Human Resources Manager

ANTHONY D. KINSLOW, SPHR

*** ****** ***** abifbn@r.postjobfree.com 615-***-**** (H)

Nashville, Tennessee 37218 314-***-**** (C)

SENIOR HUMAN RESOURCES EXECUTIVE

Over 20 years leadership experience and a proven record of adding value,

aligning HR with business objectives, and empowering an engaged team to

exceed expectations in demanding environments. Known as a visionary leader

and entrepreneurial change agent.

Key Skills include:

Strategic Planning Employee Engagement Union Avoidance

HR Architecture Incorporating HR Best Mergers and

Practices Acquisitions

Benefit Cost Elevating Employee Board Reporting

Containment Performance

PROFESSIONAL EXPERIENCE

SISTERS OF MERCY HEALTH SYSTEM - St. Louis, Missouri 2007-2009

(Eighth largest Catholic health system [30th overall] with more than 26

acute care hospitals, 36,900 employees and 4650 medical staff members-

including 1300 integrated physicians in 7 states, MO, OK, KS, TX, MS, AR,

LA, producing $4 billion in annual revenue)

Vice President for Human Resources

Led HR strategic direction for entire organization while serving on Senior

Management Team, CEO Council, Operations Council, and Chair, HR Council.

Oversaw eight management level direct reports including two Regional VP's

HR; VP HR of Mercy Health Plans; Chief Learning Officer; three Executive

Directors (Compensation/Talent Management, Benefits/Pension Services, and

Employee/Labor Relations); Director of HR Information Systems. Mentored

six hospital VP's HR and extended personal connection to system-wide HR

team of over 200 employees.

. Led HR transformation and strategic plan development to align with

corporate strategy. Improved efficiency and on pace to reduce people-

related costs by minimum of $9 million per year.

. Improved HR service scores in every measured category with overall up

tick from 2.0 to 3.2 on 4-point scale.

. Initiated successful efforts for corporate office recognition as best

place to work in region; and initiated efforts toward health system

recognition in Fortune Magazine's 100 Best Places to Work. Mercy

hospitals have been recognized as "Employers of Choice" in Oklahoma City,

St. Louis and Springfield, MO. One system hospital was named by Modern

Healthcare to Top 100 Best Places to Work in Healthcare, 2008/2009.

. Improved system-wide employee engagement scores that resulted in largest

single year system increase in eight years. Honored by Gallup as one of

the top 25 companies for employee engagement.

. Standardized performance evaluation and incentive programs. Implemented

leadership legal awareness training and expanded School at Work programs

to improve performance and learning across system.

. Unified benefit plan structures to reduce variability in plan structures

across system from 84 to 13; piloted health reimbursement account.

Reduced costs by $5 million annually recurring savings.

. Developed multi-functional teams to work on succession management,

diversity, policy development, green initiatives, employee engagement,

and impact of proposed labor legislation, pandemic preparedness, and

future workforce planning.

CASE WESTERN RESERVE UNIVERSITY - Cleveland, Ohio 2003-2007

(Private, not-for-profit university with nationally ranked engineering,

nursing, medical, and law schools; approximately 7000 employees and $1.2

billion in operating revenue)

Vice President for Human Resources

Chief Human Resources Officer responsible for all aspects of department

including vision, mission, and objectives. Direct reports included

Assistant VP (Benefits, Compensation, Records, and HR Information System);

Directors (Employee/Labor Relations; Training/Staff Development;

Employment; Equal Opportunity/Diversity and Affirmative Action; Foreign

Scholars); and Project Manager. Scope of responsibility involved 41

departmental staff to provide strategic and tactical human resources

services. Strategized with key leaders on staff objectives including

empowerment, performance management, organizational development, total

compensation, and quality of work life. Responsible for creating

environment that fostered fair policies and practices and legal compliance,

and celebrated diversity.

ANTHONY D. KINSLOW, SPHR PAGE TWO

. Established HR Shared Services program that is now a model in higher

education.

. Implemented benefit cost containment strategy that saved more than $20

million over 2 years.

. Developed award-winning supplier diversity program recognized 7 times by

6 organizations.

. Implemented first campus-wide engagement survey achieving 77%

participation rate on first effort.

. Developed employee housing incentive program assisting over 35 families

to move into campus communities.

. Received several awards, recognitions, and honors during tenure

including:

- College and University Professional Association Best Practices Award

(2004-2005)

- North Coast 99 Best Places to Work (2004-2005)

. Conducted in-house HR peer review with HR leaders from Caltech,

University of Chicago, and Southern California Edison to evaluate

effectiveness of HR programs.

. Renegotiated labor agreement with campus electricians with zero work

stoppages or special concessions.

. Revised contingency employee and independent contractor programs to

ensure compliance saving thousands in contractor fees.

. Established a revenue generating sole-source vendor program - received

$250K after first full year.

. Implemented leadership training programs resulting in 18% reduction in

litigation costs.

CALIFORNIA INSTITUTE OF TECHNOLOGY - Pasadena, California 2001-2003

(Consistently ranked as one of top 5 academic institutions nationwide, with

over 5000 employees and longstanding partnership with NASA's Jet Propulsion

Laboratory)

Director of Human Resources

Directed all aspects of Employee Relations, Leave and Disability

Administration, Workers Compensation, and Affirmative Action. Updated

university policies, staff handbook, and administrative procedures to

improve clarity and increase use. Worked closely with Chief HR Officer on

all strategic matters. Oversaw Immigration Services during Director's

vacancy.

