Human Resources Management

Location:

Coraopolis, PA, 15108

Posted:

November 02, 2010

Contact this candidate

Resume:

Theresa A. Drye, PHR, MBA

**** ******* ***** ? Coraopolis, PA 15108 ? 412-***-**** ?

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

Career Summary

Senior healthcare executive with progressive and diverse leadership

experience. Effective at incorporating clinical, financial, operational

and human resource services into the overall strategic plan. Provides

leadership that creates a dynamic labor market, increased market share and

improved clinical quality.

EXPERTISE

Design and implementation of strategically aligned HR strategy

Management development; internal management consultant

Performance Improvement

Union relations including contract negotiations, compliance and

grievance resolution

Union avoidance training and strategy

Cultural and organizational effectiveness; change management

Workforce planning; recruitment and retention

Labor cost/productivity management

Compensation and benefit design

Legal compliance

Professional Experience

Nanticoke Health Services, Seaford, DE

2006 - 2010

(NHS) is a 139-bed community hospital with a 110-bed long term and rehab

facility and extensive physician practice network; employs 1,145 staff in

the hospital, long term care and physician practices.

Chief Administrative Officer/VP of HR, Reported to the CEO and managed

$70M budget, 2008 - 2010

Responsible for Human Resources, Risk Management, Medical Staff Office,

Patient Experience, Laboratory, Cardiology/Cardiac Rehab, Food Service,

Nutrition Services, Respiratory, Physical Therapy, Occupational Health,

Community Outreach/School Based Wellness Programs and Long Term Care

facility.

Vice President, Human Resources and Ancillary Services, 2006 - 2008

Responsible for Human Resources, Food Service, Environmental Service,

Facilities, Emergency Management, Occupational Health, Child Care Center

and Fitness Center.

Leadership

. Improved financial performance from $10M loss to $2M gain in 24 months

through revenue enhancement and growth, cost reductions and improved

productivity.

. Secured $4.5M in Delaware Economic Development Loan through enhanced

business plan.

. Successfully transformed organization from a conditional Joint Commission

accreditation in 2006 to full accreditation with minimal RFIs under new

grading system; NHS became the first accredited stroke center in

Delaware.

Human Resources

. Transitioned HR department from a task driven clerical/administrative

department to a professional strategic partner including assessment and

implementation of plan; evaluated HR programs, policies, practices and

workflow and implemented change while decreasing staffing by 3FTEs.

. Maintained effective employee relations during financial turnaround

resulting in maintenance of non-union environment. Designed and delivered

successful union avoidance programs.

. Successfully investigated and discharged all discrimination claims,

including physician claim, at

the administrative level.

. Realigned total compensation philosophy. Implemented comprehensive

benefit changes resulting in a 12% reduction in costs while increasing

home usage by 25%.

Theresa Drye

Page Two

. Redesigned pension plans resulting in a savings of $2M in first year.

Improved 403b investment portfolio while lowering fee structure.

. Developed strong working relationship with nursing leadership. Created

staffing forecasts and workforce plans. Reduced nursing turnover from

20% to 8% and eliminated agency use.

. Coordinated with Finance to implement, track and trend productivity

reducing 57FTEs through attrition.

. Championed a culture of service excellence including training and

evaluation; incorporated service competencies in hiring, development and

performance feedback.

. Coordinated first employee perception survey with 80% participation.

Moved organization through action planning and cultural change from 1% to

34% in one year.

. Designed safety program and improved workers compensation program

resulting in a 65% reduction in workers' compensation costs.

. Completed comprehensive salary review; completed internal and external

market adjustments; redesigned grade levels.

. Implemented successful employee and physician recognition programs

including Wall of Fame, Hidden Treasures and Stars of Nanticoke.

. Developed training programs including Leadership Development Institute,

clinical leadership development and cultural training programs.

. Improved HR efficiency by implementing time and attendance system,

applicant tracking system and performance evaluation/competency software

systems.

. Created timely metrics dashboards for Board, senior leadership and

management team.

. Improved employee engagement through HR Advisory & Recruitment and

Retention Committee.

