ANNIE PORBENI, Ph.D.

10584 Sterling Dr. 651-278-5611

Woodbury MN 55129 porbe003@umn.edu

HUMAN RESOURCES DIRECTOR  TALENT MANAGEMENT AND ORGANIZATIONAL DEVELOPMENT/EFFECTIVENESS

Senior Level Executive with over 15 years’ experience in managing the human resources and organizational effectiveness of
nonprofit organizations, large corporations and start-ups. Expert in facilitating groups through complex problem-solving to
action and improvement. Areas of expertise include
• Organization Needs Assessment/Analysis • Human Resource Systems Alignment
• HRIS Technology • Training/Development
• Culture Change • Policies and Development
• Executive Coaching • Recruiting and On boarding
• Managing Performance • Compensation/Benefits
• Process and Strategic Planning • Talent Management

As a Human Resources/Organizational Effectiveness Director, I am in charge of leading teams and departments in driving organizational
change management and transformations through various means such as process and strategy developments. Provide guidance in the
management and implementation of key organizational strategies for creating and sustaining a high performing organization. Manage the
overall provision of employees’ engagement, policies, and company programs. Ensures the organization is in compliance with all state
and federal regulations.

EDUCATION & CERTIFICATIONS

UNIVERSITY OF MINNESOTA, MINNEAPOLIS, MN AUGUST, 2016
PhD in Organizational Leadership Policy Development- Human Resources Development

DALHOUSIE UNIVERSITY, HALIFAX, CANADA May 2013

MA, International Development Studies

RIVERS STATE UNIVERSITY OF SCIENCE AND TECHNOLOGY, PORTHARCOUT, NIGERIA December 1997
BSc. Agricultural Economics and Extension

SELECTED ACCOMPLISHMENTS
 Created recruiting strategy for all Departments and sourced over 50 employees with no search fees attached. (One year
period).
 Achieved 75% reduction in absenteeism and Worker’s Compensation claims.
 Successfully negotiated Union contracts, managed Union grievances and arbitrations.
 Delivered 35% cost savings by effectively managing relationships with staffing firms.
 Negotiated contracts and saved over $70,000 in Healthcare benefits
 Successfully, maintained healthcare benefit rates for employees (two year period).
 Recruited high volume of front line employees, physicians, nurse practitioners, and other specialties for the
organization.
 Successfully sources and achieved over $150,000 from the State and Federal Government for achieving meaningful
use quality measures in the organization.
 Increased quality of employees being recruited by aggressively establishing criteria and competencies that speak to
the mission and vision of the organization.
 Established and implemented comprehensive organization wide policy development, organizational structure
operating systems, and human resource functions with HR systems and processes.
 Developed short- and long-term operational strategies designed to bring cohesiveness to internal and external
processes. Performed overall needs-analysis and assessment to improve quality of processes and increased
employees engagement and performance.

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PROFESSIONAL EXPERIENCES

YWCA MINNEAPOLIS MAY, 2017-CURRENT

Human Resources-Vice President

JOB DUTIES:
 Participate in high level HR leadership duties and responsibilities.
 In charge of the Human Resources Strategic processes.
 Supporting Sr. leadership in employee development.
 Coaching, mentoring sr. leadership.
 Talent management and organizational development.
 Drive the diversity and inclusion strategy.
 Provide organization wide leadership trainings.
 Provide IDI training for the Organization.
 Support CEO and department leaders in implementing organization’s Strategic Plan.
 Managing human resources programs, such as workforce training and development and safety/workers’
compensation.
 Implementing change management and building organizational culture.
 In charge of employment and labor law and day-to-day employer operations.
 Creating and implementing a vision for human resources that supports the organization’s mission and
values, including developing a diverse and inclusive workforce.
 Developing policies and overseeing implementation.
 Job evaluation and classification.
 Compensation practice and salary administration.
 Employee relations, performance, and leave management.
 Labor relations, including experience with negotiating contracts, managing management/union relations,
and implementing discipline and discharge processes.
 In charge of organization’s compliance process with the Joint Commission, OSHA, EEO, Affirmative
Action, HRSA and other State and Federal compliance regulations.

