Richard Kropp Ed.D., SPHR

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Richard Kropp Ed.D., SPHR"

Transcription

1 Richard Kropp Ed.D., SPHR Career Summary 2010 to present: Lourdes Healthcare o Vice President for Human Resources : Caritas Christi Healthcare o Senior Vice President for Human Resources : Cape Cod Healthcare o : Vice President for Human Resources o : Executive Director of Corporate Education : The Kropp Group (Formerly The Davies Group) o Managing Partner : Wang Laboratories o Director of Human Resources and Executive Development Human Resources Knowledge and Expertise Results oriented HR Executive with over ten years experience reporting to leadership in complex healthcare environments undergoing organizational change. Designed, developed, and implemented systems-wide initiatives to improve HR processes, reduce issues, and increase service levels Experience in relationship building and negotiating contracts with various unions Created and led various initiatives around talent management, succession planning, learning, team building, and knowledge management Education The Pennsylvania State University, Labor Economics, M.A. studies in process and expected in December 2012 Cornell University, C.A.G.S. Labor Relations, 2003 Boston University, Ed.M., Human Resource Education, 1984 Boston University, Ed.D. Humanistic Psychology, 1988 Temple University, Graduate Studies, Organizational Development and Communications, 1978 Mansfield University of Pennsylvania, B.A. Theatre Arts, 1972

2 RICHARD P. KROPP ED.D., SPHR 46 Forest Lane (781) Scituate, MA (781) SENIOR HUMAN RESOURCE & ORGANIZATIONAL DEVELOPMENT EXECUTIVE An engaging and inspiring leader with extensive experience in the comprehensive leadership of large Human Resource Organizations. Proven success in developing innovative HR strategies and tactical plans that enable the organization to achieve its goals. Demonstrated results in the continuous improvement of HR Operations leading to innovation, cost savings and improved service delivery. Systems Integrator: Experienced in integrating diverse human resource organizations into a unified human resource organization; transformed the HR architecture from a traditional siloed structure into a modern collaborative one. Trusted Business Advisor: Track record of working closely with the Board, CEO, and Executive Teams to create and implement people strategies to drive consistent growth across multiple business units. Builder of Performance Cultures: Designed, developed, and implemented system-wide initiatives to integrate disparate talent management systems into an integrated process to manage sourcing, selection, on and off -boarding strategies as well as performance management, leadership development, and succession planning processes. Driver of HR Innovation: Experienced in creating and implementing HR innovations including: creating retention programs for hard to fill positions, founding a nursing school in collaboration with a local community college to solve the hospital system s nursing shortage problem, and reducing workers compensation costs by several million dollars per year. PROFESSIONAL EXPERIENCE LOURDES HEALTH SYSTEM, CAMDEN, NJ 2010-PRESENT A regional healthcare system serving southern New Jersey and the Delaware Valley area composed of two hospitals, 4000 employees and more than $500 million in annual revenue base. A member of Catholic Healthcare East a network of more than forty healthcare facilities based in the eastern United States. VICE PRESIDENT FOR HUMAN RESOURCE Reporting to the President and CEO and serving as a member of the CEO s management council with responsibility for leading all Human Resource functions including the talent management and succession planning processes, executive compensation, compensation and benefits, labor and employee relations, employee health, and workers compensation. Designed and implemented a new HR architecture to re-build the HR organizations into a unified system resulting in improved employee relations and customer service. Implemented innovative retention programs to reduce the first year turnover in the nursing ranks. The program, Perfecting the First Year, designed to reduce turnover from 26.5% to 12.5% within twelve months. Created a system-wide talent management system designed to attract and retain the best and brightest associates to enable the systems growth. Implement a workforce planning process designed to ensure the right people in the right place with the right skills at the right time. Drove the redesign of the executive compensation program brining the system in line with current benchmarks and industry practice.

3 RICHARD P. KROPP ED.D., SPHR PAGE 2 CARITAS CHRISTI HEALTH CARE, Boston, MA The second largest health care system in New England composed of six hospitals, 12,000+ employees and more than $1.5 billion in annual revenue base. Acquired by Cerberus Capital Management in Senior Vice President for Human Resources Reporting to the Executive Vice President and serving as a member of the CEO s Leadership committee with responsibility for leading all Human Resource functions including the talent management and succession planning processes, executive compensation, compensation and benefits, labor and employee relations, employee health, and workers compensation. Responsible for an HR team of 85 professionals and a budget of $3.5M. Designed and implemented a new HR architecture consolidating six independent hospital HR organizations into a single unified system resulting in cost reductions of $5M and a reduction of 40 FTEs. Created an employee health insurance program consolidating multiple insurance providers into a single plan saving more than $10M per year. Implemented innovative retention programs to reduce the first year turnover in the nursing ranks. The program, Perfecting the First Year, reduced turnover from 18.5% to 5% after the first 12 months. Built an executive compensation and benefits program bringing consistency to all executive members across the hospital system. Conceptualized and drove the revitalization of the nursing school and implemented the Caritas Corporate University. Consolidated 17 payrolls onto one platform and implemented a unified human resource information system. Negotiated a five year contract with the nursing union and a four year contract with 1199SEIU Healthcare Workers East. Chaired the Board of Trustees of Labouré College from CAPE COD HEALTHCARE (CCHC) A regional health care system serving Cape Cod and comprised of employees, two acute care hospitals, a VNA, a diagnostic laboratory, a skilled nursing facility and an assisted living. Vice President for Human Resources Reporting to the President and CEO and a member of the Executive Team responsible for leading Cape Cod Healthcare s Human Resource and Education functions including labor relations, compensation and benefits, employment as well as the corporate learning center and system wide talent management system. Managed a team of 60 Human Resource Professionals and a budget of $1.5M. Transformed HR into a valued strategic partner with line and clinical management by integrating the HR organizations from all acquired business units. Drove the redesign, automation, and process improvements in compensation, benefits, recruitment, performance management, and education. Realized significant cost savings, cycle time reduction, improved service delivery and credibility. Trained a targeted group of CCHC employees to become master change agents in the GE CAP and Workout Processes in order to utilize, where applicable, the Change Acceleration and Workout Process across the CCHC system. Created an educational collaborative with Cape Cod Community College graduating 100 new RN s over a three year period. Served on a national task force sponsored by the Advisory Board to create a uniform set of HR metrics to measure all HR initiatives. Drove the creation and implementation of an HR planning, talent management & development system. Partnered in the design and negotiation of nursing and general labor contracts based on interest based bargaining.

