Tom Hanna

Current

Staffing Consultant at Wolters Kluwer

Past

Staffing Consultant at Forsythe Solutions Group
Staffing Consultant at Hewitt Associates
Staffing Consultant at Zebra Technologies

Manager of Staffing at Navigation Technologies
Site Recruitment Manager at Motorola
Search Consultant at Teradyne
Human Resources Manager at Solo Cup Company
Human Resources Manager at Emerson Electric Co.
HR Generalist at United Airlines/Covia

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Education

University of Illinois at Urbana-Champaign - College of Business

Recommended

13 people have recommended Tom

Connections

329 connections

Industry

Staffing and Recruiting

Tom Hanna’s Summary

Broad based HR background including HR Generalist/Generalist Management experience combined with Staffing/Staffing Management skills- have recruited positions from entry level to executive level in IT, Engineering, Sales, Marketing, Purchasing/Logistics, Accounting/Finance, and Manufacturing. Currently focused on providing HR consulting services within the Chicago metropolitan market.

Tom Hanna’s Specialties:

Solid skills in staffing, employee relations, compensation, benefits, workplace safety, affirmative action, employment branding, vendor negotiations, and unemployment.

Tom Hanna’s Experience

Staffing Consultant

Wolters Kluwer

(Public Company; WKL; Publishing industry)

October 2005 — Present (4 years 2 months)

Focused on full life cycle staffing within the Sales and Marketing function of Wolters Kluwer- specific divisions include Tax and Accounting (CCH), UCC Direct Services, Professional and Education division, Summation Legal Services, and Bankers Systems. Developed sourcing strategies and search documents, identified and interviewed qualified candidates, managed the interview process, negotiated offers and followed through to completion as a new hire. Worked on a nationwide basis and utilized varied sources including referrals, posting, LinkedIn, FaceBook and Twitter to identify candidates. Acted in interim Team Lead (Manager) capacity for six months during 2006. Filled approximately 120 sales positions during the course of 2006 and 110 in 2007. Became an internal expert on the Peoplesoft system and was chosen to assist in evaluating the Virtual Edge ATS based on overall process knowledge
Staffing Consultant

Forsythe Solutions Group

(Information Technology and Services industry)

2005 — 2005 (less than a year)

Full life cycle staffing for a variety of roles in Forsythe including Maintenance Sales, Business Analyst, Office Services, Accounting and Sales Administration positions. Cost control, process control, and accurate documentation were key drivers within this technology consulting environment. Utilized PCRecruit for Applicant Tracking.
Staffing Consultant

Hewitt Associates

(Public Company; HEW; Human Resources industry)

2003 — 2005 (2 years )

Working within a competency oriented, behavioral interviewing structure, sourced, screened and filled a variety of openings ranging from Customer Service positions to various Help Desk, Analyst, Data Base, Network, Telecom, Architect and Managerial/Director level positions.
*Utilized an Excel Spreadsheet to track data on Customer Service candidate flows to build a predictable model for how many candidates were needed to fill the hundreds of positions available within Hewitt.
*Met every timeline and deliverable date for various “group hiring” activities in Lincolnshire, and Orlando. As a result, additional responsibilities for overseeing the staffing process were added in other regions including Kalamazoo, Dallas, and New Jersey.
*Rapid progression in responsibilities based on demonstrated results- initially worked on Customer Service positions, moved to Business Systems Analysts and Programmer Analysts in regional locations, shifted to Technology roles in Lincolnshire and near contract closure, hired primarily Managers and Directors within the IS Shared Services function.
Staffing Consultant

Zebra Technologies

(Public Company; ZBRA; Computer Hardware industry)

2001 — 2004 (3 years )

Experiences included evaluating and selecting vendors, documenting processes, and developing and executing sourcing/recruitment strategies for all exempt and non-exempt level positions in the Corporate Headquarters with a heavy emphasis on cost control and customer satisfaction. Primary internal customers were Product Development (Engineering), Marketing, Product Management, Sales, Technical Support, Marketing Communications, Customer Service, Accounting, Manufacturing and Information Systems departments.
*Sales- sourcing and recruiting efforts resulted in hiring 2 regionally based Sales Directors, a Director of Inside Sales, a Manager of Inside Sales, a Manager of Customer Service, and 10 regionally based account managers.
*Technical Support- in response to a shift in technology, upgraded the skills in the Technical Support department resulting in hiring 13 specialists with specialized knowledge in networking and software.
*Engineering- in an effort to upgrade the technical capabilities of the Engineering Department, sourced and hired 23 individuals. Specific engineering skills were needed in various departments including mechanical, software, firmware, hardware, technical publications and product management.
*Managed the intern hiring program for 2002 and 2003- in 2002, hired 6 engineers for internships and tendered 5 permanent offers of employment for these candidates upon graduation (3 acceptances).
*In 2002, averaged 10+ hires per month with an average time to fill of less than 60 days.
Manager of Staffing

