation study. Drive annual updates to ensure competitive pay •Direct Organizational & Employee Development strategies and processes, assess organizational development needs of operating, business and functional units, lead the design, development and implementation of programs, policies and strategies tailored to meet developmental needs •Attend monthly compensation, executive and board committee meetings to make presentations regarding new or revised policies and procedures •Centralize reporting methods, enhanced employee development and performance measurement initiatives Show less



Arlington International Racecourse, Inc.

• Director of Human Rescources & Development

  • Apr 1999 - Apr 2001

  DIRECTOR OF HUMAN RESOURCES & DEV 1999 - 2001 MANAGER OF HUMAN RESOURCES 1999 - 1999 In a newly created position within a union environment for a $200 million World Premier International Racetrack and five Off-Track Betting parlors, developed and lead the centralized Human Resources function for 500 year round staff plus 1200 + seasonal staff. Responsible for the development, productivity and success of seven direct reports. •Reduced grievances by 90% through improved… Show more DIRECTOR OF HUMAN RESOURCES & DEV 1999 - 2001 MANAGER OF HUMAN RESOURCES 1999 - 1999 In a newly created position within a union environment for a $200 million World Premier International Racetrack and five Off-Track Betting parlors, developed and lead the centralized Human Resources function for 500 year round staff plus 1200 + seasonal staff. Responsible for the development, productivity and success of seven direct reports. •Reduced grievances by 90% through improved employee communications and employee incentive and recognition programs •Developed and implemented company wide recognition program "ASPIRESTAR” - Driver of company culture and morale through execution of recognition programs that tie company brand, culture and customer focus to awards •Responsible for the first job fair; fair resulted in 800 participants with more than 400 tested and interviewed in one day •Implemented comprehensive Human Resources policies and processes to meet State and Federal regulatory requirements and monitored staffing needs to assure service levels were appropriate to traffic patterns in order to meet objectives •Partnered with Vice Presidents and Managers by providing guidance and counsel on all Human Resources issues and strategies relating to the Arlington/Churchill merger •Prepared Corporate Equal Opportunity and Affirmative Action plans annually for the Illinois Racing Board •Consulted with peers to identify trends across the industry to determine strategies •Successfully converted to ADP perspective from ABRA Human Resources/Payroll system •Designed and executed performance management and annual evaluation process •Improved hiring practices by developing a training program to coach management at nine locations on telephone interviewing skills, behavioral interviewing techniques and legal employment guidelines Show less DIRECTOR OF HUMAN RESOURCES & DEV 1999 - 2001 MANAGER OF HUMAN RESOURCES 1999 - 1999 In a newly created position within a union environment for a $200 million World Premier International Racetrack and five Off-Track Betting parlors, developed and lead the centralized Human Resources function for 500 year round staff plus 1200 + seasonal staff. Responsible for the development, productivity and success of seven direct reports. •Reduced grievances by 90% through improved… Show more DIRECTOR OF HUMAN RESOURCES & DEV 1999 - 2001 MANAGER OF HUMAN RESOURCES 1999 - 1999 In a newly created position within a union environment for a $200 million World Premier International Racetrack and five Off-Track Betting parlors, developed and lead the centralized Human Resources function for 500 year round staff plus 1200 + seasonal staff. Responsible for the development, productivity and success of seven direct reports. •Reduced grievances by 90% through improved employee communications and employee incentive and recognition programs •Developed and implemented company wide recognition program "ASPIRESTAR” - Driver of company culture and morale through execution of recognition programs that tie company brand, culture and customer focus to awards •Responsible for the first job fair; fair resulted in 800 participants with more than 400 tested and interviewed in one day •Implemented comprehensive Human Resources policies and processes to meet State and Federal regulatory requirements and monitored staffing needs to assure service levels were appropriate to traffic patterns in order to meet objectives •Partnered with Vice Presidents and Managers by providing guidance and counsel on all Human Resources issues and strategies relating to the Arlington/Churchill merger •Prepared Corporate Equal Opportunity and Affirmative Action plans annually for the Illinois Racing Board •Consulted with peers to identify trends across the industry to determine strategies •Successfully converted to ADP perspective from ABRA Human Resources/Payroll system •Designed and executed performance management and annual evaluation process •Improved hiring practices by developing a training program to coach management at nine locations on telephone interviewing skills, behavioral interviewing techniques and legal employment guidelines Show less