4 RICHARD P. KROPP ED.D., SPHR PAGE 3 Executive Director of Corporate Education Reporting to the Vice President of Human Resources developed, implemented, and managed a corporate university integrating all clinical and non-clinical education. Responsible for CCHC s leadership and talent management functions. Managed a budget of $1M. Created and managed the Leadership Academy for supervisory and management education requiring each manager to attend 40 hours of management education each year. Led the creation and development of the Cape Cod Healthcare Occupational School by collaborating with community education groups, schools, and the state board of education. Obtained more than $1M in grant funding to support the management of the Occupational School s LPN, CNA, RN, and Allied Health programs by collaborating with the local Work Force Investment Board and community partners. Collaborated with Cape Cod Community College to create a customized nursing program resulting in the graduation of 100 new RNs over a four year period. Served as a member of the Board of Trustees for the Cape and Islands Workforce Investment Board. THE KROPP GROUP, INC. (FORMERLY THE DAVIES GROUP, INC.) A boutique full service Human Resource and Training Consulting company. Managing Partner Designed, developed, and implemented learning organization processes and knowledge management systems for various clients. Developed management, executive, and continuing education programs. Lead the restructuring of education functions for clients in such sectors as health care, high tech, R&D, non-profit, and education. Designed and implemented Human Resource Departments. Created, implemented, and evaluated performance management and competency modeling systems for clients in such sectors as R&D, publishing, health care, and automotive. Facilitated programs and performance improvement processes as part of Maritz Corporation s Standards for Excellence. WANG LABORATORIES A billion dollar worldwide technology manufacturing company on the cutting edge of innovation creating the first electronic calculator and word processor. Director of Human Resources and Executive Development Reporting to the Vice President for Human Resource Development and to the Executive Vice President for World Wide Operations responsible for executive development programs, general human resource operations, and international education. Created and implemented programs to select, develop, and appraise the top 300 managers. Developed Executive Compensation and Succession Management Systems. Developed corporate-wide selection processes.

5 RICHARD P. KROPP ED.D., SPHR PAGE 4 EDUCATION AND CERTIFICATIONS THE PENNSYLVANIA STATE UNIVERSITY, State College, PA M.A., Labor Economics Expected 2011 CORNELL UNIVERSITY, Ithaca, NY C.A.G.S., Labor Relations BOSTON UNIVERSITY, Boston, MA Ed.D., Humanistic Psychology Ed.M., Human Resource Education TEMPLE UNIVERSITY, Philadelphia, Mansfield, PA M.A. Studies, Organizational Development and Communications MANSFIELD UNIVERSITY OF PENNSYLVANIA, Mansfield, PA B.A., Theatre Arts Member, AMERICAN COLLEGE OF HEALTHCARE EXECUTIVES Senior Professional in Human Resources (SPHR) PUBLICATIONS 1. Team Workout, HRD Press (2008). 2. Human Resource Planning and Development in Healthcare in Best Practices in Human Resource Management Jossey Bass (2006). 3. Self-Directed Teams, HRD Press (2001). 4. New Teams, HRD Press (2000) Activities for Team Building, HRD Press (1999). 6. Performance Management and Collaborative Leadership, AMS Press (1998). 7. Communicating in the Business Environment, HRD Press (1993). PAPERS AND PRESENTATIONS 1. Defined Contribution Plans in the Healthcare Setting. A speech to the Lincoln Financial client conference at Philadelphia. November 2005 Creating A Corporate University, The 2008 Talent Management Conference, Orlando, March Closing the RN gap through Community College and Healthcare System Collaboration, DOL National conference on Innovations for the Incumbent Workforce, Philadelphia June Developing the Healthcare Workforce, National Workforce Investment Board Conference February 2005, Washington, D.C. 4. Human Resource Planning in Healthcare, A Speech to the Health Information Conference of VA September The Leader Manager in Healthcare, Linkage OD Conference Naples, FL and Chicago Change and the Healthcare Industry, 1995 MNA Regional Meeting at Sturbridge, MA.

PROFESSIONAL PROFILE EDUCATION ACADEMIC HONORS AND AWARDS ACADEMIC/TEACHING EXPERIENCE. Curriculum Vitae

PROFESSIONAL PROFILE EDUCATION ACADEMIC HONORS AND AWARDS ACADEMIC/TEACHING EXPERIENCE. Curriculum Vitae Curriculum Vitae HOWARD SAYER, PH.D. University of Texas at Austin School of Urban and Public Affairs 1 University Station Austin, TX 78712 Home: 512-595-2867 Cell: 512-812-5749 Email: utaustin@hotmail.com

More information

Human Capital Management

Human Capital Management Human Capital Management HR on Steroids for the Next Decade Paul L. Belliveau, SPHR, HRIP, MBA Paul L. Belliveau, SPHR, HRIP, MBA - Human Resources & Human Capital Management & Global Workforce Technology

More information

2014 Eugene H. Rooney, Jr. Award Nomination Leadership in State Human Resource Management

2014 Eugene H. Rooney, Jr. Award Nomination Leadership in State Human Resource Management 2014 Eugene H. Rooney, Jr. Award Nomination Leadership in State Human Resource Management James A. Honchar, SPHR Deputy Secretary for Human Resources Management Commonwealth of Pennsylvania Governor s

More information

CREATING THE HEALTH CARE WORKFORCE FOR THE 21ST CENTURY. Regional Economic Impact

CREATING THE HEALTH CARE WORKFORCE FOR THE 21ST CENTURY. Regional Economic Impact CREATING THE HEALTH CARE WORKFORCE FOR THE 21ST CENTURY Regional Economic Impact The Hospital & Healthsystem Association of Pennsylvania October 2011 Hospitals Play Vital Role According to the 2010 Fitch

