Kenney Kaminski, M.S., Phr Email & Phone Number

Milwaukee, Wisconsin, Us

Position Overview: strategic business partner supporting 1000+ associates and collaborating with business leaders in Technology, the single largest group within the enterprise.Accomplishments: workforce planning efforts resulted in $1.8M in headcount savings in supported organizations; overall annual expenses down 6%; increased operating income / margin by 14% ($8.2M) due in large part to people expense reductions; successfully managed 10% reduction in force in supported groups.Day-to-Day Responsibilities: Partner with senior business leaders to deliver optimal business results that exceed targets Coach and counsel leaders to better optimize people and business through employee engagement, organizational efficiency, employee relations, change management, learning and development, and performance management effortsAdvance enterprise people strategies while balancing working relationships, credibility, and business impactAnalyze people metrics using tools such as associate engagement surveys, Power BI, and other custom ad hoc reportsAlign talent structure with business objectives, and where issues arise, partner with business leaders to create functional org structures that drive better / faster resultsLead and execute core annual HR processes for assigned business units including goal setting, performance reviews, promotions, merit and incentive compensation planning, and talent managementPartner with Talent Acquisition to brand, source and attract a diverse team, driving effective onboarding practices, which includes new leader assimilationsDesign and/or execute new programs with a focus on government regulation complianceEvaluate, recommend, and at times, revise internal processes to drive operational efficiencyTrack headcount financials and update leaders on budget and spend issuesDraft organizational announcements and updatesDevelop custom reports, with pivot tables, to provide aggregated and consolidated views of relevant data

Miami, Florida, Us

Position Overview: provide full-scale strategic and tactical human resource management for start-up digital creative agencyAccomplishments: worked with company founders on completing a five-year strategic plan including company mission, vision, and core values; designed and implemented complete performance management program including rating scale, definitions, and evaluation questions Day-to-Day Responsibilities:Maintained workforce plan and advised on all financial issues related to human resourcesPosted strategically important positions needed to achieve goalsScreened resumes and conducted all interviewsScheduled finalists to interview with CEO and CCO Drafted and revised performance management rating scale, evaluation questions, and review processMonitored compensation for internal and external equityRecommended offers for all new hires and promotionsMaintained workforce cost to strategically plan for and address compensation issues including market lags and compressionProcessed all payroll and ensured employees were classified appropriately under the FLSA for overtime purposesWorked directly with insurance brokers to enroll new participants and prepare company for open enrollmentMonitored and ensured all deferrals and contributions were processed accurately

Washington, Dc, Us

Position Overview: provided strategic HR management and support to multiple business units including Technology, NG Project Management Office, NG Travel, Business Development, Marketing Services, and Digital Media. Accomplishments: served as implementation project manager for SuccessFactors recruiting system; compiled complex compensation data for a third-party salary survey provider; automated outdated manual forms; contributed to most large-scale, strategically important HR projects; built strong and lasting client relationships; improved department’s credibility as a service provider.Day-to-Day Responsibilities:Directly supervised, coached, and mentored an HR Generalist and an HR CoordinatorCounseled management on position elimination processes, reviewed business justifications, demographic, and OWBPA-1 reports, and advised on legal considerations or concernsDrafted and edited final separation agreementsCommunicated job eliminationsPartnered with customer/client groups to assess staffing metrics and budgetsDeveloped and implemented effective recruitment solutions for open and replacement positionsCoached managers on improving behaviors and performanceDocumented and mediated disciplinary actions for poor performance Compiled salary survey data, and conducted market pricing analysisServed as interim Compensation Manager to cover for an extended medical leave Queried and analyzed metric reportsDesigned and implemented new policies and programs in response to evolving metricsUtilized metrics to support organization’s goals; ensured record compliance and generated reportsAdministered all extended leaves of absence for supported business unitsCoached managers on legal issues and internal policies included FMLA, STD, LTD, ADA and ADAAA

Norwood, Massachusetts, Us

Position Overview: provided HR operational support to a team of 2 Division Vice Presidents, 5 Regional Directors and 49 restaurantsDay-to-Day Responsibilities:Conducted regular HR audits to ensure employment records adhered to laws, regulations, and internal practicesSourced and recruited all management-level employees for my supported area; arranged and facilitated recruitment fairsAdministered DISC assessments and delivered resultsConducted detailed investigations of employee misconduct and sexual harassment allegationsHandled all investigations with discretion and a high degree of confidentialityCoached, counseled, and trained managers and employees on company standards and practicesMember of yearly Appraisal CouncilReviewed all performance reviews to ensure consistency in ratings and performance-related pay increasesAdvised on promotion requests

St Petersburg, Florida, Us

Position Overview: satellite employee who provided HR support to 5 credit union service centers in the DC area with an average of 20 employees eachAccomplishments: promoted to Sr. Training and Recruitment Specialist within 2 years; completed my PHR through self-study; handled a serious EEOC investigation involving a Title VII complaint; developed hiring analytics report using graphs to show turnover trends and cycles; implemented an annual hiring plan in response to vacancy trendsDay-to-Day Responsibilities:Reviewed applications and resumes, conducted phone screens and in-person interviews, administered math, and reading skills tests, submitted and reviewed background checks and credit reports, and completed surety bondsFacilitated all new-employee orientations; conducted benefits presentations; explained and reviewed all onboarding documentation; presented company history and internal policiesFacilitated teller training including financial regulations, cash handling and system processes; conducted all sexual harassment training; and facilitated Zenger-Miller leadership workshopsCompleted equity reviews and extended offers; reviewed performance history for promotions to determine an equitable increaseCoached all levels of management staff on managing employees for optimal performance; investigated complaints of misconduct and unfair treatment

Provided HR operational support to credit union staff including internal and external recruitment and selection, training and development, employee relations counseling, and benefits administration.Reviewed applications and resumes, conducted phone screens, in-person interviews, background checks, credit reports, surety bonding, employment and reference verifications. Extended offers, scheduled and facilitated new-employee orientations, and conducted detailed benefits informational meetings to discuss and coordinate health and dental coverage, FMLA, COBRA, FSA, EAP and other company-sponsored programs.Compiled and analyzed statistical metric reports to determine effectiveness of recruitment model, and recommended and implemented necessary changes.Coached managers on resolving employee relations issues to ensure legal compliance and consistent policy interpretation regarding workplace conduct, attendance, punctuality, ethics, and problem resolution.

Master’S Degree, Project Management

Bachelor Of Arts (B.A.), Journalism