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Kevin Hunt

Deputy Director of Human Resources @ Benton County

Director of HR Operations (North and South America)

Phoenix, Arizona

Ranked #143 out of 2,869 for Deputy Director of Human Resources in Arizona

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Kevin Hunt's Email Addresses & Phone Numbers

Kevin Hunt's Work Experience

Benton County

Deputy Director of Human Resources

September 2015 to Present

Providence Service Corporation

Vice President of Human Resources

June 2013 to March 2015

Tucson, Arizona Area

Rural/Metro Corporation

Acting Director HR/Innovative Solutions

May 2000 to June 2013

Kevin Hunt's Education

University of Phoenix

Pending Business Administration and Management General

1996 to 1998

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About Kevin Hunt's Current Company

Benton County

Culpable for all HR related systems and processes for Benton County, and the implementation of HR Best Practices to establish the county as the most efficient in the state. Implementing enhanced recruiting strategies for attracting qualified candidates for difficult to fill positions Replacing an antiquated Step Progression process with a structured Pay for Performance model that will...

Frequently Asked Questions about Kevin Hunt

What company does Kevin Hunt work for?

Kevin Hunt works for Benton County


What is Kevin Hunt's role at Benton County?

Kevin Hunt is Deputy Director of Human Resources


What is Kevin Hunt's personal email address?

Kevin Hunt's personal email address is ke****[email protected]


What is Kevin Hunt's business email address?

Kevin Hunt's business email addresses are not available


What is Kevin Hunt's Phone Number?

Kevin Hunt's phone (602) ***-*411


What industry does Kevin Hunt work in?

Kevin Hunt works in the Government Administration industry.


Who are Kevin Hunt's colleagues?

Kevin Hunt's colleagues are Alberto Reza, Jodie Hoekstra, anders olsen, Jessica Alonso, Nilesh Kanabar, Xu Jackie, Erika Angeles, Mohamed Taha, D%C4%B0DEM UYSAL, and ANIL SAYGI