More information

Moving Lower Skilled Workers Out of Poverty Through Education & Employer Engagement

Moving Lower Skilled Workers Out of Poverty Through Education & Employer Engagement Moving Lower Skilled Workers Out of Poverty Through Education & Employer Engagement Employer Leadership in Addressing Talent Needs As employers we believe that the creation of career pathways, linking

More information

Vice President, Human Resources

Vice President, Human Resources Executive Position Profile Vice President, Human Resources This search is being conducted by: 888 16th Street NW, Suite 800 Washington, D.C. 20006 +1.202.544.4749 vettedsolutions.com /vetted-solutions-llc

More information

CESAR PORTILLO. Training & Development Regulatory Compliance Budget Administration

CESAR PORTILLO. Training & Development Regulatory Compliance Budget Administration CESAR PORTILLO Goal-oriented, results-driven human resources professional with a proven record of achievement in partnering with senior management team to develop and implement human resources and business

More information

Marylhurst University, Portland, Oregon MA Interdisciplinary Studies (area of emphasis: Organizational Communication) Degree awarded: June, 2000

Marylhurst University, Portland, Oregon MA Interdisciplinary Studies (area of emphasis: Organizational Communication) Degree awarded: June, 2000 Isaac E. Dixon Ph.D, SPHR Education Warner Pacific College, Portland, Oregon June 1991, BS Business Administration Marylhurst University, Portland, Oregon MA Interdisciplinary Studies (area of emphasis:

More information

Edna R. Comedy, SPHR, MBA, EdD

Edna R. Comedy, SPHR, MBA, EdD Edna R. Comedy, SPHR, MBA, EdD (Expected March 2014) 1409 Tamberwood Trail Woodbury, MN 55125 Telephone: 651.332.0876 (Business) 651.735.3579 (Home) E-mail: come6601@stthomas.edu ercomedy@hrstrategiesandsolutions.org

More information

Baby Boomer Workforce Cliff

Baby Boomer Workforce Cliff Baby Boomer Workforce Cliff Impact on Your Nursing Workforce and Steps You Can Take Now to Minimize i i the Shortage Baby Boomer Workforce Cliff Impact On Your Nursing Workforce and Steps You Can Take

More information

Healthcare Workforce Challenges and Academic Partnerships

Healthcare Workforce Challenges and Academic Partnerships Healthcare Workforce Challenges and Academic Partnerships New England Board of Higher Education November 7, 2011 Judith West, Vice President Human Resources MaineHealth and Maine Medical Center Maine Healthcare

More information

Amberfield unit 8, 50 West Road South, Morningside, Johannesburg, South Africa Phone: +27 82 900 3143(cell); email: szinn@iafrica.

Amberfield unit 8, 50 West Road South, Morningside, Johannesburg, South Africa Phone: +27 82 900 3143(cell); email: szinn@iafrica. PROFESSOR SHIRLEY ZINN - 1 CURRICULUM VITAE Amberfield unit 8, 50 West Road South, Morningside, Johannesburg, South Africa Phone: +27 82 900 3143(cell); email: szinn@iafrica.com PROFILE Well-seasoned,

More information

PUBLIC SERVICE BOARD MEETING AGENDA ITEM. REGULAR MEETING Wednesday, May 13, 2015

PUBLIC SERVICE BOARD MEETING AGENDA ITEM. REGULAR MEETING Wednesday, May 13, 2015 PUBLIC SERVICE BOARD MEETING AGENDA ITEM REGULAR MEETING Wednesday, May 13, 2015 Professional Services Contract for coaching and development of key positions, assessment and recommendations on staffing

More information

Testimony of Dennis Anosike, Chief Financial Officer Washington Metropolitan Area Transit Authority

Testimony of Dennis Anosike, Chief Financial Officer Washington Metropolitan Area Transit Authority Testimony of Dennis Anosike, Chief Financial Officer Washington Metropolitan Area Transit Authority Before a joint hearing of the Subcommittee on Transportation and Public Assets and the Subcommittee on

More information

Defining Human Resources Moving to Strategic HR

Defining Human Resources Moving to Strategic HR Defining Human Resources Moving to Strategic HR P r e s e n t e d b y : S a s k a t c h e w a n S c h o o l B o a r d s A s s o c i a t i o n S c h o o l F o r T r u s t e e s - J a n u a r y 1 7, 1 8,

More information

Controlling Leadership Talent Risk: An Enterprise Imperative. By Seymour Adler, Senior Vice President and Amy Mills, Vice President

Controlling Leadership Talent Risk: An Enterprise Imperative. By Seymour Adler, Senior Vice President and Amy Mills, Vice President Volume 1, Issue 1 November 2008 By Seymour Adler, Senior Vice President and Amy Mills, Vice President Leadership Shortage Imminent Grooming leaders is one of the most critical business needs in the modern

More information

Evaluating Your Hospitalist Program: Key Questions and Considerations

Evaluating Your Hospitalist Program: Key Questions and Considerations Evaluating Your Hospitalist Program: Key Questions and Considerations Evaluating Your Hospitalist Program: Key Questions and Considerations By Vinnie Sharma, MBA, MPH Manager, Physician Advisory Services

More information

Identifying and Developing Leaders in House: The LaGuardia Community College Leadership Development Program

Identifying and Developing Leaders in House: The LaGuardia Community College Leadership Development Program 1 Identifying and Developing Leaders in House: The LaGuardia Community College Leadership Development Program Raymond J. Carozza, Executive Director, Human Resources Nila Bhaumik, Professional Development

More information

Healthcare in the Midst of Change: Linking Engagement and HR Transformation

Healthcare in the Midst of Change: Linking Engagement and HR Transformation Healthcare in the Midst of Change: Linking Engagement and HR Transformation Presented by Warren Cinnick Vice President, Talent Management Trinity Health Sayed Sadjady Talent Management/Org Design Leader,

More information

University of Michigan

University of Michigan University of Michigan Human Capital Report Highlights 2016 Website: Human Capital Report Laurita Thomas, Associate Vice President for Human Resources Thomas Palmer, Senior Business Analyst Human Resources

