JOHN REGINA

*** ************ ***** (h) 908-***-****

Bedminster, NJ 07921 (c) 732-***-****

ab8uyn@r.postjobfree.com

SENIOR HUMAN RESOURCES EXECUTIVE

Accomplished and dynamic Human Resources leader providing extensive human

resources/human capital strategic competencies and business knowledge.

Successful career in uniquely challenging, mission-driven organizations in

the manufacturing and academic health care delivery industries

characterized as labor-intensive, high technology, regulated and

customer/quality focused. Unique blend of high level strategic skills and

ability to translate and communicate an organization's vision throughout

multiple and diverse business units. Brings high energy, creativity, and

excellent problem solving skills, while effectively relating to all levels

of the organization. Trusted resource to line management and staff with

exceptional expertise in conflict resolution and ability to build strong,

collaborative relationships.

Seeking a Human Resources leadership position in a dynamic and focused

environment where human capital initiatives work hand in hand with business

strategies, creating a uniqueness in the marketplace.

Demonstrated success in: Summary of Leadership Strengths:

Talent Management and Acquisition Key Leadership Team Member with

Leadership Development Extensive Board Interaction

Performance Management Highly Collaborative/Accessible Style

Change Management and Strategic Passion for Success and Excellence

Organizational Redesign Results Driven; Strong Operational

Labor Relations Focus

Compensation/Benefits Design and Effectively Markets HR to all

Evaluation Stakeholders

Employee Engagement High Level of Business Acumen

PROFESSIONAL EXPERIENCE

PROMOTION IN MOTION COMPANIES, Inc., Allendale, NJ 2009 - 2012

PIM Brands LLC, Somerset, NJ

Senior Director, Human Resources

Manufacturing, sales and marketing companies specializing in the candy

industry. Hired to develop and operationalized a comprehensive, structured

and best practices HR department at a rapidly growing and financially

successful organization. Objectives were to build the infrastructure for

all functional HR modalities and competencies. Responsible for the design

and implementation of company-wide policies, compliance programs, employee

benefits, compensation strategies, recruitment, on-boarding, training and

development, performance improvement, labor relations and union avoidance

programs. The introduction of sound manufacturing procedures and

principles were paramount to the success and effectiveness of the HR

Department. Production staff comprised of a culturally diverse and multi-

language populations. Reported directly to the Chief Operating Officer

with daily interactions at the operational level with the Vice President of

Manufacturing and the Plant Manager.

Significant Accomplishments:

. Developed, proposed and drove short and long term HR plans, projects

and strategies

. Implemented and refined a performance management system focused on

development, coaching and identification of those able to successfully

contribute to company objectives.

. Talent acquisition accounting for 50% growth in FTE's

. Created Safety Committee. practices. prevention and reporting

mechanisms.

. Redesigned job functions, descriptions and classification system.

. Instituted complete education and training system designed to exceed

SQF standards.

JOHN REGINA

Page two

ROBERT WOOD JOHNSON UNIVERSITY HOSPITAL, New Brunswick, NJ 1988 - 2008

Senior Vice President, Human Resources (1991 - 2008)

Vice President, Human Resources (1988 - 1991)

Chief Human Resources Officer for principal teaching hospital of University

of Medicine and Dentistry of New Jersey/Robert Wood Johnson Medical School;

3,825 FTE, 624 licensed beds with Centers of Excellence in

cardiology, oncology, women's and children's services, emergency medicine,

and neuroscience. Responsible for senior level and operational HR

functions. Reported to President/CEO,

Significant Accomplishments:

. Medical center was a turnaround success with an engaged and committed

workforce.

. Turnover and vacancy rates outperformed industry benchmarks.

. Created win-win labor relations environment.

. NJ Healthy Workplace award.

. JCAHO best practice recognition.

. Transformation of HR Function: Hired to contribute to the significant

turnaround of a financially and clinically challenged organization.

Initiated and drove organization changes to fully connect HR to

business and mission needs of the medical center. Established new

service centers for Total Rewards, Talent Acquisition/Retention, HRIS,

Talent Development and Communications.

. Talent Management: Developed and implemented recruitment and retention

strategies to address staff shortages in critical, hard to fill areas.

Instituted reward, recognition, and compensation programs including

Professional Advancement System. Created an internal Career Center.

Turnover and vacancy rates consistently outperformed industry

benchmarks.

. Core HR Functions: Redesigned and revised compensation and benefits

programs. Introduced cost effective managed care offerings with high

satisfaction levels. Revised position classification systems and

architecture. Enhanced and revised Defined Contribution pension plan.

. Labor Relations: Chief decision maker for 11 negotiated collective

bargaining agreements with three unions. Introduced creative

alternatives and strategies to achieve "win-win" solutions. Preserved

non-union status for half the employee population. Successfully

prevailed in three NLRB representation elections. Championed union

avoidance campaigns. Chaired contingency committees to prevent impact

of potential job actions. Handled all grievance, arbitration and

mediation matters.

. Reduction-in-Force and Closures: Executed three organization-wide

reductions without incident. Prepared HR team and leaders on

logistics and implementation. Developed severance programs,

outplacement plans, and tools for post RIF recovery. High touch

involvement throughout.

