DIANA B.

SORFLEET
3420 Lawrence Dr.
Naperville, IL 60564
ds10eaf5c@westpost.net
331.330.3255 (Cell)
630.904.7365 (Home)
CAREER SUMMARY
Policy level Human Resources executive with extensive experience as a strategic
business partner and member of senior management team in a Fortune 500 company w
ith multiple businesses and locations. Human Resources leader experienced in ali
gning business objectives and human resource practices including organizational
effectiveness, talent acquisition and development, employee relations, compensat
ion and benefits; implemented complex technology solutions to human capital need
s.
PROFESSIONAL EXPERIENCE
EXELON CORPORATION, Chicago, IL
1990 - 2010
Energy Company in six states with $19 billion in annual revenues
Vice President, Diversity & Development (2009 - 2010)
Vice President, Strategic Human Resources Planning & Development (2007 - 2009)
Vice President Human Resources, Exelon Generation (2005 - 2007)
Policy level responsibility for Company-wide human resources strategy, organizat
ional effectiveness, talent acquisition and development, employee relations and
diversity practices impacting 20,000-person organization; Human Resources lead f
or Business Services Company; managed 50 person professional and outsourced staf
f and annual budget of $8 million. In earlier Exelon Generation position, member
of senior management team; led 50 Human Resources professionals to deliver full
range of human resources services to Company's largest business with 6500 emplo
yees.
Strategic Business Partner
* Collaborated during senior leadership meetings in the development of annual st
rategic business plans resulting in Human Resources operational plans and object
ives which contributed to the short and long term direction of the business.
* Developed organizational design and structure processes; led the restructuring
efforts of numerous organizations resulting in alignment of strategic and opera
ting demands including outsourcing, insourcing, reductions in force and over-sta
ffing to meet growth requirements.
* Partnered with senior management teams to lead HR support for a multi-year ope
rating agreement with a strategic partner facing a turnaround; resulted in susta
ined operational improvements post-exit.
* Participated in senior leadership meetings to review financial metrics; led bu
siness improvement team who analyzed and developed solutions for decreasing Comp
any-wide overtime with direct annual cost savings of $10 million.
* Discussed and reviewed with senior management internal and competitive labor m
etrics impacting Company-wide productivity and labor costs; restructured HR func
tion including a revised governance model; measured progress through balanced sc
orecard with monthly metrics, quarterly objective and subjective client feedback
surveys, and annual organizational performance reviews.
* Coached and counseled senior leadership in employee relations issues including
executive hiring decisions, performance management, leadership development and
complex issue resolution having Company-wide impact.
Organization Effectiveness
* Developed and piloted an organizational effectiveness model within Company's l
argest subsidiary, which was adopted by other business units; improved productiv
ity and integrated individual and team capabilities into a proactive predictor o
f organizational performance.
* Managed annual executive and key management talent reviews to drive succession
and development actions resulting in 95% of key management positions staffed in
ternally and a 98% retention rate for high potential talent.
* Partnered with senior leadership to restructure a 2600 employee Business Servi
ces Company; subsequently, led a Company-wide 20% reduction-in-force within five
weeks; achieved aggressive cost targets impacting overall sustained savings of
$350 million; positively impacted employee relations based on consistent practic
es and communication.
* Analyzed labor market trends and business requirements, in advance of corporat
e planning initiatives, to forecast labor supply and demand challenges; provided
management direction to each Company-wide organization to implement a multi-yea
r workforce plan; plans addressed future aging workforce impacts and corporate r
isks for knowledge retention.
* Designed annual employee engagement survey that was contracted with an outsour
ced vendor; increased employee participation to 87%, against marketplace benchma
rk of 75%, reflective of a culture of open and safe communication.
* Developed strategic diversity infrastructure and inclusion policies/metrics in
partnership with senior management resulting in numerous national awards includ
ing the Human Rights Campaign's Corporate Equality Index for 'Best Places to Wor
k'.
* Redesigned performance management program and policies that resulted in alignm
ent between results and behaviors in a business striving for sustained high perf
ormance.
Talent Acquisition and Development