More information

Human Resources and Talent Development Plan

Human Resources and Talent Development Plan THE UNIVERSITY OF TOLEDO Human Resources and Talent Development Plan MEDICAL CENTER FY2016 Human Resources and Talent Development Processes Planning Each service of the hospital takes responsibility for

More information

Job Architecture and a Career Framework Empower Employees at Piedmont Healthcare

Job Architecture and a Career Framework Empower Employees at Piedmont Healthcare Job Architecture and a Career Framework Empower Employees at Piedmont Healthcare A Case Study Piedmont Healthcare enhances efficiency by focusing on job alignment and job mapping, bringing them one step

More information

CURRENT OPPORTUNITIES

CURRENT OPPORTUNITIES CURRENT OPPORTUNITIES March 2014 Real Estate Practice Leader Boston, MA Government Audit Leader Tampa, FL Real Estate Tax Leader Washington, DC Metro Area Audit Partner Tax Partner / Future Dept. Leader

More information

Achieving Workforce Optimization: Merging Strategy and Technology

Achieving Workforce Optimization: Merging Strategy and Technology Achieving Workforce Optimization: Merging Strategy and Technology The healthcare industry is experiencing unprecedented change, and leaders are facing some of the most difficult challenges in the history

More information

Trends in Government Workforce Management

Trends in Government Workforce Management NASACT Conference August, 2014 Trends in Government Workforce Management Sherry Amos Managing Director, Industry Strategy Education and Government Workday Alliance To Transform Government Summit Report

More information

Making HR Strategic: Integrated Human Capital Management Holds the Key

Making HR Strategic: Integrated Human Capital Management Holds the Key Making HR Strategic: Integrated Human Capital Management Holds the Key Leveraging Integrated Human Capital Processes and Data to Optimize Organizational Success March 2005 A New Strategic Wave There is

More information

Business and Workforce Partnerships in the Healthcare Industry: Developing Collaborations for Sustainable Community Impact

Business and Workforce Partnerships in the Healthcare Industry: Developing Collaborations for Sustainable Community Impact Business and Workforce Partnerships in the Healthcare Industry: Developing Collaborations for Sustainable Community Impact Partnership CareerSource Pinellas Ed Peachey, President and CEO Kristin Dailey,

More information

DIRECTIVE TRANSMITTAL

DIRECTIVE TRANSMITTAL U.S. NUCLEAR REGULATORY COMMISSION DIRECTIVE TRANSMITTAL TN: DT-04-10 To: Subject: NRC Management Directives Custodians Transmittal of Management Directive 9.25, Organization and Functions, Purpose: Directive

More information

ADVANCING MISSISSIPPI S HEALTHCARE WORKFORCE

ADVANCING MISSISSIPPI S HEALTHCARE WORKFORCE ADVANCING MISSISSIPPI S HEALTHCARE WORKFORCE INTRODUCTION: THE HEALTHCARE INDUSTRY & MISSISSIPPI DELTA S WORKFORCE In Mississippi, the condition of the state s healthcare industry shapes the medical care

More information

Rob Farrell. Stu Robb

Rob Farrell. Stu Robb Rob Farrell Rob Farrell is the President and Founder of StrateGrowth Partners. Rob has over 15 years of experience driving strategic revenue and profit growth with leading North American companies. He

More information

Iowa Workforce Development Regional Partners and Managers Training

Iowa Workforce Development Regional Partners and Managers Training Iowa Workforce Development Regional Partners and Managers Training Sector Strategies June 5, 2015 What is a Sector Approach? A systems approach to workforce development, typically on behalf of low income

More information

Operations Excellence in Professional Services Firms

Operations Excellence in Professional Services Firms Operations Excellence in Professional Services Firms Published by KENNEDY KENNEDY Consulting Research Consulting Research & Advisory & Advisory Sponsored by Table of Contents Introduction... 3 Market Challenges

More information

Organization and Operations. Metric Name Formula Description

Organization and Operations. Metric Name Formula Description Metric List Organization and Operations *Revenue Factor Revenue / Regular FTE Revenue per FTE. Workforce s Revenue Factor Revenue / Workforce On Payroll FTE Revenue per FTE (including all regular employees

More information

Imhotep Institute Charter High School Board of Directors July 8, 2014 Universal Companies: Improving Communities and Changing Lives

Imhotep Institute Charter High School Board of Directors July 8, 2014 Universal Companies: Improving Communities and Changing Lives Presentation by Universal Companies to Imhotep Institute Charter High School Board of Directors July 8, 2014 Universal Companies: Improving Communities and Changing Lives active UNIVERSAL COMPANIES Welcome

More information

Course Description (Master of Human Resource Management) MHRM

Course Description (Master of Human Resource Management) MHRM Course Description (Master of Human Resource Management) MHRM Programme Compulsory Courses: BA 601 - Scientific Research and Statistical Analysis Business research is crucial in building graduate capabilities

More information

Florence Smoczynski (703) 993-1917

Florence Smoczynski (703) 993-1917 Florence Smoczynski (703) 993-1917 EDUCATIONAL Ed.D 1998 Virginia Polytechnics Institute and State University Blacksburg, Virginia MSN 1977 The Catholic University of America Washington, D.C. BSN 1962

More information

COMMONWEALTH OF MASSACHUSETTS BOARD OF REGISTRATION IN NURSING

COMMONWEALTH OF MASSACHUSETTS BOARD OF REGISTRATION IN NURSING COMMONWEALTH OF MASSACHUSETTS BOARD OF REGISTRATION IN NURSING FACULTY VACANCIES AMONG BOARD APPROVED NURSING EDUCATION PROGRAMS IN MASSACHUSETTS 2010 2011 and 2011 2012 Spring 2010 Survey Summary Nursing

More information

SECTION XI GENERAL INFORMATION

SECTION XI GENERAL INFORMATION SECTION XI GENERAL INFORMATION A. General Information B. Joint Board of Trustees C. Reciprocity Agreements D. Merger of the 1199SEIU Health Care Employees Pension Fund for the 144 Hospital Division E.

