1. ANITA M. DICKEY, SPHR
Anita11464@gmail.com 913.579.2352 (Linkedin address)
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Human Resource Professional
Professional and energetic Human Resource professional with 20 years experience demonstrating a
solid record
of successful achievements. Possess strong leadership, enhanced organizational effectiveness, budgeting,
managerial, strategic planning, communication and interpersonal skills. Categorically strong in project
management and execution. Exceptionally accomplished at developing and executing successful HR strategies
and processes. Highly adept and experienced in benefit management, payroll management, wellness program
administration, employee/labor relations, HRIS, employee engagement/training/on-boarding/orientation. Skilled
in the interpretation of federal and state statutes,
rules and regulations.
MAJOR STRENGHTS
 Benefit/Payroll Management Legislative Compliance
 HRIS Operations Leadership/Team Development
 Policy Implementation Performance Management
 Union/Labor Negotiations Strategic Planning
 Wellness Administration Exchange Strategies for Retiree Benefits
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WESTAR ENERGY, INCORPORATED, Topeka, KS 2012 –
Present
Manager of HR Operations
Senior leader responsible for managing payroll, benefits and employee wellness operations, One Call
Employee Call Center, employee leave activities and HRIS encompassing an employment base of 2,800 and
two labor unions. In addition, Assist in the administration and management of payroll, benefits and pension
operations for Westar Energy’s nuclear power plant subsidiary.
 Led transition of 1,468 retirees to the Post 65 Exchange and 800 pre-Medicare retirees to the Post 65
Exchange
 Lead Manager responsible for oversight and navigation of 400 hours of benefit internal audit processes.
 Lead Manager for UNIM Health & Benefit Committee and UNIM Pension Committee
 Manage VEBA Trust and employee benefit operations and leave program
 Management of PAR and STI bonus programs
 Key delegate of Wellness Team and fitness facility management
CITY OF OLATHE, Olathe, KS 2006 –
2011
Manager of Human Resources
Senior HR Leader with responsibility for Benefits, Employee Relations, Compliance Related Issues, HRIS
implementation and other various generalist duties for an organization of 1,000 full-time employees and 400
seasonal. Fire and Police are unionized with a unique negotiation structure.
 Built and executed Employee Engagement Plan for benefit and wellness information.
 Opened on-site Wellness and Acute Care Clinic. [Recognized nationally by Inc. Magazine].
 Designed plan for replacement of $3M+ annual retiree health saving program utilizing VEBA.
 Managed compliance aspects of federal regulations including COBRA, FMLA, EEOC, etc.

2.  Resolved employee complaints, and complex employee relations issues.
 Implemented a consumer-involved high deductible health plan.
 Served as interim HR Director during staffing changes.
 Selected for the Service Excellence Team; Chair - Financial Advisory Board; Chair – Employee
Betterment
Committee; Chair - Wellness Advisory Board; Board member - Sick Leave Bank.
FARMLAND FOODS, Kansas City, MO 2004
– 2006
Director of Human Resources
Senior HR Leader with full responsibility for Benefits, Compensation Management and HRIS for an organization
of 8,600 employees which encompassed seven unions and 12 geographical manufacturing locations.
 Led the task force in the purchase of a 1,600 employee, three location manufacturing facility. Completed
payroll & benefit rollout initiative within 30-day timeframe without encountering business disruption.
 Developed and delivered education programs regarding defined benefit plans and the defined
contribution plans in
12 Midwest regional locations.
 Developed revised enrollment process throughout entire organization for health and welfare benefits.
 Implemented and monitored comprehensive wellness initiative rollout, resulting in the reduction of health
benefit
costs by 6% in the first year.
 Led sensitive union negotiations governing salary and benefit programs at five corporate locations and
played key
management role in fostering and supporting relationship with union.
 Managed the contracts for health and welfare benefits in excess of $35M.
 Created an HR process manual and implementation/training strategy for enhancing internal functions
utilizing best
practice data management procedures throughout corporate locations.
 Developed a corporate-wide wage and salary administration program to ensure equitable compensation
across all
geographies and job classifications.
 Managed HRIS contracts - consolidated nine independent HRIS systems into three data repositories.
SUNFLOWER GROUP, Overland Park, KS 2003 –
2004
Manager of Human Resources
Administered all HR generalist processes including: recruitment, selection, training, manpower planning,
benefits, claims administration, workers compensation, employee relations, succession planning, corporate
policy development.
 Forged human resource partnerships with leaders company-wide and the owners to develop strategic
direction
and drive common vision and achieve financial objectives.
 Administered regulatory affairs compliance and reporting with state and federal agencies governing HR
operations. Included creating systems that assured compliance for FMLA, COBRA, FLSA, ERISA and
EEOC initiatives for internal audit functions for adherence monitoring.
 Managed all aspects of 401(k), ESOF, Phantom Stock and specialized incentive programs.
 Redesigned full-line sale force commission structure and rolled out for implementation.
 Recruited 82 new staff members in eight months to fill gap for corporate growth.
 Pioneered leadership development programs to accelerate career advancement of high-potential
management candidates which incorporated a formalized succession planning model.
 Designed and implemented a 360-degree feedback mid-year review corporate wide and merit promotion
program
to reward top producers.
 Recognized for work with the Six Sigma efforts that improved corporate effectiveness in client services
and various other areas in the organization.

3. WELLMARK BLUE CROSS BLUE SHIELD, Des Moines, Iowa 1983-1987 and 2000
- 2003
Senior Human Resources Employment Consultant
Recruit all staffing needs, design training program implementation; create effective communications for benefit
program understanding and enrichment for operational areas of Customer Service, Provider Service, Claims,
Membership, Office Services and TPA subsidiary
 Nominated for a Star Award for initiating and implementing process improvement initiatives that
significantly enhanced effectiveness and cost savings for the customer service unit, as well as reduced
turnover by 21%.
 Created a comprehensive job task analysis study to delineate all core competencies, functions and
requirements
of key job classifications and used that analysis to create: recruitment plan, new on-boarding process
and facilitated design changes to New Employee orientation.
 Trained leaders and HR team members in legislative regulatory compliance issues.
 Six Sigma team member on several cross-functional DMAIC and DMEDI performance improvement
initiatives.
ENGINEERING ANIMATION, INC., Ames Iowa 1997
– 2000
HR Generalist II/Recruiter
Developed and implemented a corporate hiring plan; recruited technical and non-technical talent; managed and
built effective partnerships with management team for retention, hiring and performance assessments; assured
EEOC compliance; determined competencies for all positions; supervised immigration process efforts;
departmental budgeting; trained managers on behavioral based interviewing and other initiatives; assisted with
employee relations issues; and compensation and benefit program changes; managed vendor relationships
and supervised the work and performance
of 2 full time and 3 part time HR administrative staff.
 EAI was named by INC. Magazine as one of America’s top 100 fastest growing companies in 1998 and
1999. The growth was handled at a time when unemployment average less than 2.5%
 Increased offer acceptance rate from less than 70% to 91% in 1999 by focusing on benefit
communication and consistent messaging
 In eight months navigated the transformation of the recruitment department from an entirely paper driven
to an electronic recruitment system saving the company over $200,000.
ADDITIONAL RELEVANT EXPERIENCE
MANAGEMENT RECRUITERS INTERNATIONAL, Des Moines, Iowa
Talent Acquisition Specialist/Recruiter
EDUCATION
Bachelor of Science, Upper Iowa University, Fayette Iowa
Major - Business Management Minor Public Relations - Achieved Deans List each semester