Human Resources Management

JENNIFER MILLER, PhD

Email: ******@*****.*** I Mobile: 202-***-****

Human Resources expertise with a commitment to a broader Talent Management

perspective, to ensure that human capital strategy is aligned to core

business values and objectives.

THE NEWMAN GROUP (a FutureStep Korn/Ferry Company) 06/10 - 03/11

Consulting Director (Virtual position-based in Orangeburg, SC)

Client-facing position playing a key role in developing detailed Integrated

Talent Management strategies, processes and systems for projects focused on

the acquisition and management of talent

o Competency framework design/development; use of LomingerTM Leadership

Architect and Interview Architect tools (Certified practitioner)

o Augment recruitment efforts at Global headquarters for large

hospitality company and identify/document/assess talent acquisition

processes across recruitment team

o Project manage the launch and initial staging of a critical workforce

planning initiative (total project headcount of 196 FTEs) spread over

three (3) locations phased over two (2) years

o Recruitment Strategy and Process Assessment of full employment

lifecycle processes, from pre-hire through Performance Management and

Succession Planning. Engagement has been renewed three times.

o Integrated Talent Management Strategic Assessment to include talent

technology and requirements development

SIBLEY MEMORIAL HOSPITAL, Washington, DC (John's Hopkins) 04/08 -

pres

Director, Talent Acquisition and Talent Management (1700

employees)

Report to the Chief Human Resources Officer. Lead a high performing talent

acquisition team and all aspects of talent acquisition, talent management

and workforce planning.

o Strategic assessment of Human Resource process and successful

redesign/realignment teams.

o Redesign recruitment processes including implementation of

technology solutions and the creation of SOP documents

o Established recruitment metrics for job families and Service Level

Agreements (SLAs) in collaboration with customers

o Training, Coaching, Mentoring of 7-person recruitment team 13-

person HR department

o Developed RFP to identify suitable Applicant Tracking System;

purchased solution, provided oversight for implementation and

scalable deployment of system

o Project Manage comprehensive review/reformatting of 500+ job

descriptions

o Partner with 70+ person management team in the delivery of human

resource consulting with a focus on Employee Relations, Performance

Management and Employee Engagement

o Lead hospital-wide Employee Value Proposition dialogue and

development of an Employment Brand

o Initiated and Lead organization-company wide succession

planning/workforce planning initiatives to prepare for projected

retirements 2-5 years out

o Manage all recruitment vendor relationships

o Initiated and drive the creation of a 37-page career portal

o Socialized Integrated Talent Management concepts with senior

leadership team to secure buy-in for multi-year consulting

engagement; currently project manage consulting engagement

WASHINGTON HOSPITAL CENTER, Washington, DC (6000 employees - 2

unions)

Sr. Consultant, Talent Acquisition and Strategy

01/08 - 02/08

Reported to the Senior Director, Human Resources Operations. Drove all

aspects of talent acquisition and strategy. Served as consultant to both

hospital leadership and the Human Resources leadership team (5 people)

o Led multi-disciplinary 21-person website redesign team tasked with

developing employment value proposition

o Key player in Nursing Brand Summit whose outcome will be the

development of branding strategy for Washington Hospital Nursing

o Drove employment branding initiatives and oversee all recruitment

communications including design of collateral for unique client

groups and diverse candidate populations

o Led the implementation of paperless onboarding, a technology

solution that will enhance new hire experience and reduce time to

hire

o Design Service Level Agreements (SLAs) for high need customer

groups

o Led optimization/full deployment of existing ATS and

develop/deliver training to Recruitment team

Director of Recruitment Services - Human Resources

04/07 - 12/07

Reported to the Senior Vice President of Human Resources. Led all aspects

of the recruiting and employment function for a 926-bed, acute care

teaching and research hospital, the largest private hospital in the

nation's capital, and among the 25 largest hospitals in the United States.

o Drafted language for District of Columbia legislation that provides a

multi-million dollar cost savings for all hospitals within the

District of Columbia

o Broad-based consultative responsibility for hospital wide recruitment

and retention strategy, targeting both new college graduates and

seasoned professionals

o Assessed existing ATS functionality and deployment

o Transitioned nurse recruitment function from an outsourced process to

an in house service

o Reengineered recruitment processes to institute operational

efficiencies, including immigration process audit and training, as

well as I-9 process training

o Redesigned/Realigned Recruitment Services team of 13 professionals in

a high volume department

o Launched organization wide, multi-disciplinary team responsible for

the redesign of the Human Resources portal of the hospital website

o Led RFP process and adoption of new background check vendor with

capacity to provide a better technology interface with our ATS

o Initiated and drove transition to paperless application process for

external and internal applicants

o Initiated and drove the development of a comprehensive employment

branding campaign

o Developed time to fill metrics house-wide and proposed design of

Service Level Agreements (SLAs) for targeted customer groups

o Designed weekly and quarterly recruitment reports capturing recruiter

activity and key metrics

o Initiated creation of on-line recruitment strategies

o Delivered monthly Recruitment Service overview/training new hospital

Managers

o Initiated paperless pre-employment process

THE REGIONAL MEDICAL CENTER (TRMC), Orangeburg, SC 09/04 - 07/06

Director of Staffing - Human Resources (1300 employees)

