Human Resources Business Partner in Cincinnati OH Resume Renae Agramonte

Renae Agramonte is an experienced business professional with special accomplishments in diverse human resources areas driving desired business results and solutions through strong collaboration, leadership/coaching, talent development and change.
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    RENAE K. AGRAMONTE Home: 513/631-7123 Cincinnati, Ohio 45212 Cell Phone: 513/509-1668 LinkedIn:  _____________________________________________________________________________________________________ HUMAN RESOURCES PROFESSIONAL  An experienced business professional with special accomplishments in diverse human resources areas driving desired business results and solutions through strong collaboration, leadership/coaching, talent development and change. Am adept at creating human capital plans tailored to business strategies and objectives. Highly regarded for my integrity, core values and the ability to understand business operations while using critical thinking to implement strategic thought. Create solutions and deliver desired results. CORE COMPETENCIES   Critical Thinker   High Integrity/Ethics   Change Driver   Results Focused   Collaborator/Engager   Talent Developer   Strong Communicator   Leader/Advisor/Coach   Business Acumen   Strong Facilitator/Presenter PROFESSIONAL EXPERIENCE FIFTH THIRD BANK , Cincinnati, Ohio 2/02 to 9/13 Human Resources Business Partner IV  –   Vice President     –   (6/1/10 to 9/6/13) Human Resources Business Partner III  –   Vice President     –   (6/08 to 5/10) Sr. Human Resources Business Partner  –    Assistant Vice President     –  (4/06 to 6/08) Human Resources Business Partner  –    Assistant Vice President     –   (04/04 to 4/06) Human Resources Relationship Manager II -  Assistant Cashier     –  (2/02 to 4/04) Led a team of Human Resources Business Partners and Specialist to provide strategic HR consulting to Senior Leaders to drive overall business strategy. Served as advisor and coach for the following divisions: Consumer, Operations and Risk. Worked with both managers and HR Business Partners to drive strategies and plans consistently across Affiliates and Bancorp that resulted in improvement of business productivity, efficiencies, retention and/or ROI. Acted as the primary driver for Line of Business Talent Management and Succession Plans. Identified and analyzed talent gaps and development needs and partnered to drive strategies to fill gaps and development needs. Partnered with Employee Relations, HR Legal and Bank Protection on sensitive or critical employee or business issues to provide resolution and mitigate risk/impact. Accomplishments:   Partnered with Business Leaders to implement action plans and strategies to impact turnover within the organization: o  Central Operations 2012 turnover of 17.1% to a target of 18.3%. o  Call Center turnover of 30.2% to a target of 38%. o  Collections turnover of a 43% high in 2006 to 17% 2009 (2009 target of 27%). o  Enterprise Risk Management 2009 turnover 7% to a target of 15%.   Successfully completed organizational re-design initiatives for the divisions supported: o  Re-designed the Consumer Lending Regional Credit Centers from 19 Affiliate functions to 2 centralized centers. Led the development and implementation of the organizational design, job descriptions and compensation structures along with the communications and reductions in force. o  Drove the Collections and Residential Mortgage Default re-organization initiatives in defining appropriate structures, job descriptions and compensation levels for loss mitigation in the credit cycle at that time. o  Successfully managed the integration/transition of the 400+ FTE Commercial Credit Division into the Enterprise Risk Division.   Managed major strategic change with the HEA (Home Equity of America) business from full ramp-up, product and market change and ramp down through business elimination.   Piloted and implemented pre-employment assessments to drive better employee selection and retention by managing the vendor selection, statement of work, employee focus groups, data analysis and final job analysis process for compliance.   Key driver of the Employee Engagement Gallup initiative with Senior Leaders for divisions. Actively participated in the Bancorp Engagement team driving engagement strategies and processes for the organization.      Championed and co-lead the Diversity & Inclusion Pilot for the Bancorp within Central Operations resulting in the current development of a three year strategy for the division.   