More information

Oregon Healthcare Workforce Partnerships Project Chemeketa Community College

Oregon Healthcare Workforce Partnerships Project Chemeketa Community College Moving Forward: Case Studies Oregon Healthcare Workforce Partnerships Project Chemeketa Community College The Oregon Healthcare Workforce Partnerships (OHWP) Project was created as a collaboration of interlinked,

More information

IN THE CHANGING WORLD OF HUMAN RESOURCES: MATCHING MEASURES TO MISSION

IN THE CHANGING WORLD OF HUMAN RESOURCES: MATCHING MEASURES TO MISSION IN THE CHANGING WORLD OF HUMAN RESOURCES: MATCHING MEASURES TO MISSION Richard E. Wintermantel and Karen L. Mattimore Human resource professionals continuously search for methods to demonstrate the impact

More information

JOB DESCRIPTION. Job Code/Job Title: 2092I/Director, Talent Management. Functional Area: HR. FLSA Status: E. Department: HR Design Center.

JOB DESCRIPTION. Job Code/Job Title: 2092I/Director, Talent Management. Functional Area: HR. FLSA Status: E. Department: HR Design Center. Job Code/Job Title: 2092I/Director, Talent Management Functional Area: HR FLSA Status: E Department: HR Design Center Level: F I. JOB FAMILY SUMMARY This function will lead the planning, design, and development

More information

Implementing Business Process Reengineering (Example Model)

Implementing Business Process Reengineering (Example Model) Implementing Business Process Reengineering (Example Model) U.S. Department of Transportation Office of Commercial Services Management Version 1.0 Version 1.0 Notes Please remember that business process

More information

TOP PROFESSIONALS. NEW PERSPECTIVES SALARY GUIDE 2017 SALARY GUIDE

TOP PROFESSIONALS. NEW PERSPECTIVES SALARY GUIDE 2017 SALARY GUIDE TOP PROFESSIONALS. NEW PERSPECTIVES. 2017 SALARY GUIDE ORGANIZATIONAL SUPPORT CALL CENTER MARKETING HUMAN RESOURCES NON-CLINICAL HEALTHCARE SUPPLY CHAIN & LOGISTICS OFFERING THE RIGHT SALARY IS MORE IMPORTANT

More information

WORKING DIFFERENTLY WORKING TOGETHER A WORKFORCE AND ORGANISATIONAL DEVELOPMENT FRAMEWORK

WORKING DIFFERENTLY WORKING TOGETHER A WORKFORCE AND ORGANISATIONAL DEVELOPMENT FRAMEWORK WORKING DIFFERENTLY WORKING TOGETHER A WORKFORCE AND ORGANISATIONAL DEVELOPMENT FRAMEWORK 1 Printed on recycled paper Print ISBN 978 0 7504 7415 3 Digital ISBN 978 0 7504 7416 0 Crown copyright 2012 WG

More information

METRICS TO HELP IMPROVE YOUR WORKFORCE PRODUCTIVITY

METRICS TO HELP IMPROVE YOUR WORKFORCE PRODUCTIVITY METRICS TO HELP IMPROVE YOUR WORKFORCE PRODUCTIVITY KEY RESULTS FROM MERCER 2013-2014 WORKFORCE METRICS DATABASE Tom Jacob, Mercer Ephraim Spehrer-Patrick, Mercer Milan Taylor, Mercer TODAY S PRESENTERS

More information

JEANETTE M. KERSTEN, EdD, SPHR

JEANETTE M. KERSTEN, EdD, SPHR JEANETTE M. KERSTEN, EdD, SPHR (C) 651-402-1621 http://www.linkedin.com/in/jeanettemkersten jkersten@baldwin-telecom.net SUMMARY Senior-level Leadership, Organizational Learning and Talent Development

More information

Dr. H. Catherine Miller Illinois State University Mennonite College of Nursing (309) 438-2349 Email: hmiller@ilstu.edu

Dr. H. Catherine Miller Illinois State University Mennonite College of Nursing (309) 438-2349 Email: hmiller@ilstu.edu Dr. H. Catherine Miller Illinois State University Mennonite College of Nursing (309) 438-2349 Email: hmiller@ilstu.edu Education EdD, University of Illinois-Urbana/Champaign, 2009. Major: Educational Organization

More information

CT Allied Health Workforce Policy Board

CT Allied Health Workforce Policy Board CT Allied Health Workforce Policy Board Presentation to Sustinet Workforce Taskforce February 22, 2010 Dr. Alice Pritchard, Executive Director, CT Women s Education and Legal Fund The Connecticut Allied

More information

VHA to Present IBM Study on Best Practices in Human Capital Management and Succession Planning

VHA to Present IBM Study on Best Practices in Human Capital Management and Succession Planning VHA to Present IBM Study on Best Practices in Human Capital Management and Succession Planning Presented by Elias Hernandez, Director of Workforce Planning and Performance, Veterans Health Administration,

More information

What is the Career + Compensation Program?

What is the Career + Compensation Program? The Career and Compensation Program (CCP) is a new pay and career framework designed to enhance the University's Canes What is the Career + Compensation Program? Total Rewards package by providing the

More information

MADELEINE (LYNN) FOORD, PH.D., M.ED., PT 617-643-0875 * lfoord@mghihp.edu

MADELEINE (LYNN) FOORD, PH.D., M.ED., PT 617-643-0875 * lfoord@mghihp.edu Enthusiastic educational professional with proven track record in faculty development, adult and student learning, program development and leadership, integration of learning technologies, and assessment.

