northshore university healthsystem resume example with 19+ years of experience
JessicaClaire
Montgomery Street, San Francisco, CA94105609 Johnson Ave., 49204, Tulsa, OK Home: (555) 432-1000 - Cell: - resumesample@example.com - : - -
Professional Profile
Accomplished HR professional with an extensive background in HR Generalist affairs, with over 15 years of experience working in a variety of industries. including policy and procedure development and interpretation; employee retention and engagement; employee development; performance management; change management; recruiting and hiring practices; talent assessment; succession planning; legal compliance; management/executive support; union avoidance; labor relations and contract and settlement negotiations.
Skill Highlights
Employee relations
Retention and engagement.
Talent assessment and succession planning
Performance management
Recruiting and hiring practices
Training and development
Reward and recognition
Leadership coaching and development
Change management
Employment law/legal compliance
Labor relations and contract and settlement negotiations.
Core Accomplishments
Staff and Leadership Development:
Mentored and coached HR team resulting in promotions for 80% of staff with minimal turnover.
Launched the "HR Listening Tour" to have a continual pulse on employee engagement and identify opportunities for intervention.
Led two contract negotiations with Teamsters Local 743, without a strike or work stoppage while meeting or exceeding all organization objectives.
Developed and implemented union avoidance strategy; mobilized response to organizaing activity with inhouse vendor.
Union Avoidance:
Professional Experience
to
Northshore university healthsystem – , ,
Integrated healthcare delivery system comprised of four hospitals plus a medical group with over 130 locations; 10,000 employees with annual revenue of approximately 1.9 billion.
07/2011 to Present
Director of Human ResourcesCapital Health Services - Sunnyslope – Chesapeake, VA,
Reporting directly to the CHRO, oversee Human Resources for two hospitals as well as service line corporate responsibilities.
Launched "HR Listening Tour" As a member of the hospital executive team, partner with hospital leadership within a highly matrixed structure to analyze and prioritize critical business challenges and deploy appropriate HR interventions.
Restructured HR teams to create a one team model; streamlining day to day operations.
Organized corporate response to organizational activities of an inhouse vendor.
Combined two distinct HR teams from two different hospitals to one team.
Mentor, coach, develop HR staff at both hospitals; ensuring continued engagement and growth opportunities.
Monitor day-to-day employee relations to ensure consistent practices.
Provide leadership in the resolution and negotiation of separation and settlement agreements.
Serve as hearing officer for appeals submitted by terminated employees.
Represent NorthShore in employment-related hearings.
Review all serious corrective action matters and all termination recommendations from departments prior to approval.
Provide advice and counsel to senior management in resolution of complex matters and lead complex or highly sensitive investigation matters.
Support senior leadership in the planning of department restructuring, reductions-in-force, and designing workforce development strategies.
Assist in the development of comprehensive recruitment and retention strategies and regularly measure and assess strategies against industry best practices.
Represent HR leadership by presenting at new employee orientation and other learning and development modules.
Develop and implement NorthShore's labor strategy; keep abreast of labor developments and provide training to managers as needed.
Identified compliance vulnerabilities, with potential high dollar impact; developed corporate wide training to mitigate risk.
Identified cost saving opportunities within the Human Resource function.
Integration lead for HR for proposed hospital merger.
An extensive medical campus with outpatient locations throughout the city; 9,000 employees; annual revenue of approximately 1.6 billion.
01/2006 to 07/2011
Employee/Labor Relations Manager – , ,
Manage all aspects of the employee/management relationship by providing daily counsel and guidance to leaders and non-supervisory employees (union and non-union) on current UCMC policies and collective bargaining agreements.
Responsible for interpreting labor contract provisions, leading contract negotiations and managing the grievance process.
Daily responsibilities include adjustment of third step grievances, drafting decisions following third step hearings, negotiating separations, and mediation of disputes.
