Rebecca Gilles Email & Phone Number

Bloomington, Mn, Us

Strategic thought-partner with the management team around organizational design, integration of recent and upcoming acquisitions, long-term talent planning, and employee retention and empowerment. Provide leadership to the company. Responsible for identifying and developing key talent, leading change management, and shaping an inclusive company culture. Ensures the company meets all regulatory and HR compliance requirements. Drive engagement and continue to shape culture. • Develop solutions with leadership team on organizational issues including organizational design and structure, organizational effectiveness, cultural assessment, and gap analysis to support the business goals. • Responsible for change management by developing and implementing strategies and frameworks that impact people programs, culture, organizational process, structure, and technology. • Partner with the Leadership Team to develop comprehensive strategic recruiting and retention plans to meet human capital needs. • Drive workforce planning efforts in alignment with short and long-term business needs. • Partner with appropriate resources to leverage (internally and externally) total reward practices ensuing market-driven pay and internal equity. • Create strategies to grow, develop and retain outstanding employees and provide strategic direction in the processes and practices associated with the attraction, development, and retention of talent. • Develop and execute the annual HR operating plan aligned with All Surfaces’ strategic initiatives. • Implement metrics, and analytics to measure value, efficiency, and effectiveness of processes.

Vadnais Heights, Mn, Us

Responsible for supporting 4 Sr. Executives; CFO, CTIO, VP Law, & CHRO with approximately 1,000 employees across the globe. Main countries supported: United States, Brazil, Costa Rica, China, Malaysia, Japan, Australia, India, Germany, France, Italy, Portugal, Switzerland, and United Kingdom. • Develop strategic initiatives with executive leadership and translate plans into definable, results-oriented global HR strategy• Responsible for partnering with management to build the company’s bench of human capital by providing leadership in the areas of organizational design and workforce planning• Lead talent integration strategies for integration of acquired companies including: onboarding, culture integration, systems and processes• Developed and implemented top down talent development strategy for technology leaders & professionals with innovation ability• Build & implement globally designed talent management initiatives including recruitment, assessment and development as the organization grows both organically as well as through acquisition. While ensuring legal, union and work counsel compliance

Vadnais Heights, Mn, Us

Lead global talent acquisition team supporting all recruitment activities across the globe.• Designed and implemented the first global TA strategy, team and ATS to meet the demand for highly skilled employees globally• Reduced first year spend on agency fees by 75%• Drove change management focused on centralizing the Talent Acquisition team on globally sustainable processes, tools & metrics • Partnered with business leaders on available talent pools, acquisition strategies, competitive landscape and lead-time for hiring• Partner with Business Leaders, HR Business Partners and Talent Management on succession planning, functional gap analysis, workforce planning strategies and facilitating “Buy-Build-Borrow” decisions to increase business capability• Introduced the first hiring manager, candidate experience and quality of hire surveys as a way to gather data and feedback for continuous improvement of processes, recruiter performance and employment brand in the talent markets• Created a comprehensive tool kit for talent assessment & selection for each region that will improve the effectiveness and repeatability of the integration of talent in future mergers & acquisitions in North America, Europe and Asia Pacific that is fair, fast and legal• Created dashboard of TA metrics for business & HRPBs to us in workforce decision making

Vadnais Heights, Mn, Us

Strengthen organizational capabilities through talent management: • Researched and facilitated the development of 5 year strategic plan for global talent management. This resulted in the creation of organizational competencies, employee engagement initiatives and an employee development roadmap. • Implemented and maintained a comprehensive succession planning process ensuring replacement candidates for critical roles, readiness for expanded responsibility and action plans to close talent gaps and risks globally. Build a framework for a high performance culture focused on innovation and growth: • Designed and developed a global 5 tiered approach to a learning organization segmenting the employee population to ensure the right development opportunities for each level of employee.• Designed and implemented a best in class global high potential leadership development program (Vista) for those identified as executive high potentials. • Managed global workforce engagement project achieving year over year, double digit global increase in global engagement contributing to a strong financial performance. Drive improvement in core people processes: • Drove the selection of a global applicant tracking system providing the platform to support the globalization of the recruitment process. • Lead diversity initiatives including, strengthening the core policies around human rights and compliance with OFCCP.• Embedded newly developed strategic competencies into the end to end talent management process.• Managed budget of 1.3MM for all talent management initiatives (2010).

Us

A leading health care company, serving more than 75 million people worldwide, offers a comprehensive array of products and services through Health Benefits and Health Services businesses. Hired 29,000 employees nationally in 2008. Manager, Recruitment Operations & Project Management (November 2006 to July 2008) Managed and supported cross-functional recruitment projects to achieve business objectives that resulted in improved quality, increased customer satisfaction, lowered operating costs, and enhanced performance across the enterprise. • Created a monthly scorecard of metrics for the recruitment resource center ensuring adherence to SLAs, resulting in improved ability to make data based decisions. • Partnered with key Executives and Human Capital Partners to rollout recruitment processes and policies to acquired companies. • Revamped and maintained contracts with vendors including staffing and search agencies and met the goal of reduced agency spend by 20%, resulting in a 1.3MM savings. • Projects included: job code consolidation; creation and documentation of standard policies; process flows and procedures for recruitment and RPO vendors; implementation and communication of enhancements within Taleo; implementation of corporate wide pre-employment and random drug testing; career and micro-site re-development; developed and deployed a redeployment process; and standardizing offer letter templates. Sr. Clinical Recruiter (March 2005 to November 2006)Sourced, recruited and networked with senior level physicians, pharmacists and executive nurse managers on a national level. Approximately 75 Director level and above hires per year.

Saint Louis Park, Mn, Us

Sr. Clinical Recruiter (March 2005 to November 2006)Source, recruit and network with senior level physicians, pharmacists and executive nurse managers on a national level.

Responsible for all aspects human resources

Staffing ManagerSupervised a staff of three, conducted interviews and qualified candidates for positions, coordinated all advertising, job fairs, off site recruiting functions, internet recruiting and training.