Katy Reed Email & Phone Number

Minneapolis, Minnesota, United States

Greater Minneapolis-St. Paul Area

• Identified outdated HR processes that drove inefficacies for the organizations. Led a team HR managers to build new processes that support the needs of our evolving organization. This work drove consistency across all state entities, saves time for managers and leaders, and created a new level of transparency into HR related data and metrics.• Redesigned and facilitated quarterly training courses for 200 team members to clearly communicate changes in HR policy. Collaborated with senior leadership for strategic alignment to ensure that subordinates and managers were able to effectively carry-out the overall organizational vision and goals.• Directly managed a team of HR business partners focused on retention, promotions, and coaching. As the leader I establish team priorities, goals, and determine how success will be measured. In addition to my direct team I have indirect oversight over 24 HR managers across the state of MN.• Collaborate with HR senior leaders and cross functional partners to develop and implement performance management program changes. These changes allowed my organization to ensure that all changes align with business strategies, budgets, and drives consistent expectation management through an HR organization of over 800 people.

• Drive and mange HR routines for my organization to ensure compliance to all laws, policy, and regulations. Consistently achieved or exceeded goal of < 10% incomplete evaluations across the entire organization.• Created roles & responsibilities for newly created retention specialist role. By developing clearly defined expectations for this role I drove increased retention rates +6% annually during the first year. This framework was so successful that it was adopted at the state level and now serves as the primary job description for all 13 retention specialists in the state.• Directly led 5 HR mangers and supported 7 indirect reports.• Partnered with cross functional departments to ensure the standardization for all HR practices across an organizational element of more than 5,000 people.

• Facilitated annual review of eligible team members to determine priority list for promotion based on merit for 5,000 military personnel. • Completed capital budget analysis and resource allocation requirements for yearly promotion boards.• Developed and briefed strategy options for senior executive staff members outlining resource and budget constraints and associated risks with each course of action.• Directly led 3 HR managers and supported 24 indirect reports.

• Directly supervised 4 human resource specialists• Developed new solutions, practices, and procedures to meet current and future organizational planning objectives.• Developed and delivered training to new and existing HR team members ensuring they have a clear understanding of their expectations, policies, procedures, and opportunities for growth.• Provided HR and senior executive leadership recommendation relating to employee trends and staffing goals. This allowed leadership to project attrition and forecast recruiting needs.

Bachelor Of Business Administration - Bba, Human Resources Management/Personnel Administration, General

Business Administration And Management, General