Cindy Jansky, SPHR and SHRM-SCP

• Executive recruiting of director, vice president and C-suite positions in both for-profit and nonprofit organizations in a variety of industries. • Works with management to identify staffing needs and key competencies of open positions needed for the organization's success. • Talent management consulting including human resources diagnostic assessments, human resources strategy development, talent reviews, assessing team dynamics, performance management, and employee engagement and retention initiatives. • Fractional human resources support. • Partners with management and business leaders to resolve people issues that impact the business and position them for success. • Coaches and advises leadership on best practices. • Constantly evaluates ways to maximize or improve processes or systems, recommends and implements improvements.

Second largest advertising agency in St. Louis with approximately 200 employees that was also recognized as a 2020 Top Workplace by the St. Louis Post-Dispatch. Strategic HR business partner and leader with oversight of all aspects of HR including management coaching, employee engagement and relations, talent acquisition, performance management, compliance, policy and process development, compensation and benefits.

Gained valuable cross-functional experience by joining the marketing team in a leadership role. • Partnered with business leaders to resolve complex business and consumer experience issues. • Developed and implemented marketing strategies for successful company-wide health education and clinical initiatives to lower costs and meet or exceed performance metrics related to important dimensions of care. • Designed and implemented employee engagement initiatives, including a social media engagement application, to retain top talent. Full-time role with reduced hours.

Strategic HR partner with oversight of the corporate and multi-state subsidiary Human Resources function, built and scaled up talent management programs and talent acquisition infrastructure during revenue growth to $8 billion and workforce growth to 9,000 employees. • Oversaw the HR function for all divisions, eventually focusing on being a strategic HR partner, generalist and talent acquisition leader for corporate and specialty company subsidiaries. • Oversaw and conducted talent acquisition activities, developing effective strategies to source and assess top talent at all levels to support year over year headcount growth of up to 30% annually. Established the company’s full fledged Talent Acquisition function. • Partnered with and coached management and employees on HR policies, employee relations and performance management issues, succession planning, employee engagement, compensation and benefits programs. • Acted as employee champion and change agent during significant growth and cultural transformation. • Partnered with leaders to navigate change in a rapidly growing organization and determined human capital strategy and appropriate organizational structure. • Developed and implemented retention programs and engagement strategies aligned with the company’s mission and values to retain top talent and navigate growth. • Conducted thorough and objective investigations of employee claims; successfully responded to EEOC and legal claims; maintained knowledge of legal and compliance requirements related to management of employees and immigration regulations, reducing legal risks and ensuring regulatory compliance. • Identified, negotiated and managed partnerships with key HR vendors. • Oversaw the development of the annual Affirmative Action Plan and analyzed employee data to identify trends and develop programs. • Implemented and administered the company’s first relocation program improving services and quality and controlling costs.

Developed and led the HR strategy as foundational corporate launch pad for dynamic growth, resulting in a successful IPO and cycles of new business wins, acquisitions and integrations. Supported revenue growth to $460 million and workforce growth to 1,800 employees. • Led all aspects of Human Resources and implemented separate Training & Organizational Development and Compensation & Benefits functions. • Partnered with and coached management and employees on HR policies, employee relations and performance management issues, succession planning, employee engagement, compensation and benefits programs. • Acted as employee champion and change agent during significant growth and cultural transformation. • Partnered with leaders to navigate change in a rapidly growing organization and determined human capital strategy and appropriate organizational structure. • Oversaw and conducted talent acquisition activities, developing effective strategies to source and assess top talent at all levels. • Evaluated and selected benefits programs utilizing a broker; conducted benefits open enrollment meetings.

Reported directly to the company CEO. • Created a Corporate Human Resources function for the company and led all aspects of HR. Subisidiary HR staff had a matrixed reporting relationship to me. • Performed HR generalist duties, including performance management and change management activities • Conducted all recruiting for the corporate office and senior executive recruiting for subsidiaries • Conducted new employee orientatons and exit interviews • Maintained Affirmative Action/EEO reports • Administered all benefits programs • Utilized HR software to prepare reports, payroll related items, and conduct research • Implemented a new health plan, including hiring staff and implementing HR policies

Hired as the only Corporate Human Resources person when the company's revenue was approx. $140 million and there were 250 employees. • Consolidated all subsidiaries' Human Resources policies & procedures and standardized Human Resources procedures for the company. • Performed HR generalist duties, including performance management and change management activities • Conducted all recruiting for the corporate office • Conducted new employee orientations and exit interviews • Maintained Affirmative Action/EEO reports • Administered all benefits programs • Prepared payroll-related items for processing • Utilized HR software to prepare reports, payroll related items, and conduct research