Human Resources Generalist
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Kristin Chaillou, MBA, SPHR 518 Fuselage Ave, Baltimore, MD 21221 Cell (443) 604-1904 [email protected] Senior Human Resources Business Partner Seasoned performance driven senior level human resources generalist with 8 years experience in full range of human resources functions. Successful in developing partnerships between human resources and management to ensure that key initiati ves are developed and executed. Provide broad-based expertise and accomplishment s in: Performance Optimization Tools Employee Relations Senior Level Talent Acquisition EEOC Resolution Diversity Training Conflict Resolution Project Management Executive Coaching Risk Mitigation Change Management Trend Analysis Work-Force Reductions Experience CITIGROUP, Baltimore, MD December 2002 - Present
Handpicked by Director of Human Resources to be the Lead HR Generalist for the D ivision, which has $1.8 billion in receivables, an annual EBIT of $456 million, and has increased receivables greater than 16% through organic growth year-overyear for the past three years. Senior Human Resources Generalist, CitiFinancial (July 2004 - Present) - Lead Human Resources support for 3 Senior Executives and 950 employees in a d ecentralized sales environment. Acknowledged for ability to identify talent by r ecruiting and training new HR Generalists and sought for guidance and/or input o n changes to Human Resources functions. * Employee Relations and Retention - Reduced employee turnover 3% and increased employee satisfaction. Participated in the creation of the HR Dashboard that ena bles senior management to monitor HR statistics year over year. Review escalated employee relations issues from other areas within the division to mitigate risk and to ensure consistent practices. * HR Organization Management - Key member of design team to develop HR strategie s to ensure that HR goals/tactics are aligned to the business by developing and implementing the HR generalist scorecard. * Organizational Restructuring and Design - Led organizational re-design based o n new business model, resulting in an annual savings of $7.5 million, impacting 250 employees with no internal/external complaints. * Performance Optimization - Created tools to optimize employee performance, whi ch resulted in top employees receiving recognition from senior management and mi tigating risk for employees being held accountable for production standards. * Employee Satisfaction - Partner with Senior Management to create an action pla n to address issues raised on the annual employee satisfaction survey. * Talent Development - Created and implemented Divisional development program to ensure high-potential personnel were being recognized and developed. * Risk Management - Successfully managed numerous external and internal grievanc e proceedings, including the dismissal of 3 EEOC complaints in 2008. * Budget Optimization - Successfully managed talent review of exempt and non-exe mpt employees linking to pay for performance principles while adhering to establ ished annual budget. * Recruiting - Partner with Senior Management on interviewing and selecting the appropriate candidate for positions. Review candidate information to recommend a
nd approve salaries ensuring that there is equity within geographic locations. * Training - Developed and implemented the HR generalist new hire training progr am. Delivered on-going sexual harassment & professional conduct training. * Policies and Procedures - Counseled management on policy administration and in terpretation, including compensation, employee relations, performance planning, and diversity. Human Resources Technician III (Dec. 2002 - July 2004) - Provided payroll suppor t to 3,000 employees in a decentralized sales environment. * Payroll Processing - Processed employee actions affecting payroll, including: hiring, terminations, transfers, tax withholdings, and changes to employment sta tus. * Compliance Review - Reviewed employee paperwork to ensure that it met Federal/ State requirements, as well, as internal policies * Relationship Development - Established relationships with Human Resources Mana gers and employees to escalate employee issues as needed. * System Training - Led training for field management and employees on PeopleSof t Self-Service Education and Professional Certifications University of Baltimore, Baltimore, MD M.B.A with an emphasis in Human Resources Management, 2007 Villa Julie College, Stevenson, MD B.S., Business Systems: Business Administration, 2002 Human Resources Certification Institute Senior Professional in Human Resources, December 2008 Member of the Society for Human Resource Management (SHRM)
Handpicked by Director of Human Resources to be the Lead HR Generalist for the D ivision, which has $1.8 billion in receivables, an annual EBIT of $456 million, and has increased receivables greater than 16% through organic growth year-overyear for the past three years. Senior Human Resources Generalist, CitiFinancial (July 2004 - Present) - Lead Human Resources support for 3 Senior Executives and 950 employees in a d ecentralized sales environment. Acknowledged for ability to identify talent by r ecruiting and training new HR Generalists and sought for guidance and/or input o n changes to Human Resources functions. * Employee Relations and Retention - Reduced employee turnover 3% and increased employee satisfaction. Participated in the creation of the HR Dashboard that ena bles senior management to monitor HR statistics year over year. Review escalated employee relations issues from other areas within the division to mitigate risk and to ensure consistent practices. * HR Organization Management - Key member of design team to develop HR strategie s to ensure that HR goals/tactics are aligned to the business by developing and implementing the HR generalist scorecard. * Organizational Restructuring and Design - Led organizational re-design based o n new business model, resulting in an annual savings of $7.5 million, impacting 250 employees with no internal/external complaints. * Performance Optimization - Created tools to optimize employee performance, whi ch resulted in top employees receiving recognition from senior management and mi tigating risk for employees being held accountable for production standards. * Employee Satisfaction - Partner with Senior Management to create an action pla n to address issues raised on the annual employee satisfaction survey. * Talent Development - Created and implemented Divisional development program to ensure high-potential personnel were being recognized and developed. * Risk Management - Successfully managed numerous external and internal grievanc e proceedings, including the dismissal of 3 EEOC complaints in 2008. * Budget Optimization - Successfully managed talent review of exempt and non-exe mpt employees linking to pay for performance principles while adhering to establ ished annual budget. * Recruiting - Partner with Senior Management on interviewing and selecting the appropriate candidate for positions. Review candidate information to recommend a
nd approve salaries ensuring that there is equity within geographic locations. * Training - Developed and implemented the HR generalist new hire training progr am. Delivered on-going sexual harassment & professional conduct training. * Policies and Procedures - Counseled management on policy administration and in terpretation, including compensation, employee relations, performance planning, and diversity. Human Resources Technician III (Dec. 2002 - July 2004) - Provided payroll suppor t to 3,000 employees in a decentralized sales environment. * Payroll Processing - Processed employee actions affecting payroll, including: hiring, terminations, transfers, tax withholdings, and changes to employment sta tus. * Compliance Review - Reviewed employee paperwork to ensure that it met Federal/ State requirements, as well, as internal policies * Relationship Development - Established relationships with Human Resources Mana gers and employees to escalate employee issues as needed. * System Training - Led training for field management and employees on PeopleSof t Self-Service Education and Professional Certifications University of Baltimore, Baltimore, MD M.B.A with an emphasis in Human Resources Management, 2007 Villa Julie College, Stevenson, MD B.S., Business Systems: Business Administration, 2002 Human Resources Certification Institute Senior Professional in Human Resources, December 2008 Member of the Society for Human Resource Management (SHRM)
