Human Resources Manager

Dennis A. Burns SPHR

** ***** ***** ***** ( Jacksonville, Florida 32220 ( (904) 607- 9445 (

**********@***.***

Accomplished Human Resources Leader with extensive knowledge in the

development and implementation of human capital programs and initiatives

that drive organizational efficiencies and engagement within a healthcare

setting.

Professional Experience

GEORGIA DEPARTMENT OF HUMAN SERVICES

Southwestern Hospital & West Central Georgia Regional Hospital

Family and Children Services

Regional HR Director

Jun 2007 - Nov 2011

Atlanta, Georgia

Challenge: Senior level HR executive recruited to provide strategic

oversight and direction for 2 hospitals while leading the talent

acquisition efforts of a human services agency. Southwestern

Hospital - 400 inpatient beds & West Central Georgia Regional

Hospital - 94 inpatient beds.

Results: Designed and implemented a shared services HR model that

supported 4,500 employees within a regional structure, spanning

77 counties. Led a team of 7 regional human resources staff.

Established the agency's 1st mock tracer HR program which

formally audited and assessed the agency's readiness and

adherence to Joint Commission standards [i.e. annual

competencies, training, licensure, staffing, contractors and

compliance].

Strategically enhanced workforce capacity using a centralized

talent acquisition process; which decreased time to fill by 34%.

Performed in the role of strategic business partner by providing

technical consultations on issues such as FMLA, FLSA, EEO, ADA,

compensation & classification, benefits, HRIS & data

management, diversity, performance management, and employee

relations.

Led in the development of a role-based competency model and

curriculum for associate relations in accordance with the values

based decision making model.

Provided leadership with the re-deployment of the organization's

full life cycle performance management system Success Factors in

an effort to measure performance and establish the foundation

for pay for performance, succession planning and accountability.

Exceeded expectations by achieving a 91% participation rate on

the FY12 Associate Engagement Survey; representing a 15%

increase over the previous fiscal year.

Served as a transformational agent by leading change initiatives

relating to staff accountability, performance management and

succession planning. Developed formalized organizational

development tools in support of the following programs: Talent

Management, Succession Planning, Compensation and Employee

Relations for areas assigned.

COMMUNITY HOSPICE

Director, Human

Resources

Aug 2005 - Jun 2007

Jacksonville, Florida

Challenge: HR executive recruited by Corporate Counsel to create an HR

infrastructure and climate that would support the development of

a robust talent acquisition model characterized by high

performance and diversity for Hospice; which included: 3

inpatient facilities (36 beds each) and home care agency - 160 +

patient population. Led a team of 7 professionals.

Results: Served as chief HR advisor to senior leadership addressing a

myriad of workplace issues including: talent acquisition,

AAP/EEO, diversity & inclusion, change management, compensation,

benefits, employment law, strategic planning and union

avoidance.

As part of a strategic work-team, responsible for the

workforce planning model that supported

the establishment of a new 36 bed hospice inpatient

center; which met an underserved need.

Re-designed the compensation structure; which included just wage

and equity analysis, standardization of job titles, grades and

bonus structures.

Provided the foundation for HR strategy by using Studer

Principles in the development and implementation of an HR

scorecard based upon the 5 pillars: Community, Financial,

People, Quality, & Service.

Dennis A. Burns SPHR-P2

CEVA LOGISTICS [formerly TNT Logistics North America]

Recruitment and Employment Manager, Human Resources

Jacksonville, Florida

Mar 2004 - Aug 2005

Challenge: Recruited by Corporate Counsel to manage global workforce

planning, immigration, diversity, recruitment and employee/labor

relations.

Results: North American point of contact for corporate office talent

acquisition, new field start-ups and management training.

Advised on EEO, FMLA, Title VII & ADA.

Led HR human capital strategy which supported operations in over

20 service centers in the US, Canada, and Puerto Rico.

Led the bid process & implementation of the Ceridian Applicant

Tracking System for North American end-users.

HOME DEPOT INC.

Manager, Human Resources

Orange Park,

Florida

Jan 2002 - Mar 2004

Challenge: Recruited by the District Manager to provide expert support and

guidance to multiple retail units while strengthening the

organization's bench strength through a variety of Human

Resources processes; and implementing solutions to address any

deficiencies.

Results: Served as HR advisor to management team, addressing a

myriad of workplace issues, policies

and laws including: AAP, ADA, Title VII, ADEA,

FMLA, performance management, worker's

compensation, benefits, associate relations,

compliance, safety and union avoidance.

Developed a centralized talent acquisition process in response to

seasonal indexes which increased the number of qualified

candidates and reduced time to hire 43%.

Improved diversity hiring by 63% in support of corporate

initiatives for territories assigned. Reduced discrimination

claims by 98% for the Wells Road Location.

SHANDS HEALTHCARE

Management Development Consultant

Jacksonville,

Florida

Oct 1996 - Jan 2002

Challenge: Recruited to provide leadership and direction regarding human

capital management for a 1668 licensed bed; Trauma 1 acute care

hospital with a Level III Neonatal Intensive Care Unit;

supporting more than 12,000 employees.

Results: Provided counsel to management with the interpretation of

federal and state labor law, organizational policies, labor

contract, and joint commission.

Participated in due diligence and served on transition team for new

acquisition of Methodist Hospital, including the purchase of

Methodist Dialysis Center & Methodist Cancer Center.

Using the ADDIE methodology to address diversity deficiencies, I

instructionally designed and

implemented diversity and inclusion training.

Developed innovative talent acquisition strategies, including

recruitment video, modeling core values that was adapted as

organization-wide best practice and provided foundation for

enhanced skill sets.

As lead change consultant, contributed to a favorable

employer/labor relations culture leading to positive negotiation

of the collective bargaining agreement with American Federation

of State, County and Municipal Employees (AFSCME).

As part of the organization's acquisition of Methodist Hospital, I

successfully integrated and managed 3 (24 - hour] call

operation centers which entailed the following: human resources

review, developing call center business requirements,

consolidating technology and leading the rollout of updated

policies and procedures.

EDUCATION & CERTIFICATION

MASTER OF SCIENCE - Central Michigan University * BACHELOR OF SCIENCE -

University of North Florida

SPHR Certification

Contact this candidate