More information

January 22, 2015. Thank you Chairman Pitts, Ranking Member Green, and members of the Committee. I

January 22, 2015. Thank you Chairman Pitts, Ranking Member Green, and members of the Committee. I STATEMENT Of Kenneth P. Miller, PhD, RN, CFNP, FAAN, FAANP To United States House of Representatives Committee on Energy & Commerce Subcommittee on Health On A Permanent Solution to the SGR: The Time is

More information

Senior Leadership Team

Senior Leadership Team Healing the Body Enriching the Mind Nurturing the Soul Senior Leadership Team R. Patrick Dumelie Greg Hadubiak Dr. Jeff Robinson Karen Galenzoski Rosa Rudelich President & CEO Senior VP & COO Edm. Acute

More information

Business leaders are asking for more from

Business leaders are asking for more from HR s Role in Talent Management and Driving Business Results Business leaders are asking for more from everyone in their organizations. They want increased revenue and productivity. They need to reduce

More information

Rung by Rung. Advancing in Health and Health Care Careers. Applying a Work-based Learning Model to Develop Missing Rungs on a Nursing Career Ladder

Rung by Rung. Advancing in Health and Health Care Careers. Applying a Work-based Learning Model to Develop Missing Rungs on a Nursing Career Ladder Practice Brief Part of a series of practice briefs on advancing and rewarding the skill and career development of incumbent workers providing care and services on the front lines of our health and health

More information

CURRICULUM VITAE. Organizational Behavior, Benedictine University Thesis Title: Leadership Development and Succession Management, 2004

CURRICULUM VITAE. Organizational Behavior, Benedictine University Thesis Title: Leadership Development and Succession Management, 2004 Sarah Aldria Malone Ph.D. 5733 N. Sheridan 12A Chicago, IL 60660 773/334-4784 sarahmalone@yahoo.com EDUCATION PhD Organizational Development, Benedictine University, 2007 Dissertation Title: Creating Organizational

More information

Georgia Persky RN, MBA, PhD, CLNC Harrison, New York. Summary of Qualifications

Georgia Persky RN, MBA, PhD, CLNC Harrison, New York. Summary of Qualifications H-914-921-0361 Georgia Persky RN, MBA, PhD, CLNC Harrison, New York gjpersky@gmail.com www.linkedin.com/georgiapersky C-914-552-2277 Summary of Qualifications Senior level healthcare executive and certified

More information

Rita Mano Department of Human Services University of Haifa ritamano@research.haifa.ac.il

Rita Mano Department of Human Services University of Haifa ritamano@research.haifa.ac.il Rita Mano Department of Human Services University of Haifa ritamano@research.haifa.ac.il A classic definition of Human Services Nonprofit Human Services: sources of complexity A broad definition of Human

More information

Dennis J. Bona, Ed.D.

Dennis J. Bona, Ed.D. Dennis J. Bona, Ed.D. SUMMARY OF QUALIFICATIONS Extensive experience in public education, including executive leadership positions at the Community College level, as well as faculty positions at both post-secondary

More information

Press Release. Seven member Committee announced to review proposals for $50 million economic development loan and grant incentives

Press Release. Seven member Committee announced to review proposals for $50 million economic development loan and grant incentives Press Release For Immediate Release: June 22, 2012 For Information Contact: Scott L. Peterson Press Secretary Office of the County Executive (240) 508-1989 The Office of Prince George s County Executive

More information

The Future of HCM Technology Wim Valstar, SAP SuccessFactors

The Future of HCM Technology Wim Valstar, SAP SuccessFactors The Future of HCM Technology Wim Valstar, SAP SuccessFactors The future of HCM technology. The globalised workforce of today is driving HR organisations to look to technology and thought leaders for solutions

More information

Texas DNP Roadmap Task Force White Paper A Roadmap for Establishing the Doctor of Nursing Practice In Texas School s of Nursing

Texas DNP Roadmap Task Force White Paper A Roadmap for Establishing the Doctor of Nursing Practice In Texas School s of Nursing Texas DNP Roadmap Task Force White Paper A Roadmap for Establishing the Doctor of Nursing Practice In Texas School s of Nursing Vision Nurses in Texas will have access to education for the Doctor of Nursing

More information

CERTIFICATIONS IN HUMAN RESOURCE MANAGEMENT PROFESSIONAL HRMP EXAM CONTENT OUTLINE

CERTIFICATIONS IN HUMAN RESOURCE MANAGEMENT PROFESSIONAL HRMP EXAM CONTENT OUTLINE CERTIFICATIONS IN HUMAN RESOURCES» HRMP HUMAN RESOURCE MANAGEMENT PROFESSIONAL HRMP EXAM CONTENT OUTLINE HRMP EXAM CONTENT OUTLINE AT-A-GLANCE HRMP EXAM WEIGHTING BY FUNCTIONAL AREA:» HR as a Business

More information

Canadian Employer Brand Trends Report 2015 CONDENSED PREVIEW EDITION

Canadian Employer Brand Trends Report 2015 CONDENSED PREVIEW EDITION Canadian Employer Brand Trends Report 2015 CONDENSED PREVIEW EDITION Canadian Employer Brand Trends Report 2015 Transparency in business has crossed a bold threshold. The demand for open and honest communications

More information

CHCO FEDERAL CHIEF HUMAN CAPITAL OFFICERs. FEDeRAL. Roadmap

CHCO FEDERAL CHIEF HUMAN CAPITAL OFFICERs. FEDeRAL. Roadmap CHCO FEDERAL CHIEF HUMAN CAPITAL OFFICERs FEDeRAL Roadmap CHCO This Federal Roadmap was developed as a cooperative effort by the Partnership for Public Service, Federal Management Partners, Inc., and members

More information

UC Career Tracks Frequently Asked Questions (FAQs) General

UC Career Tracks Frequently Asked Questions (FAQs) General UC Career Tracks Frequently Asked Questions (FAQs) General Career Tracks Project 1. What is Career Tracks? Career Tracks is a new job classification structure that aligns jobs at the University to their

More information

An Oracle White Paper February 2012. Oracle Human Capital Management: Leadership that Drives Business Value. How HR Increases Value

An Oracle White Paper February 2012. Oracle Human Capital Management: Leadership that Drives Business Value. How HR Increases Value An Oracle White Paper February 2012 Oracle Human Capital Management: Leadership that Drives Business Value How HR Increases Value Introduction Joyce Westerdahl shares the story of how Oracle s HR organization

