Higher Education Practice Leader resume example

Dynamic, award-winning human resources leader credited with designing and leading innovative human resources initiatives in the areas of cultural transformation, organizational change, employee development, labor and employee relations, and total rewards strategy. Successful in creating the vision, direction and creative strategies needed for a best-in-class human resources operation that optimizes human capital, enhances employee morale, and strengthens organizational efficiency and effectiveness in alignment with university goals. Highly skilled in communications, negotiations, and integrating diverse teams around a common vision. KEY AREAS OF EXPERTISE Strategic Planning EEO/Affirmative Action/Diversity HR Policy, Process and Systems and Inclusion Design Organizational Development Total Rewards Strategy Human Resource Information Change Management Leadership Systems Talent Acquisition and Talent Diversity Recruitment, Retention and Management Training Employee and Labor Relations Entrepreneurial Programs and Shared Union Negotiations and Contract Services Administration Civil Service Systems Administration HigherEd Talent Higher Education Practice Leader 2014 - present Serve as Higher Education Practice Leader for HigherEd Talent, providing strategic HR and diversity consulting services to higher education clients. Kent State University, Kent, Ohio 1999 - 2014 Associate Vice President for Human Resources Provide strategic leadership in the development of state-of-the-art human resources for the eight-campus university system. Areas of oversight include Talent Management, Compensation, Benefits, Performance 1 Resume of Jessica Claire Management, Professional Development, Labor and Employee Relations, Civil Service Administration, Organization Development and Consulting, Wellness, Affirmative Action, and Human Resource Information Systems. In collaboration with stakeholders, develop new organizational models and initiatives designed to streamline processes and provide efficient, responsive services in support of a strategic HR operation. Strategic Planning Conducted a comprehensive HR assessment and efficiency study that involved a survey of the eight campuses, benchmarking, and extensive data analysis. Assessed the HR infrastructure for strategic planning in order to optimize flexibility and create momentum for change. Collaborated with HR team to crystalize study recommendations into a five-year HR Strategic Plan that aligns with the university's goals and strategy map. In the face of significant budgetary reductions, developed a strategic positioning initiative and an Employee Strategic Budgeting Plan, resulting in reallocation of funds to meet emerging university needs and future growth. Created an Organizational Review Team to work with organizational units to identify opportunities to streamline operations. Labor and Employee Relations Successfully negotiated contract settlements that maximize university resources through effective labor contract administration. Established the first administrative Labor Council in order to formulate a cohesive bargaining strategy. Designed and negotiated new contract provisions that maximized university resources while enhancing employee retention. Developed a compensation strategy for collective bargaining that identified internal and external equity through academic discipline and job group comparisons that facilitated successful negotiations. Recommended benefits changes that promoted financial security of the health benefits program and maintained the value of healthcare benefits. Led two successful union avoidance campaigns in response to efforts to organize approximately 800 clerical and support staff on the university's seven campuses by the American Federation of State, County, and Municipal Employees (AFSCME) and the United Steel Workers of America. Established a Labor Relations Committee (LRC) to transform traditional union-management adversarial relationship to a relationship based on mutual understanding, respect, and high integrity. Implemented an efficient, reliable, and compliant civil service system for over 1000 classified employees without a single violation since implementation. Successfully represented the university in employee grievance and unfair labor practices before the State Personnel Board of Review (SPBR) and the State Employment Relations Board (SERB). 2 Resume of Jessica Claire Total Rewards Strategy Planned, implemented, and negotiated an innovative employee retirement/separation program with a model to reduce faculty and staff costs by up to $37 million and strengthen the university's ability to hire new faculty and staff to meet emerging organizational needs. Oversaw the administration of a $40 million health care program that emphasizes cost efficiencies, prevention/wellness, employees' personal responsibility, access, and quality while ensuring compliance with federal regulations. Developed a comprehensive Benefits Strategic Plan that included input from employees through 20 focus groups. Created three plan choices for employees, streamlined the infrastructure and eliminated the most costly plan, resulting in a fiscally sound and sustainable benefits program. Led the development of a five-year Wellness Strategic Plan (2013-2018) following an employee survey with over 1200 responses and 39 town hall meetings that resulted