Donna Kaczmarek, Sphr, Cebs, Mshrd, Shrm-Scp Email and Phone Number

Davidson Marketing Group (DMG) was founded in 2004 and is located in the Village of Elm Grove, Wisconsin. DMG is a technology and service company providing solutions to the insurance and human resource industries in more than 40 states.DMG’s flagship product, FutureOffice Network (FON), is a proprietary web-based sales tool used by insurance brokers to market their services and increase sales. DMG acts as an agency’s “back-room” marketing team while offering an array of technology solutions for employers and employees. DMG also provides human resource services from a division of FON called FONHR. In 2014, DMG will be launching a new HRIS system.

Managed staff and implemented human resource policies, programs and systems, which assisted in the execution of agency strategies and supported programs. Advised and consulted with directors and department managers on workforce planning activities including employee programs, employee relations, employee development, and communication of policies and practices.• Assisted program director in restructuring of a $22 million program to assure federal regulations were met• Updated policies to more closely align with the strategic goals of the agency• Managed staff downsizing of 20% due to budget cuts and ending of agency’s second largest program• Successfully negotiated benefit contracts resulting in a 15% cost savings for employees and agency

Various short-term and contract positions.Aided with various human resource management functions as required by client including being responsible for all aspects of human resources during transitional period.• Served as acting Human Resources Manager• Completed HR and FLSA audit• Audited leave policies for multiple domestic and international site assuring compliance and equity • Developed training on harassment, FMLA, succession planning and outsourcing

Structured Society's first Human Resources Department to include all facets of strategic HR including compensation strategies, employee development, pay-for-performance, policies and procedures, recruitment and retention; supervised HR staff.• Responsible for establishing a pay-for-performance philosophy; creating a methodology to establish market-driven pay ranges and to determine annual merit increase ranges assuring fair, equitable, and defendable compensation practices.• Developed and implemented the Employee Performance Appraisal Program; established performance and development standards resulting in over 95% of employee completing established performance and development goals.• As Trustee for benefit plans including defined benefit and defined contribution plans, formalized the Benefit Committee and automated annual reporting process reducing processing time and error rate.• Introduced employee, management, and sales force training programs which assured successful transition to new and compliant policies and procedures, and eliminated confusion concerning the sales force’s employment status.• Strengthened and streamlined payroll and commission processes which brought the process into compliance with federal and state regulations, improved process time and accuracy.• Developed standards and procedures fortifying independent contractor status of the sales force.• Developed hiring process which enhanced levels of candidate success and retention as determined by the number of new employees still employed and meeting performance and development goals after 30 days, 60 days, and one year.

Implemented and maintained human resource activities in multiple locations; managed staffing, benefit administration, adherence of policies and practices contributing to productivity and retention; investigated employee harassment and unfair treatment complaints; supervised staff.• Led staffing of a new location which required hiring over 100 employees in 60 days.• Catalyst in successful merger of two distinctly different corporate cultures.• Served as HRIS administrator and represented HR on integration team resulting in the successful, error-free integration of the HRIS and payroll system.• Assisted in developing employee orientation program and introduction of new employee handbook to over 450 employees, as well as "brown bag lunch" training sessions for approximately 150 supervisors.• Reduced headcount by 50% to meet budgetary goals; conducted group and individual meetings with all released employees resulting in 100% acceptance of severance agreements and accurate payouts.