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executive director resume example with 14+ years of experience

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Jessica Claire
Montgomery Street, San Francisco, CA 94105 (555) 432-1000, resumesample@example.com
Professional Summary
Human Resources leader with experience supporting organizations across multiple disciplines, locations, and reporting relationships. Expertise in HR consulting, strategic HR planning and alignment, succession and workforce planning, leadership development and coaching, labor and employee relations, and change management.
Skills
  • ADP
  • Benefits
  • Budget
  • Call center
  • Change management
  • Coaching
  • Community hospital
  • Contract negotiations
  • Council
  • Customer satisfaction
  • Direction
  • Employee relations
  • Equity
  • Focus
  • Goal setting
  • HRIS
  • HR
  • Insurance
  • Labor relations
  • Team building
  • Leadership
  • Payroll
  • Performance management
  • Policies
  • Procedure development
  • Processes
  • Profit
  • Program design
  • Quality
  • Recruitment
  • Scheduling
  • Staffing
  • Strategic
  • Employee development
  • Underwriting
Work History
01/2017 to Current Executive Director State Of Delaware | Cheswold, DE,
  • Community college, the first in the U.S., offering pre-baccalaureate programs for students transferring to four-year universities, as well as occupational education leading directly to employment.
  • Serves 15,000 students, through three campuses and two centers.
  • Member of the President's Cabinet (senior leadership team).
  • Accountable for setting the HR strategic direction of the college and leading all operational aspects of the HR function.
  • Manages culture and relationships to support positive employee and labor relations with seven unions.
  • Total staff of 12; 3 direct manager reports.
  • Increased collaboration and support of HR stakeholders resulting in improvement of the value, reputation, engagement, and alignment of HR with key business leaders and employees of the college.
  • Implemented HR operational improvements in staffing and onboarding, document retention, policy and procedure development, and compensation and benefits to support compliance, operational excellence, and customer satisfaction.
  • Achieved full compliance with the online performance management process where all evaluations were conducted online, and all employees were evaluated.
  • Identified and implemented a new mandatory training policy and online web-based training platform to support compliance with legislation and other requirements.
  • Successfully created and implemented new compensation policies and procedures to support pay administration requirements, new salary structures, and pay equity and wage related legislation.
  • Served as Co-chair of the President's Diversity and Inclusion Council helping to re-start and focus the council's efforts to identify and impact diversity and inclusion efforts of strategic importance to the college.
01/2013 to 01/2016 Vice President Human Resources Engie | Denver, CO,
  • Independent, non-profit, faith based, 151 bed community hospital with 1,000 employees and four clinics.
  • Accountable for all aspects of the HR function with an operating budget of $8 million dollars, total staff of 12; 5 direct manager reports.
  • Successfully restructured and rebuilt the HR function including Physician Recruitment, Compensation and Benefits, HR Business Partner Model, Talent acquisition, and Talent and Development within six months.
  • HR member of senior leadership team correcting Joint Commission issues in quality and patient satisfaction improving patient satisfaction and quality scores.
  • Implemented organization-wide goal setting and new performance management process including a midyear review process.
  • Researched and negotiated new health insurance and benefits plans reducing employee medical premiums by $110,000, (6%).
  • HR leader and point person for two successful union contract negotiations.
  • Successfully managed employee relations issues resulting in zero negative impact to the organization.
  • Facilitated and developed process for creating new mission statement aligning organization with the criteria for Malcom Baldridge Quality Award application.
  • Improved talent acquisition process ensuring an effective recruitment and selection process, reducing time to fill from 58 to 35 days.
  • Initiated new learning management system with web-based training establishing a training system, increasing leadership and employee development, while meeting Joint Commission training record and retention requirements.
  • Created physician recruitment and compensation processes supporting new employed physician model covering 100 doctors.
  • Successfully created and implemented new compensation incentive bonus plans for the hospital and several department increasing hire and retention trends.
  • Replaced legacy HRIS system with ADP Workforce Now HRIS, E-time and Scheduling system improving and reducing errors with payroll and time and attendance processes, and automating benefits open enrollment process.
01/2005 to 01/2012 HR Consulting Director, Consulting Director CNA FINANCIAL | City, STATE,
  • Property and casualty insurance carrier serving businesses and professional in the United States, Canada, Europe and Asia.
  • Provided HR oversight and business support for national Risk Control (all lines of business) and underwriting line of businesses in auto, general liability, umbrella, property, and International, supporting employee population of 350.
  • Increased development of leaders to fill gaps in succession planning for critical leadership roles resulting in placement of staff in management positions.
  • Implemented change management and coaching programs integrating Risk Control for Commercial and Specialty Lines business units.
  • Established and led the efforts to improve program design, curriculum, recruitment, compensation and bonus structure for the Risk Control Trainee Program resulting in higher trainee completion, placement, and retention after graduation.
  • Created workforce planning process projecting retirement and talent loss risks facilitating succession planning and retention.
  • Improved employee engagement rates 20% by conducting 360 feedback processes with leaders, employing executive coaches, forming employee committees to recommend improvements for change, implementing team building/communication courses, and coaching managers.
  • As part of company-wide HR team, developed and implemented new succession planning and change management processes.
  • Field HR, , Central Region - Lombard, IL, HR Business Partner aligned to support the business objectives of branch and business leaders in Chicago, Kansas, Missouri, and Michigan.
  • Improved morale and turnover for Chicago Branch through employee engagement efforts, focused leadership coaching and advising, creating employee task forces and.
  • Led change management for closure of Michigan call center and centralization of operations to Missouri within 12 months.
  • Created development and job training, and career path for non-exempt claim employees in the Missouri call center resulting in promotions and improvement in morale and retention.
Education
Expected in to to M.S | Labor and Human Resources THE OHIO STATE UNIVERSITY, Columbus, Ohio GPA:
Expected in to to B.A | Labor and Industrial Relations THE PENNSYLVANIA STATE UNIVERSITY, University Park, PA GPA:
Certifications
Prosci Certified Change Management Practitioner Chicago Chapter ASTD - Workplace Learning Institute Chicago, IL Core Skills Learned: ADDIE Model, Human Performance Improvement, Facilitation, Blended Learning, Instructional Design, and Measurement and Evaluation. Certificate of Completion 2013 Achieve Global leadership training DDI (Developmental Dimensions International Leadership & Behavioral interviewing)SPHR and SHRM-SCP

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Resume Overview

School Attended

  • THE OHIO STATE UNIVERSITY
  • THE PENNSYLVANIA STATE UNIVERSITY

Job Titles Held:

  • Executive Director
  • Vice President Human Resources
  • HR Consulting Director, Consulting Director

Degrees

  • M.S
  • B.A

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