Member  –  Talent Management/Succession Planning Team, which developed new program and tools implemented across the Bancorp while working with Leadership to ensure key talent was identified and development and succession plans were in place. US BANK/FIRSTAR BANK , Cincinnati, Ohio 12/99 to 2/02 Line of Business HR Manager - Officer    -   (3/01 to 2/02)   Senior Regional Human Resources Manager - Officer   - (6/00 - 3/01)  Regional Human Resources Manager - (12/99 - 6/00)   Directed two direct reports and 12  –  15 matrixed Human Resources Generalists for all areas of Human Resources for 2,000+ FTE division. Employee relations case management included: investigations, employee issues, corrective counseling process, terminations, reductions in force and severance, while working closely with Bank Security and Legal. Supported Consumer Lending, Collections, Training, Security, Marketing, Quality, Mortgage, Community Development, Credit Card, Small Business Banking, Dealer Wholesale, and Finance Company divisions. Accomplishments:   Co-Leader of Organizational Review Design Team which developed and successfully implemented talent and bench strength evaluation process and tools for the Consumer Banking division, nationally.   Successfully completed job banding/compensation redesign for 2000+ Consumer Lending employees through merger process.   Point Person/Subject Matter Expert for severance/merger process and implementation for the Bancorp.   Received Chairman's Award in April of 2000 for exemplary performance CITIGROUP/CITIBANK,  Erlanger, Kentucky 6/92 to 12/99 Staffing & Recruiting Manager - Officer    (3/97 to 12/99) Recruiter/Officer (5/96 to 3/97)  Training Supervisor/Regional Trainer - Officer    (9/93 to 5/96)  Staffing Specialist/Recruiter - Officer    (6/92 to 9/93)   Strategically directed all areas of staffing function for MasterCard/Visa Risk Operations Call Center employing over 800 employees while leading four exempt, non-exempt and contractor staff. Managed all areas of National Staffing and Mobility for multi-state, multi-business territory. Developed recruiting strategies, process improvements and candidate criteria to meet staffing goals. Coached recruiting staff moving department to a proactive business partnership. Led attrition team to analyze turnover trends, developed and implemented solutions. Negotiated all vendor contracts. Developed, implemented and managed all MIS reporting: applicant flow, cost per hire model, referral and hire source, advertising dollars and early service turnover. Delivered new hire Collections Training Program while part of corporate training department. Accomplishments:   Drove recruiting strategies that sourced over 5,500 candidates resulting in 372 hires for 1998.   Developed and implemented selection process which reduced cycle time from five weeks to three days and outsourced reference process which reduced cycle time from two plus weeks to 48 hours with a cost saving of $10.00 per applicant.     Facilitated, developed and implemented state-of-the-art on-line screening tool, which increased the number of “qualified” candidates a recruiter was able to review by 100%.   Developed and implemented staffing and recruiting process manual documenting all phases of recruiting function that was identified as a best practice nationally.   Project Leader/Program Coordinator that redesigned Collections Management Associate Program to develop high potential candidates to leadership roles within the organization.   Charter member Northern Kentucky Workforce Development Collaborative Human Resources Group 100 - setting strategies and action plans focusing on recruiting, training and retention.   Citibank Representative for Operations and Technology at National Society of Hispanic MBA's Conference.   Screened, evaluated and referred candidates sourced at the National Society of Black MBA's Conference.   Instrumental in cultivating partnership with Urban League of Cincinnati, which increased diversity hires. Cintas Corporation , Cincinnati, Ohio 8/90 to 6/92 Human Resources Representative - Supervised all Human Resource functions for a 200-employee facility.    EDUCATION/Certifications Xavier University, Cincinnati, Ohio - Business Administration Southwestern College of Business, Cincinnati, Ohio (President's and Dean's list). Lean Six Sigma White Belt Certification Strength Finders PROFESSIONAL AFFILIATIONS Chair - Northern Kentucky Chamber of Commerce Workforce Development  –  HR Group 100 (2000 to 2004) Steering Committee  –  Northern Kentucky Chamber of Commerce Workforce Development  –  HR Group 100 (1998, 1999 and 2005 to present) Committee Member  –   Northern Kentucky Chamber Women’s Initiative (2011 to 2013) Board Member - Norwood Business and Professional Women’s Club Volunteer - COPP  –  Citizens on Patrol Program  –  2013 William Graff Memorial Award recipient  Advisory Board  –  Project Search (2010-2013)

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