Tim Keefe

Current

Director of Enterprise Talent Acquisition and Deployment at CH2M HILL

Past

Global Strategic Staffing Leader at Johns Manville
Director of Talent Acquisition and Diversity at Coors Brewing Company
Corporate Director of HR at Coors Brewing Company

Regional Director of Human Resources at Coopers & Lybrand
Director at Peace Corps

see less...

2 more...

Education

Michigan State University

Recommended

7 people have recommended Tim

Connections

500+ connections

Industry

Environmental Services

Websites

My Company

Tim Keefe’s Summary

Summary of Qualifications
•Strategic Business Partner
•Six Sigma Greenbelt
•Talent Acquisition
• Competency Modeling
•Change Management
•Organizational Effectiveness
•Succession Planning
•Leadership Development
•Recruitment Process Outsourcing
•People Development

Specialties:
Former Corporate Director of Human Resources

Experience

Tim Keefe’s Specialties:

Talent Management and Acquisition

Tim Keefe’s Experience

Director of Enterprise Talent Acquisition and Deployment

CH2M HILL

(Privately Held; Construction industry)

April 2006 — Present (3 years 8 months)

Designed and delivered a new Enterprise Talent Acquisition Strategy for a 25,000 employee, 200 office and 14,000 projects Global Consulting, Engineering, Procurement and Construction Firm.
•Analyzed through the DMAIC process (Six Sigma), a decentralized recruitment structure, process, systems and technology to develop a best in class approach to filling 7,000 positions annually (3,000 professionals, 3000 craft and 1,000 international hires).
•Developed 8 sub groups to analyze structure, process, technology, employment branding, workforce initiatives, employee referral programs, marketing capabilities and deployments
•Developed buy-in amongst 13 distinct businesses groups to support structure, process, technology, and costs of implementing a best-in-class $12 million Talent Acquisition Program
•Designed and delivered a Hybrid model that is business aligned and supported by centralized systems, process and tools that is metric driven.
•Process mapped end to end processes and defined roles and accountabilities
•Realigned 68 HR professionals to 4 Talent Recruitment Centers supported by an Executive Search Services group and an Enterprise Workforce Initiatives Group.
•Designed a best-in-class Early Talent program to “Build our Future Leaders”
•Defined an employment brand supported by Marketing, Technology and Web Site upgrades
•Developing a new strategy for the maturing workforce that includes retention, redeployment, early talent development and military hiring.
•Developed a Contingent Labor Strategy (potential $150m program) to compliment our Talent Acquisition Program so that we can control the projected Labor Shortages facing our industry.
•Recognized for best-in-class systems, process and tools definition by the Corporate Executive Board, Recruiting Roundtable
•Currently focused on redesign of international recruitment of 1500 professional employees annually in 20 countries
Global Strategic Staffing Leader

Johns Manville

(Privately Held; Building Materials industry)

November 2004 — March 2006 (1 year 5 months)

Director of Global Talent Acquisition
Designed and delivered “best practice” talent acquisition and Recruitment Process Outsourcing Strategy for Johns Manville. Provided a “Greenbelt Certified”, Six Sigma implementation plan to save $1.5m in past staffing costs and created an outsourced RPO Strategy from RFP, design, communications and change management to complete implementation.
•Restructured Staffing and delivered an outsourced strategy with the selection of a vendor from planning the Go-live to program enhancements.
•Program managed the provider by designing SLA’s, metrics, reporting, compliance and quarterly reviews.
•Staffed a Talent Acquisition Team .that delivers results while creating a partnership with the Business Units and HR
•Process mapped staffing, selection and onboarding practices
•Championed Six Sigma project on Relocation Optimization
•Aligned Talent Strategy with Business and People Strategy
•Developed Best in Class Tools, Internet Technology, Processes and Systems for Talent Acquisition
•Developed and Implemented internal Executive Search
•Developed a Behavioral-based Assessment and Selection Process
•Provide a Workforce Analysis and Strategy for Retirements facing the organization
•Developed a University Relations Recruitment and Development program
•Personally provided Executive Search for Director, VP and Senior VP positions
•Participated in a major study on RPO’s by the Recruiting Roundtable.
•RPO considered the #1HR success in 2005 by the Leadership Team
Director of Talent Acquisition and Diversity

