To obtain a challenging Human Resource Leadership role at the Director level or above, in a collaborative environment which offers an opportunity to help drive business objectives by helping managers create solutions to business challenges.
RON KASNOW, SPHR
OBJECTIVE
To obtain a challenging Human Resource Leadership role at the Director level or above, in a collaborative environment which offers an opportunity to help drive business objectives by helping managers create solutions to business challenges.
SUMMARY OF KEY COMPETENCIES
Proven cost-effective people strategies to maximize corporate performance and growth opportunities.
 Recruiting
 Talent Retention
 Talent Management
 Succession Planning
 Organizational Development and Effectiveness
 Litigation/Risk Management
 HR Compliance
 Employee Relations
 Performance Management
 Job Analysis/Evaluation
 Employee Training
 Compensation Systems
 Internal/External Communication Process Owner
PROFESSIONAL EXPERIENCE
Human Resource Manager 6/2006 – Present
H&R Block Financial Advisors, Detroit, MI
Generalist role for Fortune 500 financial services organization, leading a broad spectrum of strategies surrounding talent acquisition, talent development, organizational effectiveness and employee experience.
 Partner with leaders on talent management processes including performance improvement, building bench strength and succession planning
 Partner with leaders on talent acquisition processes including development of behavioral interviewing tools and transparent onboarding processes
 Partner with leaders to define and implement new organizational strategies
 Partner with leaders to ensure optimal employee experience, with attention to access to information and solutions, process optimization, rewards and recognition, and participate on several cross-functional teams to ensure an internal-customer centric approach to our work and service
 Partner with Legal to strike the right balance between risk management and employee considerations
 Partner with centers of expertise to ensure new processes fit our business unit
 Work with leaders and Compensation partners to develop/re-engineer compensation platforms for financial advisors and several corporate groups
 Partner with leaders on job analysis, creating job descriptions and pay grading
 Company is being sold to Ameriprise Financial; currently assisting H&R Block centers of expertise and Ameriprise with transition processes surrounding advisor/field management compensation, corporate compensation platforms, benefits and HRIS
Division Human Resource Manager 3/2000 – 6/2006
Allstate Insurance Company, Farmington Hills, MI
Responsible for the field sales recruiting function in a 3-state region of the company, organizational development /enhanced change-capability, talent management system, compliance with corporate/federal/state labor law, and field/corporate talent retention initiatives.
Recruiting
 Implemented unique sourcing tools: targeted cost-effective advertising and mailings, webinars, field sales liaisons, competitive intelligence process, monitoring of external company down-sizing and volatility as potential source of new Allstate Exclusive Agents.
 Developed a corporate-wide best-in-class candidate tracking system
 Developed corporate-wide best-in-class communication tools, including weekly results tracking and field alerts for sharing competitive intelligence and other recruiting opportunities
 Managed staff of 18 full-time recruiters and 2 recruiting administrative assistants
Talent Management Architecture
 Developed talent development tracking tool
 Developed and lead regional mentoring program
 Developed advanced talent management process for high-potential talent focused on both behavior and experience-driven success factors
 Developed corporate-wide best-in-class communication tools to keep talent development highly visible and top-of-mind among senior leaders
Organizational Development
 Facilitated organizational development interventions for senior leaders
 Trained senior and mid-level managers on OD consulting process
 Partnered with leaders and centers of expertise to work through major change issues, including office closings, turnover trends, risk management and litigation.
Compliance Management
 Managed the compliance audit process surrounding federal, state and local labor laws
 Implemented a communication process for leader compliance education
Retention Management
 Management and communication of retention metrics
 Developed a 90-day post hire employee satisfaction measurement process
 Management of annual employee satisfaction survey process
Human Resource Staff Consultant 4/1998 – 3/2000
Allstate Insurance Company, Farmington Hills, MI
HR generalist support during time of fast-paced transition to employee/leader self-service and process centralization. Extensive employee relations consulting and litigation management support.