* Developed company-wide talent acquisition policies and practices including the
design and implementation of search, assessment and selection processes; Compan
y recognized for various awards including the 'Dow Jones Sustainability North Am
erica Index' as leading company for talent acquisition and development practices
.
* Designed and implemented a multi-phase and progressive onboarding program for
all employees which commenced at acceptance of job offer and extended twelve mon
ths for senior level positions; length of support augmented with coaching and me
ntoring; improved overall assimilation, achieved welcoming culture for new emplo
yees and 50% reduction in short-term turnover.
* Created Company-wide leadership competency model that integrated selection, as
sessment, development, performance management and retention practices; the model
was piloted in each operating company.
* Created talent management best practices and managed the selection and hiring
process for key talent and executive positions utilizing both succession plans a
nd the use of retained executive search firms.
Compensation & Benefits
* Designed monetary and non-monetary retention programs that addressed employees
with critical knowledge and/or flight risk; results were demonstrated by year-o
ver-year cost savings and increased retention of high potential talent.
* Addressed staffing and retention issues for an East Coast location experiencin
g significant organizational restructuring, turnover and hiring needs; developed
and implemented compensation/benefits package which included wage differentials
, housing subsidies and performance-based-based incentives.
* Managed Human Resource implications in the dissolution of a subsidiary faced w
ith complex regulatory and benefits issues.
* Addressed pay compression issues in the hiring process of internal candidates
that offset differences in supervisory job offers and contractual agreements app
lied to labor force.
* Managed performance driven annual merit program and related cross-functional b
udgets; implemented short/long term incentives triggered by earnings per share,
business objectives and stock performance criteria.
Employee Relations
* Developed and implemented Company-wide employee relations policies and practic
es for 19,000 employee population; created a compliance function which addressed
inconsistent applications and recommended preventive measures for accountable m
anagers.
* Provided management direction to cross-functional committee comprised of Human
Resources, Legal, Regulatory Affairs, Ethics, Security and Safety, who identifi
ed employee relations trends and issues in a 6500-employee, multi-location busin
ess; the coordinated process resulted in a 20% reduction in employee relations c
ases (EEOC, OSHA, ADA).
* Represented Company on industry-wide task force anticipating regulatory change
s in employee work hour limits; industry study provided internal management dire
ction to business planning and staffing decisions.
Human Resources Technology
* Managed cross-functional project team, including external vendors, which creat
ed a Human Resources Service Center with advanced transactional capabilities uti
lizing integrated HRIS, HR technology, telephony and case management systems wit
hin 8 months without increasing cost to the business.
* Designed and implemented an employee portal which provided 38,000 active and r
etired employees with access to relevant human resources information including p
olicies, programs and processes utilizing the intranet or internet.
* Created a user friendly 'Learning on Demand' website which offered access to t
alent management solutions and drove a culture of self-learning and development.
Director, Leadership Development (2003 - 2005)
Responsible for Company-wide leadership development programs addressing post-mer
ger culture, performance management and change implementation; managed 10 intern
al and contracted staff and vendor services.
Earlier Exelon Professional and Managerial Positions:
Employee Relations Manager - Nuclear Division (2002)
Human Resources Manager - Zion & Byron Nuclear Stations (1995 - 1997 & 2000 - 20
02)
Management & Organizational Development Specialist - Corporate (1993 - 1995)
Human Resources & Labor Relations Specialist - Nuclear Division & Corporate (199
0 - 1993)
CARSON PIRIE SCOTT & COMPANY/P.A. BERGNER, Chicago, IL 1987 - 1990
Department store chain operated in the Midwest
Human Resources, Training & Employment positions

EDUCATION
MBA, Northwestern University - Kellogg School of Management, Evanston IL
MS, Management & Human Resource Development, National Lewis University, Chicago
IL
BA, Communications, Loyola University, Chicago IL
Graduate coursework, Organizational Development, National Training Laboratories,
Bethel ME

AFFILIATIONS
Human Resources Management Association of Chicago, Member and Speaker
Easter Seals DuPage Fox Valley Region, Board Member
Chicago Lighthouse for the Blind and Visually Impaired, Board Member