Cathy Hasenpflug, SPHR

Transcription

1 Cathy Hasenpflug, SPHR Summary. Seasoned HR executive interested in leading HR transformation initiatives within higher education, leveraging an extensive background in human resources and change management in both corporate and academic environments. Track record in leading all aspects of human resources with emphasis on developing the active stakeholder communities necessary to deliver practical programs and solutions. Personal strengths include: Seeing the forest and the trees: moving seamlessly between highly conceptual and detailed operational perspectives. Managing complexity within highly matrixed frameworks and shared governance structures. Making things happen through facilitation and partnership... at all levels in the institution. Coaching and leading HR colleagues; helping people reach their career aspirations. Providing context and clarity through proactive and professional communications. MONTANA STATE UNIVERSITY, Bozeman, MT May present Flagship campus of the Montana State University system, with over 15,000 students and more than 4,000 employees. MSU holds a very high research activity Carnegie classification and serves as Montana s land-grant university, enjoying a legacy and culture of service, outreach and research. Associate Chief Human Resources Officer (April 2015 present) Director HR Operations (May 2013 March 2015) Hired as a change agent to build strategic capability across core human resources functions. Scope increased in 2015 to include talent acquisition and compensation functions within expanded HR Services organization. Reporting to the CHRO, currently provide strategic and functional leadership to 24 HR professionals across payroll, employment and benefit services, recruitment, compensation and classification and HR information systems and reporting. Provide leadership and guidance to extended human resources community, collaborating actively with departmental human resources representatives to improve and refine HR service delivery. Re-established forum of campus administrative stakeholders ( Superusers ) to identify HR process pain points and co-develop key HR improvement initiatives. Established cycle of monthly meetings with formal agendas, project plans and professional materials, resulting in significant positive feedback and increased participation. Led payroll team in re-assessment of the monthly payroll process from a campus departmental perspective. Coached team in re-engineering processes associated with hires/changes to eliminate delays/bottlenecks and ease departmental frustration. Created new JumpStart concept to respond to lack of structured onboarding processes to improve the experience of new hires during their first week of work. Re-engineered back office processes to reduce delays in providing system access and .

2 Cathy Hasenpflug, SPHR 2 Introduced systematic monthly HR FTE/headcount reporting. Effort required culture shift within HR from payroll reporting to management reporting, including systematic construction of monthly data set and methodology to track and label employee changes. Led successful cross-functional effort to re-engineer CHOICES online benefit enrollment, a process that had generated significant negative feedback across campus over the past decade. Working with campus stakeholders, technical and benefit staff, facilitated the design of new user-friendly and intuitive online interface. Championed technical team in the implementation of vision for a one page, one click solution. New CHOICES process was implemented to uniformly positive feedback in April, AXA ROSENBERG INVESTMENT MANAGEMENT January 2007 April 2013 Orinda, CA Quantitative investment management firm with over $100B in assets under management at peak in The firm serves institutional and corporate clients worldwide, with research and investment teams in Orinda, London, Singapore and Tokyo. Founded by U.C. Berkeley Economics professor Barr Rosenberg in 1985, the firm joined with AXA Investment Management, a division of the French insurer AXA, in 1999and was fully integrated with AXA Investment Management in Director, Global Human Resources (October 2007 April 2013) Director, U.S. Human Resources (January 2007 September 2007) Led global HR function through a time of significant change for the firm, culminating in the full integration of business support functions into French parent (AXA Investment Managers). Provided strategic and functional leadership within a complex matrix environment and collegial academic culture. Led talent management, leadership development and succession planning globally across a sophisticated workforce critical to the continuity of the firm s proprietary investment models and technology systems. Member of AXA Rosenberg Global Executive Committee; member of AXA Investment Managers Senior HR Management team. Defined leadership competencies and management role. Implemented practical training and communications processes to support manager role. Improved staff effectiveness and collaboration through implementation of Crucial Conversations training initiative, targeted at 120+ managers and key influencers globally. Implemented annual internal mobility fair to encourage exploration of internal career opportunities and rotational assignments Improved HR data processes and quality; streamlined and automated manual systems; standardized and integrated data with parent company systems Introduced individual employee compensation profiles to support annual compensation review. Method adopted by parent company across 3,000 employees globally Launched successful series of monthly Global Town Hall meetings in three separate regional theaters (U.S., Europe, Asia). Participated with CEO and other senior leaders in providing proactive information on status of change.