YWCA MINNEAPOLIS APRIL, 2017-MAY, 2017

Human Resources Director

JOB DUTIES:
 Participate in high level HR leadership duties and responsibilities.
 In charge of the Human Resources Strategic processes.
 Supporting Sr. leadership in employee development.
 Coaching, mentoring sr. leadership.
 Talent management and organizational development.
 Drive the diversity and inclusion strategy.
 Provide organization wide leadership trainings.
 Provide IDI training for the Organization.
 Support CEO and department leaders in implementing organization’s Strategic Plan.
 Managing human resources programs, such as workforce training and development and safety/workers’
compensation.
 Implementing change management and building organizational culture.
 In charge of employment and labor law and day-to-day employer operations.
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  Creating and implementing a vision for human resources that supports the organization’s mission and
values, including developing a diverse and inclusive workforce.
 Developing policies and overseeing implementation.
 Job evaluation and classification.
 Compensation practice and salary administration.
 Employee relations, performance, and leave management.
 Labor relations, including experience with negotiating contracts, managing management/union relations,
and implementing discipline and discharge processes.
 In charge of organization’s compliance process with the Joint Commission, OSHA, EEO, Affirmative
Action, HRSA and other State and Federal compliance regulations.

OPEN CITIES HEALTH CENTER INC.

Human Resources Director 02/2014 – April 2017
Human Resources Manager 02/2013-02/2014

Managing HR function for a $10 million Federally Qualified Health Care non-profit Clinic including: recruiting,
benefits, compensation analysis, and administration.

JOB DUTIES:
RECRUITING AND ONBOARDING PROCESS
 Recruit, coach and develop organizational talent.
 Develop and implement effective strategies for community awareness and interest at OCHC and
opportunities resulting in strong talent pools of qualified candidates. This includes appropriate job
descriptions, job grades, compensation, incentives & rewards and recognition programs.
 Serves as member of Physician Recruiting Committee and helps to recruit, orient new physicians. Does
all providers credentialing.
 Ensures the development of departmental plans, goals, mission, and policies/procedures. Ensures
selection, training, monitoring and evaluation of departmental staff.
 Write and place job announcements and advertisements in appropriate sources.
 Created on-boarding program, updated policies and procedures.

TALENT MANAGEMENT AND ORGANIZATION DEVELOPMENT

 Oversees the conduct of compensation surveys and recommends changes to ensure clinic remains
competitive with market rates for wages/salaries and benefits.
 Collaborate with departments to lead the communication and implementation of human resources
cyclical processes including Talent Planning, Annual Merit, Performance Review Process
 Partner with departments to manage risk for OCHC and educate organizations leaders on performance
management process and procedures.
 Partner with departments to manage risk for OCHC, coordinate and facilitate corrective action programs
for employees; conduct training with partners to ensure performance plans are set, maintained, and
continuously improved.
 Maintains/monitors records of worker's compensation, EEO, ADA, FMLA, unemployment and other
employee claims. Reviews exit interview data. Uses HRIS information software systems to
gather/analyze/present data. Recommends changes to policy and training to ensure compliance with
laws and regulations.
 Practices open-door policy to encourage employees to discuss grievances. Facilitates peer-to-peer and
employee-manager discussion/mediations.

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  Recommends and facilitates employee recognition efforts and events. Ensures employee assistance is
available for emergency relief.
 Develop and maintain a personnel database
 Foster a diverse workplace that enables all participants to contribute to their full potential in pursuit of
organizational objectives.
 Creates an entrepreneurial environment.
 Provides direction and guidance to exempt specialists and/or supervisory staff who exercise significant
latitude and independence in their assignments. May supervise non-exempt employees.
 Lead HR projects that assist in the understanding and development of a culture supportive of business
strategy.
 Issue monthly review schedules to all unit managers. Work with unit managers in development and
review of job descriptions and performance evaluations.
 Keeps the organization’s vision and values at the forefront of decision-making and action.
 Demonstrate effective change leadership.
 Builds strategic partnerships to further departmental and organizational objectives.
 Makes decision regarding work processes or operational plans and schedules in order to achieve
department objectives.
 Develops and executes organization and operational policies that affect one or more groups by utilizing
technical/professional knowledge and skills.
 Monitors compliance with organization policies and procedures (compliance with FDA, EEO regulations,
etc.).
 Design and administer all performance review process

TRAINING AND DEVELOPMENT

 Train employees on mandatory Federal and State required trainings: OSHA, HIPAA, Fraud Waste and
Abuse, Cultural Diversity, Sexual Harassment.
 Provide organization wide trainings on performance assessments, goal setting and talent management as
well as customer service.

BENEFITS AND COMPENSATION

 Maintains all organizations contracts and agreements.
 Manage all organization insurance coverage, including liability, workers comp, directors and officers,
general liability coverage.
 Managers all provider credentialing, including partnering with other health care organizations.
 Administer all benefits, medical, dental, insurance programs.
 Develop, maintain, and review comparable wages annually.
 Develops monitors and appropriately adjusts the annual budget for department(s).