Clinical Service Lines

. Provided leadership for operational turnaround of long term care

facility. Improved operations from $2.3M loss to breakeven through

improved admissions, improved efficiencies, improved RUGS and increased

productivity. Recruited new Administrator and DON. Improved services

including the addition of hospice and the enhancement of rehab to

coordinate with hospital's orthopedic line. Long term care facility

successfully completed new QIS survey. Plan of Correction is now being

used as a model for other centers in the state.

. Improved lab services through physician outreach, improved processes and

more convenient hours. Successfully negotiated 5 year pathology contract

with enhanced service and a 3% per year increase.

. Coordinated interventional cardiology business line development.

Negotiated collaborative agreements with EMS and surgical back-up. Door

to table time of 61 minutes.

. Lead Nutrition Service Department to successful certification of

outpatient diabetes education program; developed successful diabetes

program outreach.

. Received Quality Respiratory Care recognition awarded to only 700

hospitals nationwide

Patient Experience/Ancillary Departments

. Introduced Patient Experience Program. Redesigned program from reactive

advocacy to proactive patient experience program including patient focus

groups, community experience groups and patient and staff communication

tools.

. Implemented Studer patient satisfaction program including pillars, AIDET

training, communication boards, rounding and discharge phone calls.

Developed service steering committees and multi-disciplinary process

improvement committee.

. Improved patient satisfaction from 1st percentile to 48th . New unit

positioned at the 98th percentile; Press Ganey Compass Award recipient.

Theresa Drye

Page Three

Mercy Jeannette Hospital/Pittsburgh Mercy Health System

2003 - 2006 A 568-bed tertiary care hospital.

Executive Director, Support Services, 2004 - 2006

Responsible for Human Resources, Food Service, Facilities, Environmental

Services, Security, Emergency Management, and Patient Transport

Director of Human Resources, 2003 - 2004

Manager of Benefits and Compensation, 2003

Achievements

. Member of the senior leadership team that facilitated a one year

turnaround from a $7million loss to a $700,000 loss after acquisition.

. Chief negotiator for successful contract negotiations with Teamsters and

with the Jeannette Professional Nurses Association providing for cost

reductions and work rule flexibility.

. Reduced benefit costs including health and welfare, workers compensation

and unemployment by 50%.

. Implemented transition of the community hospital into the Pittsburgh

Mercy/CHE value based culture.

Human Resources

. Responsible for organizational development, policies and programs

covering employment, compensation, benefits, performance management,

employee relations, recruiting and retention, and compliance with all

applicable federal, state and local laws.

. Developed appropriate policies and programs for effective management of

the human resource function including but not limited to employee

relations, career development, performance evaluations and diversity

initiatives.

. Coordinated and/or represented the Hospital in dealing with the National

Labor Relations Board, Federal Mediation and Conciliation Services or

other similar agencies.

. Created a strategic working relationship with several unions resulting in

mid contract concessions and work rule changes.

. Planned and implemented labor contract planning including public

relations, negotiation plan book, strike plan and legal compliance

reviews.

Operations/Support Services

. Provided management oversight for strategic planning, budget analysis,

work process design, reporting and inter-departmental relations.

. Responsible for the oversight of the contractual relationship with third-

party vendors in the areas of Housekeeping, Dietary, Employee and Patient

Transportation and Television Service.

Point Park University, Pittsburgh, PA

1990 - 2002 A 3,500 student university serving

non-traditional students and students in the performing arts.

Director, Human Resources and Compensation, 1998 - 2002

Payroll Manager, 1997 - 1998

Business Administrator, Children's School Division, 1990 - 1997

Achievements

. Designed a new compensation structure after several years of wage freeze.

. Established a collaborative relationship with faculty.

. Coordinated a comprehensive job training program for work study students.

. Implemented a cultural awareness program for students, faculty and staff

after September 11th.

Theresa Drye

Page Four

Responsibilities

. Directed the operation of the human resource department including wage

and salary administration, classification, recruitment and selection.

. Responsible for employee relations in a participative environment with

both faculty and staff; maintained expertise in federal, state and local

employment and salary laws and regulations.

. Directed risk management, insurance administration and security

operations including supervision of outsourced security department.

. Facilitated emergency response team to ensure safety and security of

students, faculty, staff and visitors.

. Negotiated and administered collective bargaining agreements with

clerical and maintenance unions.

. Conducted training seminars on topics including sexual harassment,

interviewing, new hire orientation, performance assessment and other