MICHELE SPENCER 4824 15TH AVE S. MINNEAPOLIS, MN 55417 H: 612-886-1110 C: 612-849-0824 ms13ac740@westpost.

net PROFESSIONAL SUMMARY Innovative, forward-thinking leader with 15+ years of success leading complex HR initiatives; dynamic, knowledgeable and trusted advisor providing sound guidance to management and employees at all levels in all functions. Able to balance bottom line business goals with the needs of employees; Resourceful, critical thinker with broad knowledge of HR principles; Understands the concepts of continuous improvement and advocates for change both in business processes and within the HR Function. Expert in the areas of employee relations and employee engagement; Excellent written and verbal communication skills; Engaging presenter to any audience; Experience in the Health Care, Insurance and Financial Services and Manufacturing sectors. AREAS OF EXPERTISE Strategic and Tactical HR Operations; Organization Design and Development; Talent Acquisition; Talent Management; Succession Planning; Project Management: HRIS: ADP and PeopleSoft; Employment Law; Benefits; Performance Based Compensation; Program Development and Implementation; Safety and Wellness Programs; Workers??? Compensation; Reductions in Force; Managerial and Executive Coaching; Training and Development; Employee Relations; Performance Management PROFESSIONAL EXPERIENCE UNITEDHEALTH CARE PUBLIC AND SENIOR MARKET GROUPS SEPTEMBER 2010- DECEMBER 2010

HUMAN CAPITAL PARTNER, Legal, Corporate Responsibility and Compliance and Clinical Services ??? Quickly built effective business partner relationships as an advisor to General Counsel, Vice Presidents of Corporate Responsibility and Compliance, Chief Medical Officers and staff in each area. ??? Developed and implemented organizational redesign plan that included building a new structure, redefining roles, conducting an issue-free reduction in force involving long service employees, and organizing a Talent selection process for organization rebuild. THE TRAVELERS COMPANIES, INC. AUGUST 2006 -AUGUST 2010 DIRECTOR, HUMAN RESOURCES DECEMBER 2006 AUGUST 2010 MANAGER, HUMAN RESOURCES AUGUST 2006 -DECEMBER 2006 SEPTEMBER 2008- AUGUST 2010, DIRECTOR, HUMAN RESOURCES Delivered HR services to 500+ Operations and Information Technology employees in role as field-based Generalist; Provided expertise and guidance to both managers and staff on employee relations, performance, and development issues; Played lead and contributory roles on high-visibility initiatives that including intern and diversity programs, leadership development, and workforce planning. Conducted investigations of misconduct and planned/facilitated staff adjustments. ??? Tapped to join high-profile Enterprise special projects, including implementation of PeopleSoft e-Performance and Competency Management modules. ??? Dramatically grew an unknown diversity pipeline program,

increasing intern presence at the St. Paul location from two to 13 in one year while drawing Enterprise-wide support and recognition. Accomplished this by designing and facilitating ???Backpack to Briefcase??? Career Day events, which drew over 150 college and university students from diverse backgrounds. ??? Deepened Travelers community relationships by serving on company???s AVID (Advancement Via Individual Determination) leadership team, which developed a unique partnership with St. Paul Public School District to deliver grants, volunteers, career exploration for AVID students, and classroom speakers. JANUARY 2008-SEPTEMBER 2008, DIRECTOR, HUMAN RESOURCES Played key role in build of new 500+ employee organization that consolidated common roles into a single business unit to eliminate redundancies; Consulted with VP on organizational design and with managers to establish new entity???s structure; Contributed to selection of management team and designed/executed a Manager Boot Camp program to develop key HR skills and knowledge. Provided coaching/mentoring to managers in key areas including performance management and employee relations and development; concurrently supported two other established divisions with total employee responsibility of over 1000. ??? Designed and conducted ???Strengths Finder??? and Myers-Briggs sessions for all employees to help each employee better understand skill and work/behavior preferences and to purposefully deploy them into roles in the new organization. Planned and conducted several staff adjustments. ??? Addressed and expedited resolution of complex performance