LABOUR RELATIONS

 In charge of employment and labor law and day-to-day employer operations

 Creating and implementing a vision for human resources that supports an organization’s mission and
values, including developing a diverse and inclusive workforce
 Developing policies and overseeing implementation
 Job evaluation and classification
 Compensation practice and salary administration
 Employee relations, performance, and leave management
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  Labor relations, including experience with negotiating contracts, managing management/union relations,
and implementing discipline and discharge processes
 Managing human resources programs, such as workforce training and development and safety/workers’
compensation
 Implementing change management and building organizational culture
 Promote a diverse, culturally competent, and respectful workplace.
 Negotiate labor contracts, as chief spokesperson for Open Cities Health Center, in traditional bargaining
and as the lead person on OCHC's bargaining team.
 Develop negotiation strategies, in conjunction with the CEO, Director of operations, department
managers, and representatives of affected departments.
 Seek and obtain input from departments about issues and interests that may be the subject of future
bargaining.
 Prepare data to evaluate options for addressing unions and OCHC interests in collective bargaining
processes.
 Draft contract language.
 Administer OCHC labor contracts by advising departments on labor relations policy, applicable labor laws,
contract interpretation and grievance resolution.
 Meet and confer with management and union representatives on labor relations concerns.
 Conduct research and prepare legal briefs and other documents for arbitration or administrative
proceedings.
 Prepare and present cases in arbitration, administrative and mediation proceedings and representation
elections.
 Develop and present labor relations training courses to management personnel.
 Prepare materials and train managers and supervisors on negotiated contract changes and the impact on
management responsibilities.
 Meet with department managers to provide information and resolve problems involving collective
bargaining agreements in relation to other personnel functions.
 Prepare reports on labor relation topics.
 Participate on labor/management committees, to foster positive labor/management relations and provide
advice in resolving issues.
 Coordinate all FLSA and ADA compliance.
 Advise department managers and directors on employee discipline and alternative ways of addressing
employee performance matters.
 Represent OCHC in all arbitrations.
 In charge of organization’s compliance process with the Joint Commission, OSHA, EEO, Affirmative
Action, HRSA and other State and Federal compliance regulations.

VALSPAR CORPORATION 04/2012-02/2013

Graduate Talent Management and Organizational Dev. Intern
 Coordinate development and deployment of strategic training initiatives.
 Support initial planning, preparation of key communications package list, developing outlines and
socializing document for sr. Executives
 Support the coordination and deployment of Valspar's new acquisition b&q/vc on-boarding designs in the
united kingdom
 Ensure alignment of workday talent pools functionality with Training and Organizational Development
processes by providing input to optimize associated processes for practical use
 Liaise with key contacts weekly to give suggestions on the role of training and development in workday
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  Provide suggestions of the look of the talent card within workday
 Coordinate sustained deployment of Front Line Management Training programs
 Support in the preparation of key communications to stakeholders by scheduling conference calls for
updates and coordination
 Coordinate logistics communication with departmental head
 Develop and implements an effective talent development communication strategy by determining
appropriate needs by key audiences.
 Consult with business customers and internal HR partners to understand and define projects designed to
meet targeted business needs
 Recommend optimal way for sales and HR leaders in north America to integrate and deploy sales
competencies
 Consult with stakeholders and Training and Organizational Development leaders to seek input, assess
needs
 Provide summary assessment and recommendation for action including roles, plan for influence and
communication, and additional development of small pieces of guidance or process as needed
 Actively participating in business-related meetings identifying appropriate strategies and execution with
assigned operating committee members and key executives.
 Support organizational issues which will require organization design and/or change management.
 Develop post training assessments
 Support in the development of SharePoint site for the global deployment of training coordination

HUMAN RESOURCES CONSULTING 02/2003-03/20012

Chief Human Resources/Organizational Effectiveness Consultant
 Apply HR knowledge to fast-paced organizations and human resource requirements
 Worked with hiring managers at different organizations to recruit and hire individuals to fill: human
resources, engineering, qualify, finance positions. Recognized by management for superior service.
 Provider Federal and State required trainings to small businesses on HIPAA, OSHA, Fraud Waste, and
Abuse, Cultural Diversity, Sexual Harassment.
 Support small businesses in providing trainings on performance assessments, goal setting and talent
management as well as customer service.
 Major responsibilities include, but are not limited to, the following:
 Provide consultation on all labor relations and grievances issues to small businesses and nonprofit
organizations.
 Ensures performance management policies and practices are consistent throughout the organization
 Leads performance evaluation process and ensures all staff is evaluated annually
 Train, advice and coach managers in employee performance matters and sound management and
organizational effectiveness practices.

References will be provided upon request.

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