Kenna Eilers Email & Phone Number

Kansas City, MO, US

Overland Park, Kansas, United States

Overland Park, KS

• Currently leading a cross-functional effort to bring relevant short bites of learning content to the broader employee base in a new and innovative way: target date May 2019.
• Project managed a successful learning tools campaign for all Sprint employees. As part of the campaign, designed a contest and wrote supporting company-wide article that was the most successful article in the past.
• Developed a strategy and framework for the HR team to use with executive clients to help them identify function specific ways for employees to prepare for the future based on external research and internal talent.
• Created a communications strategy for Sprint University, implemented a six-month calendar view of critical communications and partners with the broader HR team to create a new integrated communications approach.
• Manage the supplier process for Sprint University to ensure compliance and speed to enable vendors to quickly deliver.
• Coordinate performance analysis, research, and process and implementation planning for strategic workforce and development initiatives.

• In June became the Interim HR Director for the entire HR function at LS&S. Role was expanded to oversee HR functions including: strategy, staffing, employee relations, executive decisions, benefits, compliance.
• In February, began managing the benefits function in addition to the compliance manager role.
• Conducted benefit carrier audits; significant clean up occurred.
• Created an intranet benefits homepage with detailed information for each benefit, carrier contact information, frequently asked questions, a webinar overview and directions on how to enroll in benefits.
• Expanded hours that employees could reach the benefits team and improved benefit response times.
• Changed the leave of absence tracking process to better support the needs of the business and keep leaders informed.

Overland Park, KS

• Created and implemented a comprehensive affirmative action program (AAP) including a new strategy to mitigate risk, extensive data clean-up, new HR data entry procedures, creation of affirmative action plans with.
• Designed and delivered a new online performance management program for approximately 1,000 employees. The project was delivered on-time, on-budget and grounded in research. Partnered with I.T. to build a tool that is.
• Successfully project managed the HR data transition from the iSolved platform to the ADP system. Corrected extensive data transfer inaccuracies through the data validation process which ultimately led to a seamless.
• Facilitated a re-evaluation of all jobs to determine exemption status and implemented new job titles for every employee to drive consistency with salary grades, exemption statuses, and EEO1 codes.
• Delivered the first ever HR scorecard including year-over-year analysis for measures such as turnover, hiring, job movement, diversity, and training. Before creating the HR scorecard, implemented a new reporting.
• Led various strategic projects such as an annual employee survey, employee focus groups, employee action teams implementing changes for an improved employee experience and culture, HR process improvements and 401K.

Overland Park, KS

• Created a new talent review process and tool to review the top 100 officers at Sprint. 100% of vice presidents had an individual development plan. Sprint’s new CEO requested to expand tool to other levels of management.
• Led a cross-functional effort to create enhanced focus on performance differentiation in four key HR programs to ensure consistent HR messaging and to eliminate confusion.
• Participated in cross-functional HR team tasked with presenting the portfolio of Sprint’s HR products and services to the leadership at Softbank, Sprint’s parent company.
• Facilitated the succession planning process for Sprint’s Board of Directors including identification of replacement plans for senior executive roles and other business critical officer roles.
• Created a new talent review process for the CEO and senior management focused on the strengths, development and action plans for high-potential vice presidents and directors; over 50% of high-potential executives were.
• Led effort to eliminate performance ratings company-wide with the purpose of creating a culture of on-going feedback and coaching.

Overland Park, KS

• Supported the Human Resource Talent Management function which includes: Staffing, Diversity & Inclusion, Workforce Optimization, Leadership Programs and Leadership Development.
• Facilitated the creation of the Talent Management strategic plans and tracked progress monthly including a metrics dashboard containing key Human Resource measures.
• Created year-end annual reports with high level accomplishments and analysis to demonstrate value.
• Managed the Human Resource budget process for Talent Management Human Resource executive.

Overland Park, KS

• Managed client specific Human Resources data to support the business: headcount, turnover, promotions, hires, diversity statistics, performance plan compliance, training compliance, and excellence awards usage.
• Managed administration for multiple reductions in force. Tracked selection decisions, created legal review materials, generated separation packages, determined appropriate baseline headcount, tracked progress towards.
• Supported client participation in corporate programs: Leadership Development, Succession Planning, Mentoring, Diversity Scorecards, Phone Plan, Employee Survey and Affirmative Action.

Overland Park, KS

• Improved the PCS affirmative action program (AAP) submission. Enhanced the engagement of field HR by requiring monthly AAP data clean up and meeting individually to explain management and HR’s roles and responsibilities.
• Guided the successful completion of four OFCCP audits and five OFCCP compliance checks. Clarified and revised our internal preparation process for these types of audits.
• Created succession planning meeting materials that were critical in the One-Sprint Information Technology and Network Services re-organization.
• Realized an 88% process improvement with an internal audit of HRMS vs. SelecTrak external new hire data. Monthly discrepancies were 13,863 in 2001, and this was minimized to 1689 discrepancies in 2002.

Administrated recruitment, quality placements, unemployment, worker’s compensation and daily staffing operations