Kim Mullin Van Savage Email & Phone Number

Charlottesville, Va, Us

Cambridge, Massachusetts, Us

Provide strategic HR counsel and support to leaders related to employee engagement and leadership, team, and organizational effectiveness. Create and implement processes and tools for measuring the effectiveness of leadership and work groups and partner with Boards, leaders, and employees to develop, implement, and monitor improvement plans.

Austin, Texas, Us

Oversaw team of professionals responsible for all human resources services for private university with 700+ faculty and staff, 200+ adjunct faculty, and 1000+ student employees. * Facilitated the creation of the University’s first Staff Council with goal of moving St. Edward’s towards being an Austin area employer of choice.* Revamped performance management system to incorporate best practices and move process from what was perceived as being a punitive mandate to focus on employee development and strategic alignment of goals.* Managed increasing cost of health care by engaging employees to determine plan priorities prior to implementing design changes and transitioning health insurance from fully insured to partially self-funded plan. * Provided guidance to leadership and managers related to organizational re-sizing prompted by reduced enrollment numbers and corresponding budget reductions.* Worked with HR team to develop and implement comprehensive employee onboarding and exit processes coupled with systematic employee surveys to ensure continuous improvement.* Hired as a consultant to facilitate a team and leadership effectiveness project following my return to the Boston Area.

Boston, Ma, Us

Provided strategic planning and management of all human resources activities for national education and workforce development organization, serving as a member of the senior management team. * Facilitated search processes for a new CEO and supporting leadership roles. * Enhanced performance development processes by developing management competencies, piloting a “soft 360” feedback process for managers, and implementing the first phase of a new management development program. * Re-wrote employee policies and handbook to ensure compliance with Massachusetts, Washington D.C., and California employment laws.

Cambridge, Massachusetts, Us

One of a four-person leadership team charged with overseeing the wind-down and closure of the New England Primate Research Center. Responsible for all human aspects of operational wind-down, working with team to foster an environment in which all employees can contribute their best efforts in support of the research mission while providing them with the resources they need to prepare for their next professional endeavors. * Created and executed robust organizational communications and engagement initiatives.* Oversaw development of the Career Services Office to assist employees with career transitions.* Increased employee accountability while maintaining motivation by providing managers with coaching, training, and tools.* Increased two-way communications, employee involvement in decisions and organizational improvements thereby creating a culture of learning and respect. * Developed training programs to prepare employees for new jobs.* Managed staffing reduction decision-making and process, including communications with managers, employees, Harvard’s Office of General Counsel and Harvard’s Union of Clerical & Technical Employees and the U.S. Department of Labor.* Held leading roles in the Project Planning and Advisory Groups for the Harvard Medical School Community Values Initiative. Other Harvard activities:Served for seven years as one of four management side members of Harvard's University-wide Problem-Solving Team (UPST), tasked with working in union/management pairs to resolve conflicts across all of Harvard's Schools and departments.

Cambridge, Massachusetts, Us

* Along with the Dean and Executive Dean, led strategic organizational and communications initiatives, particularly related to fiscal crisis and need for increased efficiencies and organizational redesign.* Worked closely with leadership, department heads and employee groups to prioritize work and redesign processes and structures; enabling organization to maintain high quality services while reducing workforce by 20%.* Led organizational cultural change process that increased employee motivation and commitment; moving HDS from lowest employee engagement score at Harvard to second from the highest of all schools.

Boston, Massachusetts, Us

Oversaw all HR activities for clothing and lifestyle brand with the mission of spreading optimism and good vibes.* Wrote, assisted in designing, and distributed company's first employee handbook.* Developed and delivered first orientation program for temporary distribution facility employees.

Cambridge, Massachusetts, Us

* Increased link between pay and performance by decreasing subjectivity and incorporating 360 feedback into performance management program.* Managed organizational response to first University-wide Employee Engagement Survey, presenting results to departments and organizing employee groups to develop and implement action plans. * Served as Local Emergency Management Team Lead, reducing Emergency Plan from 50 pages to 20 and overseeing the development of a 4-page pamphlet for all employees. * Developed management development program, creating a "Management 101" binder and guidebook for newly hired or promoted managers intended to proactively relay importance and critical aspects of their new management roles.

Cambridge, Massachusetts, Us

* Worked as right hand to Associate Vice President for Real Estate in creating a high performance organization - increasing efficiency and accountability by simplifying processes, increasing the productivity of meetings while reducing time in them, increasing use of metrics, measurably improving objectivity of performance management programs and more closely tying pay to performance. * Spearheaded and developed first departmental intranet site and employee handbook, used as template by other Harvard University Departments.* Led organizational effort to reduce costs and increase efficiencies through organizational and process re-design.* Facilitated the development of an incentive program designed to reward employee ideas that either reduced costs or improved customer service.

Hired as organization's first financial manager. Developed systems for budgeting and cash management. Created organization's first balance sheet, cashflow projections and income and expense reports, and presented to Board on monthly basis. Responsible for all HR and administrative activities of organization, managed artist contracts and production schedules.

Us

Oversaw all aspects of financial management (including budgeting, forecasting and socially responsible investing), operations and HR activities for non-profit economic policy magazine.

Amsterdam, Nl

Developed organization's first HR policies and systems (including national compensation structure, hiring, orientation and review programs) during time of significant national organizational growth (DC office grew from 40 to 140), overseeing HR aspects of 400+ employee organization with 5 regional offices and 40+ canvassing offices across the U.S. Worked as a member of the team responsible for setting up Greenpeace Action as an affiliated 501(c)(4) organization.

Ba, Double Major: Political Science And Psychology

Ms, Management