 Investigation of potential violation of corporate policy
 Partnered with leaders to resolve operational issues surrounding organizational restructuring
 Helped manage several processes surrounding office closings, including WARN notices, relocation resources and employee preparation for career transitions
 Lead the regional conversion to several employee self-service processes, including benefits enrollment, personal data management and automated resignation/retirement notification system
 Partnered with corporate and outside counsel on litigation matters
 Partnered with leaders to resolve employee issues surrounding behavior, skill development and building bench strength
Communication Process Owner for change leadership and furthering corporate footprint as a community partner for loss prevention and neighborhood rejuvenation. Created and managed a sustainable employee recognition program that directly linked behavior with corporate goals.
 Extensive internal multi-media communication processes for town halls, leadership meetings, kick-offs, product roll-outs and change leadership
 Extensive external communication processes including press releases, customer messaging and working with the media
 Established relationships with government opinion leaders as PAC member
 Created unique goodwill and cause-related marketing initiatives
 Corporate-wide best-in-class regional employee magazine
 Developed and lead the nationally-acclaimed auto theft prevention and community education program Assignment SCARE, featuring a speaker’s bureau, a variety of print and AV educational material, a police officer training video used around the world, a police officer/media/community recognition program, and media spokesperson.
 Originated and co-developed Flint, Michigan’s Operation Brush-Up neighborhood renovation program.
 Developed/authored county-wide crime prevention column at regional newspaper group for several years (Genesee County)
PROFESSIONAL EDUCATION
 Organizational Development Consulting (Linkage, Inc.)
 Coaching and Feedback (Linkage, Inc. / Allstate OLE)
 Leadership Essentials (Personnel Decisions International)
 Personal Communication Management (Decker Communications)
 The 7 Habits of Highly Effective People (Covey Leadership Center)
 Strategic Selling Techniques for Recruiters
(Bernard Hodes Group)
 Situational Leadership Training (Center for Leadership Studies)
 Advanced Media - Relationship and Interviewing skills (Allstate Corporate Relations)
 Fundamentals of Internal and External Communication (Allstate Corporate Relations)
 Neighborhood Leadership Workshops (Mott Community College)
PROFESSIONAL DESIGNATIONS
 Senior Professional Human Resources (SPHR)
Human Resource Certification Institute
 Associate in Research and Planning (ARP)
Insurance Institute of America
 Kolbe Certified Specialist
Kolbe Corporation
EDUCATION
 B.A., Advertising 12/1986
Michigan State University
 M.B.A. (some coursework completed) 1/2006
Baker College
PROFESSIONAL AFFILIATIONS
 Human Resource Association of Greater Detroit 12/2002 – Present
 Society for Human Resource Management 12/2002 – Present
 Society for Insurance Research 12/1999 – Present
 Insurance Information Association of Michigan Speaker’s Bureau 1/1990 – 12/1995
(Formerly MAIC)
 Crime Prevention Association of Michigan 1/1989 – 12/1996
 Greater Flint Junior Chamber of Commerce 7/1988 – 4/1992
AWARDS, RECOGNITION AND ACCOMPLISHMENTS
 Numerous Congressional (Michigan and U.S.) acknowledgements for corporate crime prevention efforts
 Crime Prevention Association of MI: Crime Prevention Practitioner of the Year
 Developed police training video utilized by local municipalities countrywide, FBI and Interpol
 Created Flint, MI neighborhood renovation program, “Operation Brush-Upâ€
 Leveraged position as newspaper group columnist to enhance company image
 Overshadowed politically-motivated attack on our business practices by accessing
media to educate and empower consumers
 Improved relationships with state legislative Banking and Financial Institutions Committee members via Allstate PAC
 Achieved highest new distribution force growth countrywide as regional recruiting process owner
 Numerous corporate recognition for demonstration of key values, including Drive Innovation and Improvement, Engage and Inspire, Promote Collaboration and Drive Targeted Results
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