. Diversity: Introduced diversity initiatives, which involved high

employee engagement and participation. Activities and events designed

to enhance awareness, education, and acceptance. Received JCAHO

acknowledgement as a best practice model.

. Performance Improvement and Goals: Administered and enhanced

longstanding executive and management incentive compensation programs.

Introduced gain sharing programs throughout the organization based on

mission-focused goals and objectives. Calculated and prepared bonus

award payments. Presented incentive programs and results to Board's

Compensation Committee.

. Learning and Development: Introduced learning programs at all levels;

ESL, GED preparation, college transition, in-house workshops,

management training and development programs. Approved for $1.2

million grant from NJ-DOL for basic skills (computer, business tools)

and customized training (professional competencies, LEAN and Six

Sigma).

. Corporate Leadership: Key member of executive leadership team.

Designated as Conflicts of Interest and Corporate Compliance Officer,

as well as Safe Workplace Officer. Opened and administered a full

service day care center. Served the Board of Directors and its

Committees.

JOHN REGINA

Page three

PRESBYTERIAN HOSPITAL, New York, NY 1984 - 1988

(at the Columbia Presbyterian Medical Center)

Assistant Director, Human Resources (September 1984 - 1988)

Employment Manager

(March 1984)

World renowned, university affiliated academic medical center; 7,000 FTE,

1,300 beds, six bargaining units with large, non-union component. Promoted

in first year of employment. Reported to CHRO and supervised six HR

managers with staff of 30.

. Core HR Functions: Talent acquisition, labor relations, wage and

salary, EEO/Affirmative Action, HRIS and legal compliance.

. Lead Strike Coordinator: Interim promotion to second-in-command during

seven week strike. Responsible for reassigning non-union staff and

hiring 1,500 "contingency" workers. Pre-strike patient volumes were

maintained throughout. Successfully coordinated the return of 4,000

striking workers.

. Acquisition/Growth: Key member of management team that planned,

designed, and operationalized newly built 300 bed community hospital,

added to organization's portfolio. Recruited and staffed new facility

(Allen Pavilion).

. Labor Relations: Maintained and promoted effective relationships with

six unions and developed mechanism to significantly minimize disputes

and arbitration cases. Partnered with unions on several reductions-in-

force.

. Learning: Working with the unions, designed unprecedented training

program that transitioned 16 entry level workers into ICD-9 coders

(100% graduation rate); all participants were promoted to coder

positions, positively affecting their long term careers.

INTERFAITH MEDICAL CENTER, Brooklyn, NY 1981 - 1984

(Formerly Jewish Hospital and Medical Center of Brooklyn and St. John's

Episcopal Hospital)

Personnel Manager - Employment and Employee Relations

Full asset merger of two major institutions located within one mile area,

regarded as first of its kind. Selected as first member of combined

management team to be reassigned prior to the actual merger. Served as the

onsite HR Administrator at St. John's during and after the transition

phase.

MIDAS POULTRY, INC., Bronx, NY 1979 - 1980

(Subsidiary of Basic Food Industries, Inc.)

Director of Personnel

Large for-profit company that underwent rapid expansion to respond to NYC

and Federal inner cities development projects. Led HR function for 1,500

employee workforce, primarily production workers in food processing plant.

.

EDUCATION

Master of Public Administration, Health Care Administration

New York University, New York, New York - 1978

Baccalaureate of Science

Brooklyn College, Brooklyn, New York - 1974

I am an experienced and successful human resources professional. I possess

competencies in all aspects of human resources administration. I am

immediately available to accept a new position. My recent employer,

Promotion In Motion, Inc. is a privately held food manufacturer that

manufactures, sells and Markets many quality brands of fruit snacks and

candy, with Welch's Fruit Snacks being the national category leader.

Hired as the first senior human resources leader, my charge was to create

and promote a structured human resources division and function.

Manufacturing efficiencies, quality and food safety are keys to the success

of the company. The contributions of HR can be found in on-boarding a

rapidly growing workforce, comprehensive training in superior manufacturing

practices, a structured performance management approach, performance

matrices and a strategic understanding of the HR support for the success of

the company. Prior to this engagement, I served Robert Wood Johnson

University Hospital for twenty years as their Chief Human Resources

Officer. My contributions to that institution were focused on developing a

dynamic human resources function that would serve the organization as a

strategic business partner while creating a responsive, employee focused

presence. I have extensive experience in union and non-union environments

and have successful led union-free campaigns and NLRB elections outcomes in

favor of the organizations I represented.

I have made a personal decision to limit my job search to the local

NJ/NY/PA markets and not look at relocation opportunities. My personal,

family and financial situations are such that they permit me to exercise a

great deal of flexibility in terms of compensation and title. I hope to

have the opportunity to speak with your company's recruitment professionals

so that I may provide a very detailed presentation of my qualifications,

credentials and candidacy. Please accept this cover letter a means of

introducing myself to you and the most basic level. I am very interested

in the human resources opportunity that you have posted.

Thank you.

John Regina

908-***-**** (home)

732-***-**** (cell)

ab8uyn@r.postjobfree.com

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