. Elevated respect for using HR guidance and performance management

principles by working directly with Nobel laureates on difficult people

issues.

. Reduced legal costs associated with employee matters by one-third.

. Improved return to work guidelines reducing leave and workers

compensation expenses by 10%.

VANDERBILT UNIVERSITY - Nashville Tennessee 1997-2001

(Recognized as premier academic and medical center with more than 30,000

employees, making it Tennessee's largest private employer)

Executive Director of Human Resources - Metropolitan Nashville General

Hospital (2000-2001)

Chief Human Resources Officer for hospital managed by Vanderbilt University

Medical Center pursuant to alliance formed by Vanderbilt, Meharry Medical

College, and Nashville Metropolitan Government. Reported to hospital CEO

and prepared human resources-related board reports. Directed all aspects

of human resources for public hospital. Oversaw matters related to human

resources legal compliance, employee/labor relations, compensation

structure, staffing processes, policy development, and employee

development. Facilitated management and executive level training programs

for General Hospital, Vanderbilt, and Meharry. Renegotiated labor

agreement with service workers and nurses represented by SEIU. Instituted

leadership training. Curtailed abuses of sick leave. Prepared for and

successfully completed Joint Commission on Hospital Accreditation.

Director of Human Resource Programs (1997-1999)

Directed programs, procedures and budgets for key human resource functions

to include Employee/Labor Relations, Training/Organizational Development,

Staffing, and Temporary Services. Seconded Chief HR Officer in all matters

related to Vanderbilt's Collective Bargaining Agreement. Developed policy

and chaired policy and procedures committee. Planned and conducted

department organizational assessments. Wrote and reviewed employee

agreements, consultant contracts, and other documents related to staff.

Advised executive staff on employment issues. Spoke to groups regarding

policy and employment law issues. Mentored and supervised four managers

and one assistant director. Improved HR's responsiveness; elevated HR

profile among leadership.

. Directed retention and professional development initiative that improved

retention in key areas, 10-15%.

. Worked with legal on senior leader training; reduced legal cost

associated with employee relations issues.

. Implemented creative and entrepreneurial vendor agreement for temporary

services that returned $800,000.

ANTHONY D. KINSLOW, SPHR PAGE THREE

CASINO MAGIC CORPORATION - Mississippi, Louisiana, Greece, Argentina

1993-1997

(Casino gaming, entertainment, hospitality, hotel, and restaurant venues)

Director of Human Resources - Bossier City, Louisiana (1996-1997)

Chief HR officer for Bossier City operations. Developed staffing levels

and hired and trained 1100 employees for on-time casino opening;

competitive compensation and benefit packages; and all related policies and

procedures for newly opened facility. Oversaw development of employee

recognition programs, safety processes, and workers' compensation claims

procedures. Established and maintained diversity reporting procedures.

Supervised HR Manager, Employee Relations/Training Manager, Benefits

Manager, and Risk Manager.

Associate General Counsel - Bay St. Louis, Mississippi (1993-1996)

Assisted Executive Vice President and General Counsel with all aspects of

corporate legal activities to include providing direction on cases handled

by outside legal counsel, writing various commercial transaction agreements

for entertainment, property transfers, confidential document exchanges, and

leases. Worked on due diligence for corporate acquisition financing and

corporate annual filings. Oversaw handling of grievances and disputes

involving protected classes, sexual harassment, and responses to EEOC

charges. Developed company's attendance, progressive discipline, and

Native American casino management policies. Updated company's employee

handbook. Worked on land development and contractor agreements for new

hotel and golf course. Supervised Risk Manager, Worker's Compensation

Manager, and Fair Employment Manager. Trained managers to recognize and

prevent grievances. Assisted with documents to open casinos in Greece and

Argentina.

METROPOLITAN GOVERNMENT OF NASHVILLE - Nashville, Tennessee 1992-1993

Legal Assistant

Advised city and county agencies, boards, and councils on city charter

amendments, ordinances, and statutes through official opinions, memoranda,

and letters. Prepared briefs, motions, and responses to defend various

metropolitan government clients including convention center and city parks

department against lawsuits.

MILITARY BACKROUND

UNITED STATES AIR FORCE/AIR NATIONAL GUARD - Various Locations 1982-

2005

Lieutenant Colonel (Retired)

. Received Air Force Meritorious Service Medals, Air Force Commendation

Medal, Air Force Achievement Medal, Officer of the Quarter, Outstanding

Unit Award.

. Completed joint commissioning program: US Air Force Academy and ROTC.

EDUCATION

JD - Vanderbilt University School of Law - Nashville, Tennessee

Master of Arts in International Relations - University of Southern

California

Bachelor of Arts in Economics - California State University - Sacramento,

California

AFFILIATIONS

Juvenile Diabetes Research Foundation Board of Directors for St. Louis -

2008-current

Juvenile Diabetes Research Foundation Board for Cleveland - 2005-2007

National Association for African Americans in HR - 2007-current

Society for Human Resource Management - 1997-current

(Certified Senior Professional in Human Resources - 2005)

Board of Directors for the Metropolitan St. Louis area Urban League - 2009-

current

St Charles County, Missouri Merits Commission - 2009-2010

Sigma Pi Phi Fraternity Inc.

Alpha Phi Alpha Fraternity Inc.

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