More information

Emerging trends in Human Resources Management

Emerging trends in Human Resources Management Emerging trends in Human Resources Management Robert c. myrtle, dpa Director, executive master of leadership Professor of public administration, and Professor of gerontology Session Outcomes: Discover

More information

OVERVIEW OF CASE STUDY FINDINGS AND BEST PRACTICES

OVERVIEW OF CASE STUDY FINDINGS AND BEST PRACTICES OVERVIEW OF CASE STUDY FINDINGS AND BEST PRACTICES We conducted in-depth case studies of healthcare and non-healthcare organizations that have been publicly recognized for achieving high levels of success

More information

Employer Services Overview

Employer Services Overview Employer Services Overview Havertown Pennsylvania Offices: 222 South Manoa Road Havertown PA. 19083 Local Tel: (267) 495-4948 http://www.workstaffsolutions.com Incorporated In 2008, 100% Women Owned Minority

More information

UCDNN BACKGROUND: June 25, 2014 TO: FROM: Members of the Mun Y. Cho. d of Trustees RE:

UCDNN BACKGROUND: June 25, 2014 TO: FROM: Members of the Mun Y. Cho. d of Trustees RE: UCDNN UNIVERSITYOF CONNECTICUT Office of the Provost Mun Y. Choi, Ph.D. Provost & Executive Vice President for Academic Affairs June 25, 2014 TO: FROM: Members of the Mun Y. Cho 'OSlO d of Trustees RE:

More information

2013 NHS Employers workforce survey findings

2013 NHS Employers workforce survey findings 2013 NHS Employers workforce survey findings In July 2013 the NHS Employers organisation invited HR directors from across the NHS to participate in a workforce survey. The survey gathered information about

More information

2003 National Health Policy Conference

2003 National Health Policy Conference 2003 National Health Policy Conference January 22-23, 2003 J.W. Marriott Washington, D.C. Critical Workforce Issues in Long Term Care Carol Raphael, President & CEO Visiting Nurse Service of New York 2003

More information

Human Resources. Be a strategic leader and partner, promoting organizational and individual effectiveness. Administration

Human Resources. Be a strategic leader and partner, promoting organizational and individual effectiveness. Administration Human Resources Be a strategic leader and partner, promoting organizational and individual effectiveness. Administration Budget, Accounting and Purchasing HRIS and RMIS Payroll Audit 3.5 FTE Civil Service

More information

U.S. HEALTHCARE REFORM

U.S. HEALTHCARE REFORM U.S. HEALTHCARE REFORM It s Impact on the Future Talent & Recruiting Needs of Healthcare Providers September 18, 2012 1 PANEL DISCUSSION FACILITATOR Carl Kutsmode Partner at talentrise Talent Acquisition

More information

2009 Talent Management Factbook

2009 Talent Management Factbook 2009 Talent Management Factbook Executive Summary Karen O Leonard Principal Analyst May 2009 BERSIN & ASSOCIATES RESEARCH REPORT V.2.0 2009 Talent Management Factbook: Executive Summary i The Bersin &

More information

Pennsylvania s Workforce Challenges and Opportunities to Innovate

Pennsylvania s Workforce Challenges and Opportunities to Innovate Public Sector for the Future Pennsylvania s Workforce Challenges and Opportunities to Innovate Kelly Powell Logan Secretary, Governor s Office of Administration Past President, National Assn. of State

More information

Building the Digital HR Organization. Accenture and SuccessFactors on the changing nature of HR

Building the Digital HR Organization. Accenture and SuccessFactors on the changing nature of HR Building the Digital HR Organization Accenture and SuccessFactors on the changing nature of HR More than ever, HR has to contend with changing business demands and an evolving workforce. At the same time,

More information

Workforce Focus. Presenter: Rich Lowe, Senior Vice President, Human Resources

Workforce Focus. Presenter: Rich Lowe, Senior Vice President, Human Resources Workforce Focus Presenter: Rich Lowe, Senior Vice President, Human Resources Human Resource Organization Senior VP DIRECT REPORTS Compensation & Benefits Recruiting Service Excellence Institute for Learning

More information

Cathy Hasenpflug, SPHR

Cathy Hasenpflug, SPHR Cathy Hasenpflug, SPHR Summary. Seasoned HR executive interested in leading HR transformation initiatives within higher education, leveraging an extensive background in human resources and change management

More information

Grant 90FX0001: Bergen Community College Northern NJ Health Professions Pathway Consortium

Grant 90FX0001: Bergen Community College Northern NJ Health Professions Pathway Consortium 120 Day Revised Workplan Due January 29, 2011 revised 02/25/2011 Part A Project Summary (for the full five-year project) (Project Summary section not to exceed two pages) Grantee Name/ Organization: Bergen

More information

Cell: (559) 630-0806 Office: (559) 934-2200 Work: carolegoldsmith@whccd.edu

Cell: (559) 630-0806 Office: (559) 934-2200 Work: carolegoldsmith@whccd.edu Education Doctorate in Education, 2005 University of California, Davis Summa Cum Laude California State University, Fresno Joint Doctoral Program in Educational Leadership Dissertation Topic: Leadership

More information

Workforce Trends: Aligning HR Strategic Succession Planning to Business

Workforce Trends: Aligning HR Strategic Succession Planning to Business Workforce Trends: Aligning HR Strategic Succession Planning to Business Penny McBain Senior Talent Strategy & Planning Consultant Providence Health & Services October 10, 2013 The Perfect Storm The 5/40

More information

Human Resources. Be a strategic leader and partner, promoting organizational and individual effectiveness.