About Kevin Hunt

📖 Summary

Over the past 20 years, I have worked in virtually all capacities of the Human Resources field, such as recruiting, hiring, employee training, compensation management, benefits administration, employee relations, EEOC investigations, and HRIS, and this has given me an enormous advantage when leading, directing, and developing world class HR teams. This also allows me to be a very hands on leader that understands the difficulties of each specialty, and allows me to assist with any task to ensure that deadlines are always met. I cannot leave well enough alone, and have a gift for finding inefficiencies and implementing cost and time saving solutions wherever I can. Making things better is my main motivation in life, and there's nothing I love more than solving problems and implementing innovative solutions.Deputy Director of Human Resources @ Culpable for all HR related systems and processes for Benton County, and the implementation of HR Best Practices to establish the county as the most efficient in the state. Implementing enhanced recruiting strategies for attracting qualified candidates for difficult to fill positions Replacing an antiquated Step Progression process with a structured Pay for Performance model that will ensure improved productivity throughout all job classifications in the County Established an exit interview process to identify the causes of turnover in order to determine where to best focus retainment strategies. Leading the conversion from Eden to Munis in order to bolster the HRIS system to allow for self-service, automated workflow, and advanced reporting for HR Analytics. This implementation is expected to improve current HR efficiency by 40% Spearheading the implementation of NeoGov Performance Management to identify and reward top performers in the organization. Implementing the Counties first succession planning module to ensure that top employees receive the training necessary to move into hard to fill positions when they become available. Instituting a comprehensive pay structure to ensure that the County is comparable to Private Industry in regards to salary grades and ranges to better compete with the with the private sector for talent. From September 2015 to Present (4 months) Vice President of Human Resources @ Responsible for the implementation and standardization of all HR related systems and processes, as well as maintaining strict compliance to all Federal and State regulatory requirements for a holding company and its four subsidiaries, which employed over 11,000 employees in 44 states, and 12 counties. Established Providence Service Corporation as a multi-billion dollar global organization by acting as a key player in the team responsible for the acquisition of additional multi-million dollar companies. Obtained annual tax credits in excess of $3.2 million by spearheading the implementation of the Work Opportunity Tax Credit program for all new hires. Achieved an annual savings of $496,000 by identifying and correcting numerous data inconsistencies in the HR/Payroll System, allowing for standardized reporting and improved turnover analysis. Reduced staffing needs by 3 FTE’s by devising a process for uploading employee record changes for all company codes at once, which virtually eliminated the need for time consuming data entry by end users. Reduced the length of the hiring process by an average of 10 days by implementing an online applicant tracking tool to increase recruiting efficiency, and allow automatic uploads of new hire records. Implemented a succession planning process to allow HR to proactively identify vacancy risks and employees that could potentially fill those positions. Designed and implemented a Performance Management Review process that ensured that all goals from the subsidiary companies tied back to the holding company’s goals and mission statement. Dramatically improved recruitment efforts by marketing the organization to targeted groups who share similar values and culture, and by using social media platforms to seek out specialized talent. Negotiated the contract, and led the conversion from ADP PayForce to Vantage in order to move to a global HR software platform capable of supporting the continued growth of the organization. From June 2013 to March 2015 (1 year 10 months) Tucson, Arizona AreaActing Director HR/Innovative Solutions @ Provided strategic direction, and executed implementation, for all new application development for HR, Payroll, and Scheduling systems within a $16 million annual budget, while overseeing a team consisting of 21 employees that included Recruiters, HR Generalists, Developers, Q/A business analysts, Reporting Specialists, Consultants, and Contractors. Conceptualized and oversaw the creation of a single source HR Portal to monitor and support employees throughout their employment lifecycle that automated the creation of performance reviews, leave of absence paperwork (by state), interactive interview guides (by position), succession planning, and exit interviews, while making Job Descriptions, pay grades, and other HR information readily available for all leaders. Reduce unscheduled overtime by $4.2 million annually by strategically transforming the scheduling system to work as a time and attendance system, while bringing the company into payroll compliance with all state and local labor laws. Led the conversion from an unsupported version of PeopleSoft to WorkDay to implement workflow and streamline the process for submitting and processing employee change requests. Performed a compensation pay grade analysis for 10,000 geographically dispersed employees to ensure that all pay levels were competitive with current market wages to improve employee retention and reduce turnover. Implemented and supported a Benefits Administration module that tied into the PeopleSoft HR system to automate benefits and COBRA administration, allowing us to eliminate our outside vendor to reduce expenses. Created an employee relations hotline that tied to a database for documenting and tracking outcomes of complaints. This database was then modified to be used for EEO Investigations as well as RIF selection, and documentation, to ensure compliance. Responsible for negotiating and ensuring compliance with 12 Collective Bargaining Agreements in varying geographic locations. From May 2000 to June 2013 (13 years 2 months) HRIS Manager @ Served as a key member of the St Joseph’s HR/IS Steering Committee to select and implement new technology that allowed us to continually improve the service we provided to our patients. Oversaw the HRIS system and Payroll, and ensured compliance with all regulatory bodies as well as the Joint Commission on Accreditation of Healthcare Organizations (JCAHO). Responsible for the selection and implantation of all HR, Payroll, and Timekeeping systems for the facility. Implemented a Kronos timekeeping solution to replace manual time cards, which resulted in a 50% reduction in payroll staff. Improved the employee approval rating of Human Resources by 69% by eliminating lost paperwork by implementing an electronic change request form, adding satellite offices to make HR more accessible to employees, and being more responsive to employee concerns and suggestions. Managed the creation and posting of all policies and procedures issued by the HR Department. Coordinated and led disaster drills to ensure preparedness for any major emergency. Solidified the relationship between the HR and IT Departments by working collaboratively with the group to automate processes and reduce the workload in both departments. Led the HR system conversion from Tesseract (Main Frame) to Infinium (AS/400) to allow for ad hoc reporting and more efficient data entry. Led the HR system conversion from Infinium to Software 2000 to ensure Y2K compliance. Managed the Payroll for 5000 employees prior to moving to HR. From January 1996 to December 1999 (4 years) Pending, Business Administration and Management, General @ University of Phoenix From 1996 to 1998 Kevin Hunt is skilled in: ADP Payforce, Advanced Excel, Benefits Administration, Business Acumen, Business Strategy/Goals, COBRA Administration, Compensation & Pay Grades/Range Analysis, Compliance Management, Conflict Resolution, Continuous Process Improvement, Contract Negotiations, Dashboard Reporting, EEOC Investigations/DOL Compliance, Employee Relations, Employment Laws


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In a nutshell

Kevin Hunt's Personality Type

Extraversion (E), Intuition (N), Feeling (F), Judging (J)

Average Tenure

4 year(s), 10 month(s)

Kevin Hunt's Willingness to Change Jobs

Unlikely

Likely

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