Human Resources Manager

SHELLYE A. KAPLIN

***** ******* ****** 317-***-**** - Home

Indianapolis, IN 46280 abhn2r@r.postjobfree.com

Senior Human Resources Manager with extensive experience in developing,

directing and implementing human resources, organizational development,

staff development and training in a variety of industries.

Proven experience in implementing and directing the total human resource

function including job and organizational design, executive recruiting,

selection and retention techniques, EEO, Affirmative Action, compensation

and benefits, employee and labor relations, and union avoidance.

Expertise in company acquisitions, reorganizations, divestitures and

rightsizing including due diligence reviews, financial analyses,

assessments of legal requirements, and development and implementation of

communication strategies and plans.

Versatile "big picture" business and human resources generalist and

consultant who works effectively with all levels of the organization with

proven skills in managing change, influencing and problem solving.

Strong communication skills, able to formulate and communicate human

resource strategies, policies and practices, and effectively coach and

counsel both employees and management.

Excellent organizational and time management skills with the ability to

manage multiple projects and activities simultaneously.

PROFESSIONAL EXPERIENCE

Eli Lilly and Company, Indianapolis, IN 1998 - 10/2010

Global Compensation and Benefit Consultant

Developed and implemented compensation and benefit strategies for

approximately 10,000 employees in 120 countries outside the US.

Served as primary liaison with senior and regional executive leadership,

affiliate General Managers and Human Resource personnel in over 70

international sites on a variety of Compensation and Benefit matters

ranging from short to long term strategies, attraction and retention

programs, training initiatives, etc. Site locations ranged from a base of

2 employees to 2,000 employees

Developed and conducted training programs requiring an in-depth knowledge

of diverse groups of employees and cultures. Programs were conducted using

a variety of training techniques ranging from structured classroom, web-

based, and/or self- instructional methods.

Utilized qualitative and quantitative approaches, as well as, drew upon

line HR experiences in advising and consulting with customer groups.

Effectively managed the implementation of a new global job structure

program for affiliates outside the US while ensuring legal compliance and

recognition of cultural differences amongst countries. Involved the

redesign of all affiliates compensation programs to include job leveling,

salary scale design, and development of training and communication

materials and toolkits for use with line HR, management and employees.

Served as project lead in the redesign of Lilly's merit delivery process

for the US to move from a group decision-making mentality to single point

accountability within direct line management, ultimately increase

supervisor accountability for decisions and outcomes with respect to merit

pay, and reduce the time spent.

Authored comprehensive compensation and benefit development guide for use

in 120 countries on Lilly's corporate compensation and benefit

philosophies, program design and implementation methodologies. Created

additional Users Manual with step by step instructions on "how to" develop

an affiliate's salary and incentive pay program.

Acted as liaison between Compensation and US Recruiting and Staffing

department ensuring clear lines of communication and consistent

compensation messaging to staff.

Served as Program Manager for Lilly's US reward and recognition program.

MACMILLAN PUBLISHING USA, (Acquired by Pearson Education) Indianapolis, IN

1994 - 1998

Director of Human Resources

Developed and implemented strategies and managed daily operations for the

human resources function for a work force which grew in three years from

350 to 1400 employees located throughout the U.S. Revenues increased

from $150MM to $400MM.

Served as primary liaison with senior management to provide insight,

guidance and recommendations on both strategic human resources and tactical

business issues.

Identified and implemented strategies to minimize company's legal exposure

on all employee-related disputes. Represented and testified on behalf of

the company in legal affairs involving the EEOC, Department of Labor/Wage

and Hour, National Labor Relations Board, OSHA, and U.S. District Court.

Effectively managed human resources during Macmillan's cultural transition

from an entrepreneurial environment to part of a larger corporate entity

while undertaking the complexities associated with employee selection,

retention and attrition.

Conducted and led human resources due diligence reviews for acquired

companies; integrated company employees to Macmillan's culture, benefits

and work environment.

Defended company policies and practices for Affirmative Action audit

resulting in company receiving a Department of Labor letter of total

compliance.

TARGET CORPORATION, Indianapolis, IN 1992 - 1994

Personnel Manager

Responsible for the human resource function of 1.6 million square foot

distribution center with a work force in excess of 1,100. Areas of

authority included recruitment, training and development, employee and

labor relations, compensation and benefit administration, performance

management and payroll. Supervised department of eight, including two

managers.

Successfully transitioned distribution center from a 5 day/week (24 hour)

operation to a 7 day/week (20 hour) operation resulting in increased

efficiencies and more timely distribution of product to the stores.

WALMART STORES, INC., Greencastle, IN 1990 - 1992

Personnel Manager

Responsible for the start-up of the human resources function of a 1

million square foot distribution center with a work force in excess of

600. Oversaw day-to-day activities of all areas of the human resources

function. Supervised department of six, including two managers.

Developed and implemented strategic plan for human resources component of

distribution center start-up. Center opened on time (six months) and

within budget. Start-up model was adopted by Walmart and used nationally

for future openings.

Served as member of the management team to assure smooth transition from

The Wholesale Club to Walmart Stores, Inc., which included transition

strategy development, coordination and communication of benefits, and

development of a career continuation process for individuals seeking

employment outside Walmart.

MSN, INC., Atlanta, GA (company dissolved)

1988 - 1990

Principal

Directed and managed a variety of consulting engagements for clients,

including all aspects of project management, proposal development,

marketing, selling and client relations. Typical clients included city

and county governments, public library systems, and financial service

organizations. Designed and implemented salary administration, job

evaluation, performance appraisal programs; managed competitive salary

and benefit market analyses.

Developed and implemented, on schedule and within budget, the salary

administration and PC based job evaluation and compensation program for the

City of Birmingham, AL and its surrounding 20 jurisdictions. Project scope

encompassed over 10,000 employees.

ERNST & YOUNG, Atlanta, GA 1987 - 1988

Manager

Directed and managed a variety of compensation and human resources

consulting engagements. Conducted human resources consulting projects

such as human resources operations reviews, employee opinion surveys and

employee focus group meetings. Typical clients included service,

hospital/multi-health care facilities, and financial service

organizations.

EDUCATION

B.A. Liberal Science, University of Louisville, Louisville, Kentucky

OTHER SKILLS

Strong proficiency in Word, Excel and PowerPoint computer applications

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