in nearly 3000 employee recommendations. This proactive Plan will enhance the health and productivity of employees and has the potential of containing health care costs. Implemented a performance management system with accountability, which increased the percentage of unclassified and classified employees annually evaluated from approximately 60 percent to 100 percent. Introduced a personalized annual total compensation statement for all faculty and staff at Kent State University. This multi-page statement was produced cost-effectively in-house and strengthened the Employee Value Proposition by providing each employee with individualized information on all aspects of direct and indirect compensation. Led a major project to redesign the compensation plan for non-represented classified civil service staff for 1,000 employees at Kent State University. The compensation redesign was not conceived as a narrow project but included broad consideration of performance evaluation processes; testing programs; career growth; training and organizational development; and an exploration of structural approaches to rewarding performance. Transitioned the Employee Assistance Program (EAP) from a university-based program with limited staff and services to a full-service EAP provider that appreciably improved the variety and quality of employee assistance services in a cost efficient manner. Organizational Learning Developed and planned comprehensive Organization Development programs. Redesigned the Institute for Excellence to implement AQIP principles and organizational capabilities needed for a high performance workplace. Developed and implemented award-winning employee training, development, and career ladder programs. 3 Resume of Jessica Claire Developed comprehensive professional development program to train administrative and supervisory personnel in the exercise of management rights and to document discipline to improve employee performance. Created and negotiated a Trades Training and Job Enrichment Program in the AFSCME contract. E-HR Implemented a low-cost Application Service Provider (ASP) on-line faculty and staff applicant tracking system at a cost of $25,000 annually in lieu of purchasing an applicant tracking system with comparable capabilities that cost $750,000. This comprehensive employment system automated time-intensive, manual paper processes, streamlined recruitment and hiring, enhanced the university's global presence, provided 24/7 access to applicants for employment opportunities, reduced advertising costs by over 50 percent, and incorporated university hiring workflow and affirmative action outreach into the system. Led the implementation of the HR module of Kent State's enterprisewide Banner system. Developed requirements, oversaw testing and training, and ensured that the system optimally met stakeholder needs. Conceptualized and created My HR (E-HR) to leverage university technology to provide faculty and staff HR information through the university's intranet. My HR affords employees 24/7 access to important HR information, enabling HR staff to provide additional value-added services. Automated the manual, paper-intensive benefits annual open enrollment process utilizing the enterprisewide Banner system to make it more convenient for faculty and staff to enroll in benefits and to reduce benefits processing time. Communication and Employee Engagement Established HR Listening Posts to provide faculty and staff a voice in the administration of HR services and to identify potential problems and issues. Established University Advisory Council to give non-represented classified employees an opportunity to voice concerns, share information, and recommend activities and programs to promote employee engagement. Established effective relationships of trust and credibility with line supervisors, managers, and administrative personnel that facilitate stronger buy-in to human resources approaches in resolving problems and building a high performance workplace. 4 Resume of Jessica Claire Entrepreneurial/Shared Services Initiatives Provided leadership of Inter-University Council of Ohio's (IUC) shared services initiative to conduct a $500,000 comprehensive study with Accenture Consulting to identify shared services opportunities among the fourteen public universities in the State of Ohio in the areas of human resources, information technology, purchasing, and finance. Led the development of a comprehensive strategy to provide Northeast Ohio Medical University's (NEOMED) HR functions through Kent State University HR in a shared services model. This plan was designed to streamline costs and improve the efficiency and effectiveness of NEOMED's HR services. Implemented a model, revenue-generating Shared Services Project with the City of Talmadge that affords students experiential learning opportunities by providing HR consulting services and enhances HR engagement with the community. Cleveland Public Schools, Cleveland, Ohio 1980-1997 Director, Human Resources Developed and administered a wide variety of personnel policies, processes, and employment agreements for over 10,000 employees and 80,000 students. Implemented recruitment, selection, hiring, orientation, labor and employment contracts, and compensation and benefits programs. Collaborated with internal and external personnel (e.g. board members, administrators, auditors, Cleveland Civil Service