Navigation Technologies

(Public Company; Information Technology and Services industry)

2000 — 2001 (1 year )

Responsible for establishing and executing recruitment strategies for all departments in the corporate headquarters with a focus on the Technology and Development, Marketing, Accounting and Finance functions. Selected and managed external resources, managed staffing budget, negotiated rates, and managed timelines and deliverables. Initially supervised 2 contract recruiters and 2 full time employees. Left due to relocation of Navigation Technologies.
*Reduced organizational reliance on search firms, lowered cost per hire and increased internal customer satisfaction adding credibility to the overall Human Resources function. Average cost per hire in 2001 was $1,586.00 per hire.
*Developed policies and procedures for internal posting, external hiring, employee referral program, and background check.
*Worked with internal departments to facilitate the restructuring of the HR Intranet and Internet web sites consistent with the overall branding strategy of Navigation Technologies. The new sites provided easier access to our openings and enhanced the overall image of the business.
*Evaluated vendors and negotiated rates for recruitment advertising, contingency search, temporary and contract employees and background check companies providing a core group of preferred vendors for the organization.
*Developed a requisition tracking process that became a worldwide tool for the management team in tracking their requisitions, time to hire and activity against a given requisition.
*Personally averaged 7-10 hires a month with 48% female and 36% diversity hires.
Site Recruitment Manager

Motorola

(Public Company; MOT; Telecommunications industry)

1996 — 2000 (4 years )

Started as a Recruitment Consultant through McGladrey and converted to Site Recruitment Manager for the Automotive and Industrial Electronics Group, BioChip and Telematics organizations. Led a team of 1 full time and 5 contract recruiters in sourcing, screening, interviewing and hiring software, IT, electrical, mechanical, accounting, public relations, sales and circuit design engineers.
*Developed and implemented sourcing and hiring strategies to double the size of the embedded software team in keeping with key business objectives.
*Directly supported the BioChip organization as a new, evolving business in Motorola. Key milestone was the placement of the 50th PHD in the organization in March 2000. Positions filled included Bio-Chemists, Chemists and Microbiologists.
*Supported all Affirmative Action goals of Motorola and worked with managers in increasing their awareness of corporate goals and objectives. Passed an internal audit of the staffing processes in January of 2000.
Search Consultant

Teradyne

(Public Company; 5001-10,000 employees; Telecommunications industry)

1996 — 1996 (less than a year)
Human Resources Manager

Solo Cup Company

(Consumer Goods industry)

1995 — 1996 (1 year )

Responsible for managing plant policy development, payroll, compensation planning, staffing, employee relations, training, affirmative action, worker’s compensation, unemployment, and safety. Supervised 3 full time employees.
*Reduced labor costs by 15% by re-distributing workload. This allowed us to reduce the amount of temporary labor being used in the plant.
*Developed and implemented a plant safety program reducing worker’s compensation costs from $265,000 to under $60,000 with nearly a million man hours without a lost time accident.
*Proposed and implemented a supervisory training program for all plant leadership employees. Program was provided by the Northern Illinois Business Association.
*In response to a compliance audit, reworked job descriptions/position responsibilities to eliminate barriers for females in the forklift and machine operator job categories.
Human Resources Manager

Emerson Electric Co.

(Public Company; EMR; Electrical/Electronic Manufacturing industry)

1991 — 1995 (4 years )

Led all aspects of the Human Resources function for a division of 110 employees at Kay-Ray/Sensall. Responsibilities included creating and managing the HR budget, benefits administration, employee relations, staffing, worker’s compensation, unemployment, compensation, affirmative action and training. Sat on the executive staff and provided input to top management in the development of 1 and 5 year business plans and the strategic positioning of HR relative to these plans.
*Implementation of workplace literacy program to ensure that the plant population clearly understood workplace instructions with the goal of reducing scrap in the plant.
*Trained a team of employees to be DDI (Interaction Management) trainers for the organization in an ongoing effort to increase the level of employee and management knowledge.
*Added an employee funded dental plan in response to an overwhelming response on the employee survey. Participation rate was 85%!
*Leveraged stock purchase plan and prescription drug programs already available within Emerson at no cost to Kay-Ray/Sensall adding to employee satisfaction and increasing our competitiveness in the market for talent.
*Promoted to Kay-Ray from Skil (now SB Power Tool Company- 3/93). Acted as Employee Relations Supervisor for the Headquarters location. Interpreted policies, implemented progressive discipline policy, managed staffing for the headquarters, implemented annual communication plan, and developed annual affirmative action plan.
HR Generalist

United Airlines/Covia

(Staffing and Recruiting industry)

1989 — 1991 (2 years )

Tom Hanna’s Education

University of Illinois at Urbana-Champaign - College of Business

BS , Business Administration, Major in Organizational Behavior , 1980 — 1984

Activities and Societies:

Alpha Kappa PSI Business Fraternity