3 Cathy Hasenpflug, SPHR 3 SPL WORLDGROUP, INC., San Francisco, CA May 2001 December 2006 Founded in 1968 in South Africa and headquartered in San Francisco, SPL was a $140M private enterprise software/services firm providing customer care and billing, outage management and mobility workforce management solutions to the global utility industry. The company was purchased by Oracle in Senior Vice President, Global Human Resources (November 2005 December 2006) Vice President, Global Human Resources (September 2003 November 2005) Senior Director, Global Human Resources (February 2002 August 2003) Director, Global HR Operations (May 2001 February 2002) Reporting to the CEO, responsible for the strategic leadership of all human resources programs and initiatives worldwide. Provided direction to global HR team (19 staff) supporting 940 employees in over 15 countries. Designed change management strategies to successfully evolve the vision of SPL through three consecutive CEOs, multiple acquisitions and two Boards of Directors. Member of the Executive (Operating) Committee and the Office of Corporate Strategy. Role required frequent interaction with Compensation Committee of the Board of Directors. Provided guidance and consulting to CEOs on multiple organizational initiatives and, as a member of the executive team, contributed to strategic changes to our business model. Regularly developed layered communication strategies and produced practical communication packets to support change management efforts in a global environment. Led HR due diligence and implementation in three acquisitions. HR contributions rated as superb by CEO. Proactive, straightforward employee communication and detailed and collaborative planning at all stages of integration contributed to high retention rates. Launched first-ever Employee Opinion Survey, leading cross-functional and cross-regional Steering Committee. Results established baseline metrics around employee satisfaction and drove funding of $250,000 Learning and Development initiative. Co-chaired with CEO a company-wide initiative to identify Core Values. Grassroots approach included CEO roundtables with nominated employees in SPL offices worldwide. Effort culminated in launch of Core Values Living Dialog model, representing SPL core values through stories, defining moments, and artifacts. Synthesized diverse and complex knowledge sets across immigration, tax, compensation and benefits to develop global mobility strategies that improved project gross margins through proactive planning and cost containment. Gained credibility for and buy-in to new global international assignment policy through philosophy of global consistency with regional flexibility. Established highly credible HR data and reporting, with the result that HR data was adopted as source data for IT, finance and timekeeping systems and supported automated annual compensation review and online benefits enrollment. Designed and implemented job families, job codes and job grades for all functions globally, including, for the first time in company s history, job titles and managerial accountabilities.

4 Cathy Hasenpflug, SPHR 4 ASK JEEVES, Emeryville, CA February 1999 February 2001 Internet search company providing natural language question answering and advanced search. HR Director. Hired to build formal human resources function in advance of initial public offering and to support rapid growth in a competitive market. Delivered practical processes/programs across HR administration and data, recruitment, compensation, immigration, benefits design and administration and employee relations. Managed recruitment strategies that resulted in hire of over 300 technical, media, editorial, product marketing and sales staff within five months prior to initial public offering. Created and delivered proactive employee communications and training in preparation for initial public offering, including rollout of Employee Stock Purchase Program. Provided extensive change management consulting to CEO and management team as Ask Jeeves moved from egalitarian, informal company culture to a structured public company. Implemented integrated compensation system including base, incentive and equity compensation, which streamlined recruitment and achieved budgetary controls and consistency. Installed HRIS and created HR reporting to support due diligence associated with IPO. Implemented on-line benefits enrollment and communications employees in six locations. MERIT RESOURCE GROUP, Dublin, CA June 1996 January 1999 $12M regional HR staffing and consulting firm, founded and staffed by HR professionals. Director, Client Services (June 1998 January 1999) Responsible for business development and client service for the firm. Consolidated three service lines into one integrated solution model to respond quickly and creatively to unique client needs. Regional Director, Sunnyvale (October 1997 June 1998) Established Silicon Valley Office. Responsible for business development, client relations, account management and marketing. Designed integrated HR solutions for tech clients. Received Innovation Award for contribution to strategic shift to solution sales. Client Services Manager (June 1996 October 1997) Consulted with large/small clients on HR support and staffing needs. Sourced, screened, interviewed and negotiated engagements. HUMAN RESOURCES CONSULTING, Alamo, CA July 1994 June 1996 Representative engagements East Bay Municipal Utility District, Oakland, CA Training consultant. Facilitated series of 25 communications and supervisory skills workshops for 60 managers and line staff over six-month period as part of culture change initiative. Development Dimensions International, Pleasanton, CA Co-facilitated rollout of self-directed work team initiative for Blue Cross/Blue Shield Montana.

5 Cathy Hasenpflug, SPHR 5 PROGRESSIVE COMPANIES, Financial Services Division October 1987 July 1994 Fairfield, CA Third largest U.S. private passenger auto insurance company with over 6,000 employees at the time of my tenure. Training Manager (March 1992 July 1994) Provided professional skills and training consultation and delivery to west-coast division of 250 in the areas of team skills, communication skills and managerial skills. Customer Service Trainer/ Program Manager (January 1990 March 1992) Led development of formal customer satisfaction program in call-center environment. Selected service training program and trained over 80 staff. Program was leveraged in sales presentations and adopted by key Progressive clients. Trained Progressive client organizations on our service principles and practices. Regional HR Manager (October 1987 January 1990) Originally hired as HR Specialist, promoted within four months to Regional HR Manager. Provided recruiting and employee relations services to division of 250 employees. Introduced user-friendly performance management packets to encourage managers to provide timely and effective reviews. Trained on the Hay system of job evaluation. Evaluated positions and made recommendations against structured compensation and merit increase frameworks. EDUCATION B.S. Organizational Behavior, University of San Francisco CERTIFICATIONS Senior Professional Human Resources (SPHR), Human Resources Certification Institute Certified Practitioner, Myers-Briggs Type Indicator (MBTI) Certified Facilitator, Crucial Conversations (VitalSmarts)