Carson Pirie Scott & Company

• Assisant Manager and Manager of Human Resources

  • Oct 1996 - May 1998

  ASSISTANT MANAGER OF HUMAN RESOURCES 1996 - 1997 MANAGER OF HUMAN RESOURCES 1997 - 1998 Carson Pirie Scott & Company, Chicago IL Responsible for Human Resources initiatives for 600+ associates. Successful in reducing turnover, improving staff recognition and communication, increasing 401k participation, and leading the annual United Way and March of Dimes Drive to exceed corporate goals. Primary resource for branch stores in the absence of the HR Manager. •Provided… Show more ASSISTANT MANAGER OF HUMAN RESOURCES 1996 - 1997 MANAGER OF HUMAN RESOURCES 1997 - 1998 Carson Pirie Scott & Company, Chicago IL Responsible for Human Resources initiatives for 600+ associates. Successful in reducing turnover, improving staff recognition and communication, increasing 401k participation, and leading the annual United Way and March of Dimes Drive to exceed corporate goals. Primary resource for branch stores in the absence of the HR Manager. •Provided Human Resources management including compensation, employee/labor relations, performance management and strategic planning for the Visual, Furniture, Corporate Level/Gifts, Kid’s, Men's, Women's, Bridal and Union Group departments total of 350 employees •Directed the selection, training & development, and appraisals of the store’s management and associate teams to guarantee optimal store performance •Approved job openings, promotions, transfers, disciplines, terminations and leave of absences •Consulted with Department Managers on high risk/high exposure Employee Relations and Loss Prevention concerns while aligning with the Loss Prevention Department to ensure fair and expedient resolution of issues •Administered full range of Human Resources services for over 200 associates and managers including associate morale, selection, training & development and appraisals. Includes seasonal associates •Supervised fifteen sales associates, coordinated United Way, March of Dimes and Associate activities •Coached and trained associates emphasizing team service standards and effective sales techniques •Recruited and selected associates to maintain storewide staffing levels to plan and complete weekly vacancy reports for Lincolnwood, Harlem & Irving, and Eden’s Plaza store Human Resources Managers •Responsible for time keeping, job postings and payroll to ensure compliance with state and federal regulations Show less ASSISTANT MANAGER OF HUMAN RESOURCES 1996 - 1997 MANAGER OF HUMAN RESOURCES 1997 - 1998 Carson Pirie Scott & Company, Chicago IL Responsible for Human Resources initiatives for 600+ associates. Successful in reducing turnover, improving staff recognition and communication, increasing 401k participation, and leading the annual United Way and March of Dimes Drive to exceed corporate goals. Primary resource for branch stores in the absence of the HR Manager. •Provided… Show more ASSISTANT MANAGER OF HUMAN RESOURCES 1996 - 1997 MANAGER OF HUMAN RESOURCES 1997 - 1998 Carson Pirie Scott & Company, Chicago IL Responsible for Human Resources initiatives for 600+ associates. Successful in reducing turnover, improving staff recognition and communication, increasing 401k participation, and leading the annual United Way and March of Dimes Drive to exceed corporate goals. Primary resource for branch stores in the absence of the HR Manager. •Provided Human Resources management including compensation, employee/labor relations, performance management and strategic planning for the Visual, Furniture, Corporate Level/Gifts, Kid’s, Men's, Women's, Bridal and Union Group departments total of 350 employees •Directed the selection, training & development, and appraisals of the store’s management and associate teams to guarantee optimal store performance •Approved job openings, promotions, transfers, disciplines, terminations and leave of absences •Consulted with Department Managers on high risk/high exposure Employee Relations and Loss Prevention concerns while aligning with the Loss Prevention Department to ensure fair and expedient resolution of issues •Administered full range of Human Resources services for over 200 associates and managers including associate morale, selection, training & development and appraisals. Includes seasonal associates •Supervised fifteen sales associates, coordinated United Way, March of Dimes and Associate activities •Coached and trained associates emphasizing team service standards and effective sales techniques •Recruited and selected associates to maintain storewide staffing levels to plan and complete weekly vacancy reports for Lincolnwood, Harlem & Irving, and Eden’s Plaza store Human Resources Managers •Responsible for time keeping, job postings and payroll to ensure compliance with state and federal regulations Show less