Reported to the Vice President of Human Resources. Directed the recruiting

and employment functions for a multi-site Medical Center. Developed,

implemented and managed short and long-term recruiting/retention strategies

and programs for all hospital functions. HR generalist duties included

employee relations, employee referral and incentive pay programs, policy

writing/revision, benefits, new hire compensation, job evaluation and

delivery of training.

o Designed employee retention survey focused on "why I stay" to

capture employee morale and satisfaction

o Managed vendor relationships including RFP for HRIS system and ATS

vendors

o Increased Nursing Scholarship program participation 100% and mended

relationships between the Dept of Nursing and Human Resources.

Also repaired critical relationship between the Medical Center and

the Nursing Program at the neighboring technical college.

o Designed Corrective Action management training workshop to ensure

consistency in progressive discipline process while minimizing

legal exposure.

o Provided managers coaching to assist in employee relations issues

and disciplinary actions

o Reengineered Internal Transfer program. Designed and facilitated

Peer Interview Training.

o Established operational efficiencies in the Human Resources

Department.

VIA HEALTH Rochester, New York (5700 employees) 10/01 -

08/04

Manager of Recruitment / Management Consultant - Human Resources

Reported to Sr. Vice President of Human Resources for a multi-site health

care system with broad based consultative responsibilities for Recruitment,

Retention, Succession Planning, Management/Leadership Development,

Organizational Effectiveness, Employment Branding/Recruitment Advertising,

and for Mentoring and Performance Management.

o Generated a $4.9 million cost avoidance in the first year by

developing a highly successful new graduate RN recruitment

strategy.

o Led a high performance recruitment team consisting of 10-12 Nurse

Recruiters that exceeded all staffing & retention targets

o Drove employment brand/recruitment advertising team that created

award-winning collateral materials for nurse recruitment

initiatives.

o Redesigned nursing student summer internship program-rollover to

FTEs upon graduation increased 130%.

o Reengineered and restructured employment processes to ensure rapid

turnaround in a tight supply labor market and designed targeted

staffing initiatives tailored to candidate needs, expectations &

healthcare realities.

o Built critical candidate pipelines and talent pools for a number of

high shortage healthcare provider areas and served as "culture

change agent" leading management teams to think differently about

recruiting and staff morale

o Launched crucial Rural Nursing Scholarship program and supporting

documentation to market program in rural communities-promotional

flyer won national award/recognition

o Successfully partnered with diverse customer groups to create

distinct recruitment brands and developed RN Recruitment Strategy

for foreign nurses, pipelined into the system's Long Term Care

affiliate.

GLOBAL CROSSING TELECOMMUNICATIONS, Rochester, New York 01/00 - 10/01

Senior Management Consultant - Human Resources (16,000 employees)

Reported to Director of Global Staffing. Managed in a consultative manner

the following areas: College Relations, Global Staffing initiatives,

Employment Branding Campaign, Recruitment Advertising, Employee Referral

Program and in the Mentoring and Diversity Programs. Managed analysis of

global recruitment strategies and Human Resources processes, and the design

and implementation of a Global College Recruitment Program.

Global Recruitment Strategies, HR Processes & College Relations.

o Increased productivity and efficiency of the Staffing Operations

team, reduced cost per hire and ensured outreach to /applications

from diverse and minority job seekers.

o Created, trained, and worked with cross functional teams of

employees chosen to represent their company at industry events,

trade shows/career fairs, and on college campuses across the

country which ensured a consistent company look, feel and message

at these events.

o Streamlined the recruitment process, initiated career planning, and

reduced cost per hire. Also motivated senior level executives and

management teams across regions to buy into a global college

recruiting initiative.

o Built and maintained strategic relationships with targeted college

campuses and launched company branding initiative on campus to

ensure that accurate, high quality, consistent information was

readily available there.

o Designed, implemented and managed a company wide Summer Internship

Program which saw a 60% increase in the number of both minority and

female applicants and hires.

From 1994-2000, was a Consultant in the Western Central Region of New York

State with a Not-for-Profit organization and K-12 / Higher Education client

base facilitating the development of grants project proposals from

inception to submission. From 07/99-08/02, was a Professor at the

University of Rochester in Rochester, New York in the Center for Judaic

Studies and the Department of English/Film Studies. Had previously been an

Instructor at the University of Rochester from 1990-1997 while working on

my PhD.

EDUCATION: University of Rochester, Rochester, New York

PhD, English Department (Cultural Studies), 1999

MA, English Department (Film Studies), 1992

McGill University, Montreal, Canada

BA, English Literature/Psychology, Summa cum Laude

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