issues, led talent review process, and planned comprehensive compensation actions that included analysis and review to ensure rewards were commensurate with performance. ??? Provided guidance to field Generalists in multiple locations DECEMBER 2006- DECEMBER 2007, DIRECTOR, HUMAN RESOURCES Drove strategy as key HR support to VP of 650-member Specialty Insurance Operations, while providing leadership to team of 50 multilevel managers. Served as core source of information and guidance to Generalists across the US, while advising managers in all employeecentered activities; Led divisional talent review process ??? Creatively launched new enterprise Leadership Competency model, as well as new performance review form and rating scale to managers and employees. ??? Expertly managed compensation actions for Specialty organization. Conducted analysis to allocate base salary, bonus and equity pools to business units within the Specialty Division. Ensured that compensation actions were commensurate with performance results, ensuring high performers received most generous rewards. AUGUST 2006-DECEMBER 2006, MANAGER HUMAN RESOURCES ??? Supported 500-person IT organization at the St. Paul location. Managed local HR issues related to manager coaching, employee relations, and compensation. ??? Selected to facilitate an Enterprise-wide training curriculum: ???Leading Teams???. TREND ENTERPRISES, INC. MAY 2006 -AUGUST 2006 SENIOR HUMAN RESOURCES GENERALIST Delivered core HR services to a privately held $40 million producer of age-appropriate, content-rich classroom learning materials; TREND

employs 200 people. ??? Led benefit review for 2007 open enrollment, focusing on cost containment while ensuring robust and affordable coverage. ??? Conducted I-9 audit and improved compliance from 73% to 100% in 30 days. ??? Teamed with Director of Production to re-design job progression program that included cross-training, job evaluation and definition, policies and testing for mastery, compensation study, skills inventory and adjustments to employees??? salaries. TELEX COMMUNICATIONS, INC. (Now a division of BOSCH, Inc.) AUGUST 1999 -APRIL 2006 MANAGER, CORPORATE HUMAN RESOURCES JUNE 2001-APRIL 2006 STAFFING SPECIALIST AUGUST 1999- JUNE 2001 Orchestrated a full range of HR operations/functions for Telex Communications, which is a global, $280 million manufacturer of professional audio and critical communications systems that employs 1800 employees worldwide with 900 in the US. ??? Created Telex???s Health Promotion Program, which evaluated costs and provided interventions to promote health and drive down medical costs; also developed Telex Care of People Program, which focused on the overall well being of employee base and the surrounding community. ??? Equipped managers with key skills to effectively manage lead and retain their workforce by espousing a strategic talent management philosophy; delivered the proprietary ???People First??? Leadership training program, (on a shoestring budget) which included six interactive

modules. ??? Enabled identification of top performers by directing development and implementation of the company???s Annual Talent Review. ??? Maximized candidate sourcing/hiring through establishment of a professional recruiting function that included formal hiring practices, metrics, and staffing justifications. Streamlined processes through implementation of applicant Tracking System and authored companyfirst staffing guide for managers, receiving special bonus recognition from CEO and HR VP. ??? Conceptualized and produced, with minimal time and monetary resources, the Company???s first Employment Brand and Recruitment DVD, and was awarded the Company???s first Champion???s Award. Assisted in the re-design of the employment pages of the Company???s web site. ??? Vigorously promoted a culture of continuous learning; sold executive management on the value of learning, selected and implemented the Company???s first e-Learning system. ??? Conceptualized, developed and launched an automated, enhanced Performance Review Form and Process which significantly decreased HR and Manager preparation time while increasing the quality of employee feedback. ??? Played a key role in opening a new manufacturing facility in Morrilton, AR; hired staff and established HR practices including a safety incentive program, which influenced behavioral changes to work safely, reducing and keeping injury related lost workdays at zero. EARLY CAREER EXPERIENCE Between 1995 and 1999, held roles as Recruiter for Allina Health

System; Staffing Manager for Robert Half International. EDUCATION Northwestern College, Bachelor of Science in Business, Human Resource Management SHPR Certification in progress