Human Resources. Be a strategic leader and partner, promoting organizational and individual effectiveness. Human Resources Be a strategic leader and partner, promoting organizational and individual effectiveness. Administration Budget, Accounting and Purchasing HRIS and RMIS Payroll Audit 4.5 FTE Civil Service

More information

Accenture Federal Services LLC GENERAL SERVICES ADMINISTRATION FEDERAL SUPPLY SERVICE AUTHORIZED FEDERAL SUPPLY SCHEDULE PRICELIST

Accenture Federal Services LLC GENERAL SERVICES ADMINISTRATION FEDERAL SUPPLY SERVICE AUTHORIZED FEDERAL SUPPLY SCHEDULE PRICELIST GENERAL SERVICES ADMINISTRATION FEDERAL SUPPLY SERVICE AUTHORIZED FEDERAL SUPPLY SCHEDULE PRICELIST Human Resources & Equal Employment Opportunity (HR & EEO) Services Group 738X 595-21: Human Resource

More information

Vice President, Lottery and Gaming Talent Management

Vice President, Lottery and Gaming Talent Management Vice President, Lottery and Gaming Talent Management Job Title Vice President Lottery and Gaming Talent Management Type of Position Contract Contract Length Up to 3 years Location Sault Ste. Marie Reporting

More information

SAMPLE JOB DESCRIPTIONS

SAMPLE JOB DESCRIPTIONS SAMPLE JOB DESCRIPTIONS In this section we have provided a number of sample job descriptions. We hope that they will provide you with guidance as you develop job descriptions(s). Level Title Page Consultant

More information

HRCI Recertification Credits

HRCI Recertification Credits HRCI Recertification Credits last updated: November 2013 SkillSoft is an HR Certification Institute Approved Provider. Being an HR Certification Institute Approved Provider gives recertification candidates

More information

Addressing HIT Worker Shortages Through Operational Excellence in Workforce Planning

Addressing HIT Worker Shortages Through Operational Excellence in Workforce Planning Addressing HIT Worker Shortages Through Operational Excellence in Workforce Planning Allen Kriete Vice President, Healthcare Services; TEKsystems Sanja Licina Senior Director, Talent Intelligence and Consulting;

More information

Kimberly MacPherson, MBA, MPH

Kimberly MacPherson, MBA, MPH Kimberly MacPherson, MBA, MPH University of California, Berkeley School of Public Health 247A University Hall Berkeley, California 94720 kmacpherson@berkeley.edu 510-642-9175 Curriculum Vitae EDUCATION

More information

MEL R. PYNE SUMMARY PROFESSIONAL EXPERIENCE

MEL R. PYNE SUMMARY PROFESSIONAL EXPERIENCE MEL R. PYNE SUMMARY Highly successful health care executive with extensive CEO experience leading complex integrated healthcare systems comprised of hospitals, medical groups and diversified health services.

More information

The Future of Nursing: Transforming Leadership in the Clinical Setting

The Future of Nursing: Transforming Leadership in the Clinical Setting The Future of Nursing: Transforming Leadership in the Clinical Setting Linda Q. Everett, PhD, RN, NEA-BC, FAAN Executive Vice President & Chief Nurse Executive Indiana University Health Indianapolis, IN

More information

23 Forge Road, Sharon, MA 02067 339.927.3930

23 Forge Road, Sharon, MA 02067 339.927.3930 MICHAEL J. HALPERIN mikehalperin@gmail.com 23 Forge Road, Sharon, MA 02067 339.927.3930 _ SUMMARY OF QUALIFICATIONS Senior organizational development / effectiveness, training, and customer service professional.

More information

Signature Leadership Series. Becoming a Culturally Competent Health Care Organization

Signature Leadership Series. Becoming a Culturally Competent Health Care Organization Signature Leadership Series Becoming a Culturally Competent Health Care Organization June 2013 Resources: For information related to equity of care, visit www.hpoe.org and www.equityofcare.org. Suggested

More information

NORTHEAST IOWA COMMUNITY COLLEGE FY2016-2018. strategic plan. 2015.2016_IE.Strategic Plan.

NORTHEAST IOWA COMMUNITY COLLEGE FY2016-2018. strategic plan. 2015.2016_IE.Strategic Plan. NORTHEAST IOWA COMMUNIT Y COLLEGE Est. 1966 NORTHEAST IOWA COMMUNITY COLLEGE FY2016-2018 strategic plan NORTHEAST IOWA COMMUNITY COLLEGE FY2016-2018 strategic plan It is time to focus on the future. To

More information

Cell: 978 505 9647 Office: 617 724 6340

Cell: 978 505 9647 Office: 617 724 6340 DENIS G. STRATFORD Home: 978 371 7183 dgstratford@mghihp.edu Cell: 978 505 9647 Office: 617 724 6340 M.S. Management, Manhattan College, Bronx, NY EDUCATION B.A. BUSINESS ADMINISTRATION, Saint Michael

More information

HUMAN RESOURCE / WORKFORCE PLANNING AND DEPARTMENTAL PLANNING - SUPPLEMENT. A Guide to Integration and Alignment

HUMAN RESOURCE / WORKFORCE PLANNING AND DEPARTMENTAL PLANNING - SUPPLEMENT. A Guide to Integration and Alignment HUMAN RESOURCE / WORKFORCE PLANNING AND DEPARTMENTAL PLANNING - SUPPLEMENT A Guide to Integration and Alignment HR POLICY AND PLANNING DIVISION HUMAN RESOURCE BRANCH Public Service Secretariat April, 2008

More information

Attracting the Best and the Brightest to Lead New Jersey s Schools: A Comparative Study of Context and Compensation

Attracting the Best and the Brightest to Lead New Jersey s Schools: A Comparative Study of Context and Compensation Attracting the Best and the Brightest to Lead New Jersey s Schools: A Comparative Study of Context and Compensation August 2008 Anthony P. Cavanna, Ed.D. Dwayne Norris, Ph.D. Kimberly Adams, Ph.D. Susan

More information

CURRICULUM VITAE Diana M Crowell Ph.D. RN CNAA 5 Busdick Drive Kittery, Maine 03904 207 439-3801 www.leadingyourlife.com dcrowell@leadingyourlife.

CURRICULUM VITAE Diana M Crowell Ph.D. RN CNAA 5 Busdick Drive Kittery, Maine 03904 207 439-3801 www.leadingyourlife.com dcrowell@leadingyourlife. CURRICULUM VITAE Diana M Crowell Ph.D. RN CNAA 5 Busdick Drive Kittery, Maine 03904 207 439-3801 www.leadingyourlife.com dcrowell@leadingyourlife.com MY WORK Purpose: To apply my practice, education, administrative

More information