Additional responsibilities include conducting hospital investigations, reviewing corrective actions and disciplinary decisions to ensure compliance with UCMC policies, developing and delivering management training courses, staying abreast of developments in the employment/labor law area, and drafting responses to external agencies, including the Illinois Department of Human Rights, the Equal Employment Opportunity Commission and the National Labor Relations Board.
Significant contact with external legal counsel, senior UCMC management/leadership and union officials.
Co-Led two contract negotiations with Teamsters Local 743, without a strike or work stoppage while meeting or exceeding all organization objectives.
Oversaw influenza readiness initiatives, including developing new guidelines for future bio outbreaks.
Successfully managed large scale layoff of over 400 union and non-union employees; resulted in zero union grievances and zero legal challenges; Chair of leadership committee responsible for proposing and evaluating policy changes.
Developed and facilitated tailored management training and employee in-service education on a variety of HR topics.
DDI Certified Instructor - Collaborate with leaders to design and deliver ongoing organization-wide leadership training.
Editor of quarterly newsletter to inform and educate management on employee labor relations activity, initiatives and best practices.
01/2004 to 01/2005
Human Resources ConsultantAccenture – City, STATE,
National responsibility for resolution of associate relations issues and counseling with managers on issues such as ADA, FMLA, company policies, workplace violence, wage and hours law, government compliance and approval/review termination of employment.
Perform investigations, including on-site investigations, of alleged misconduct and harassment in the workplace.
Engage other HR departments (Fair Employment, compliance, legal, asset protection and other applicable corporate departments) to assess and prioritize issues to ensure accurate, efficient and timely resolution.
Consistently exceeded department metrics for case volume, case quality and documentation.
01/2001 to 01/2004
Human Resources Associate/ GeneralistNA – City, STATE,
Former energy, commodities and services company; 20,000 employees.
Initially joined company as Human Resources Associate charged with completing four-to-six month rotation through various HR departments before company filed for bankruptcy.
Then, selected as one of five Generalists to fulfill a broad range of HR functions.
Led due diligence for potential acquisitions, investigated employment agreements and change of control provisions.
Assumed management over assigned projects related to bottom-line performance and productivity issues.
Transitioned 600-800 employees over to new energy trading company; worked closely with business department leads to identify key employees and developed retention plans.
Helped develop an HR program to reconcile thousands of current and former employee claims.
Conducted numerous terminations and exit interviews, addressed benefit questions, monitored recruiting efforts, performed compensation analysis and investigated and assisted in resolution of employee relation issues.
Oversaw variety of employee relation issues including improper use of company e-mail, sharing proprietary information with outside sources and claims regarding sexual harassment, age and racial discrimination.
Pivotal role in effectively closing down two international offices and terminating employees by researching and analyzing costs, exploring legal ramifications, severance requirements and local customs.
Generated company savings by revising company policies/procedures, implementing new sick leave policy, revamping Family Medical Leave policy and creating vacation accrual practice.
Fueled overall productivity by directing mid-year performance review process involving 360-degree feedback to track manager reviews, performance improvement plans, promotion nominations and merit increases.
Facilitated compensation negotiations for employees considered for promotion as well as for those in transition to a new energy company.
Maneuvered personnel through uncertainty during bankruptcy by co-developing comprehensive management / supervisor training program that focused on building morale and managing through changes.
Steered company post-bankruptcy to 9/80 work schedule when feasible to help alleviate employee pressure and fears while still "getting the job done." Led development efforts for reorientation program and created detailed reference packet to help smooth transition activities and regain employee trust.
Instrumental in developing extensive IT database to accurately and thoroughly document all issues related to employee bankruptcy claims and proposed resolution.
Allayed employee concerns by launching employee-centered focus groups that centered on employee thoughts and concerns through monitored discussions.
Education
Expected in 1999 to to
Juris Doctorate: South Texas College of Law - Houston, TX GPA:
Expected in 2000 to to
; Admitted to Texas State Bar: - , GPA:
Expected in 1996 to to
Bachelor of Arts: Psychology Tulane University - New Orleans, LA GPA: Psychology
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