Commission, community members) to enhance educational and support services and programs. In concert with over 200 hiring managers, developed a meritorious hiring system to staff over 80 schools and central office functions. The system included best-in-class processes in recruitment, advertising vacancies, screening applicants, conducting interviews, background checks, making recommendations for hire, new employee orientation, for the purpose of attracting and retaining a highly qualified and diverse staff. Provided consultative services to administrators on a wide variety of sensitive personnel issues (e.g. discipline, hiring, promotions, compensation) to support effective decision-making and adherence to all relevant policies, procedures and regulations. Directed department operations and implemented new programs and/or processes for the purpose of providing optimal HR services and achieving organizational objectives within established timeframes and in compliance with legal, financial and District requirements. Developed award-winning career ladder programs that afforded employees the opportunity to participate in internal and external job enrichment programs or to enroll in formal college programs to obtain college degrees. The paraprofessional career ladder program provided educational aides with the 5 Resume of Jessica Claire opportunity to obtain a college degree and become a certified teacher and/or administrator. Director of Transportation Support Services Supported the transportation of over 32,000 students to and from school in a safe and efficient manner by providing information and resources to District administrators. Achieved defined objectives by planning, evaluating, developing, implementing and maintaining services in compliance with District objectives as well as all relevant guidelines, codes, and regulations. Supervised and directed assigned staff. Collaborated with internal and external personnel (e.g. administrators, public agencies, parents, transportation regulation agencies, vendors) to implement and/or maintain high quality services and programs. Developed and monitored a $30 million budget including expenditures, fund balances and related financial activities to ensure that allocations were accurate, revenues were recorded, and expenses were within budget limits and/or fiscal practices. Directed department purchasing operations for the purpose of providing services within established timeframes and in compliance with related requirements. Inspected all aspects of District transportation services to ensure that transportation activities were completed efficiently, and within regulatory requirements. Prepared a wide variety of written materials (e.g. bid specifications, correspondence, memos, reports, policy/procedures, budget, etc.) to document activities, provide written references, and/or convey information. Researched new equipment / vehicle purchases, laws, and regulations for the purpose of recommending contracts, purchases, and proper maintenance of districtwide services. Director, EEO/Affirmative Action Developed and implemented the District's affirmative action plan for 80 schools and over 100 administrative units. Developed a reporting database by organizational units and implemented affirmative action procedures and practices for the district to ensure that full and equal opportunity was provided for all teachers, staff and students, regardless of race, color, creed, religion, sex, ancestry, or national origin. Established a wide variety of programs to ensure that the District complied with the letter and spirit of Title 1X to promote equal educational opportunities and a school and work climate free of sexual discrimination and harassment. 6 Resume of Jessica Claire Director, Educational and Community Involvement Developed and implemented federal court-ordered comprehensive district-wide training program to address human relations issues and build local school capacity to enhance the creation of high performance local schools. Collaborated with senior executive level District administrators and the Board of Education to develop proposals to respond to curricular, co-curricular, parental/community involvement, and human relations components of a federal court remedial order. Administered a multi-million dollar budget for community involvement and advised senior staff of best approaches and strategies to use to improve parental/community involvement in schools to support student achievement. College of Education, University of South Carolina, Columbia, South Carolina 1975-1979 Director, Eastern Operations, Mid-Atlantic/Appalachia School Desegregation Center Oversaw a team of College of Education specialists who provided technical assistance to local education agencies in South and North Carolina through consulting services and training to solve complex curricular, co-curricular, human resources, and community problems occasioned by school desegregation. Developed and implemented successful school intervention and organization development models to improve the capacity of clients to deliver quality educational services. Sponsored, developed, and implemented national school desegregation conferences to share best practices with educational leaders and practitioners for resolving second-generation school desegregation problems. Instructor, Humanities Department Taught undergraduate courses in American History.