Coors Brewing Company

(Public Company; TAP; Consumer Goods industry)

January 2000 — 2005 (5 years )

Designed and developed a “best practice” talent acquisition and diversity strategy for the growth of Coors Brewing Company from a $2.5b company to a $5b company. Now at $6b..
•Restructured Staffing and Diversity
•Process mapped staffing, selection and onboarding practices
•Aligned Talent Strategy with Business and People Strategy
•Developed Best in Class Tools, Internet Technology, Processes and Systems for Talent Acquisition
•Developed and Implemented internal Executive Search
•Developed a Behavioral-based Assessment and Selection Process
•Developed Relationship Management Processes with Business Units
•Developed Employment Brand for both Talent Acquisition and Diversity
•Developed a Diverse Business Strategy and Implementation Plan
•Recognized as “Best Practices” amongst Consumer Products Companies and Corporate Executive Board
•Developed and launched a Career website listed in the top 25 by CareerXroads.
•Negotiated Coors as the Official Beer of the Black and Hispanic MBA Conferences
•Designed and Implemented a Managed Vendor Contingent Labor Strategy saving $1m in 1st year.
•Co-led the HR due-diligence team for acquisitions

Was recognized by the Corporate Executive Board, Recruiting Roundtable as the model in their book "Achieving Operational Excellence in Recruiting"
Corporate Director of HR

Coors Brewing Company

(Public Company; TAP; Consumer Goods industry)

March 1996 — January 2000 (3 years 11 months)

Corporate Leader of HR. Restuctured Finance and IT as a Business Partner organization. Recruited the top leadership, VP Controller, VP of Planning and Forecasting, VP of Finance for Manufacturing, CFO domestic, Director of Tax, VP of Procurement as part of the restructure
•Provided change management strategies for organizational alignment, employee relations, talent acquisition and (vision/values) of the departments.
•Re-engineered Finance and Information Technology from a tactical organization to a strategic enabling function by facilitating the creation of a world-class vision, competency models,
“Topgrading” of leadership, success modeling, performance management tools, and succession planning.
•Transformed the culture to a Business Partnership and created alignment with the Business functions.
•“Broadbanded” the Finance organization from over 98 job descriptions to 5 competency based position descriptions.
•Facilitated change management through coaching of leadership and line management.
•Top graded Finance Analysts through Senior VP level management.
•Provided morale and retention strategies for information technology professionals that were in high demand.
•Analyzed and calibrated position levels and responsibilities.
•Recognized by CFO and VP of Planning as the best Director of HR in their careers
Regional Director of Human Resources

Coopers & Lybrand

(Partnership; C&L; Accounting industry)

1985 — 1993 (8 years )

Directed organizational focus for six Northwest offices, which included human resources, administration, finance, P&L, and operations.
•Designed and implemented talent acquisition strategies for Accountants, Lawyers, Information Technology and Management.
•Directed organizational development through design, training, and implementation of human resource initiatives which include: strategic planning, business process re-engineering, human resource planning, total quality management, core competencies development, succession planning, recruitment, performance management, professional education, employee relations/communications, EEO/Affirmative Action, benefit administration, compensation analysis and retention.
•Provided management consulting to C&L clients on organizational development, strategic planning, mission statement development, compensation analysis, executive search, personnel policies and procedures and career management programs.
•Managed administrative operations through policy formulation, contracts, budget preparation, financial forecasts, cost containment, purchasing, facilities management and support services.
Director

Peace Corps

(Staffing and Recruiting industry)

1970 — 1985 (15 years )