Human Resource Resources
Resume:
CHERYL CHAMPOUX, GPHR, SPHR, CCP, CBP, GRP, WLCP
Lockport, Illinois 60441
**********@*******.***
EXECUTIVE PROFILE
Human Resource Executive with proven success in elevating the human
resource function from a transactional process to a key business partner.
A strategic and operational professional with a high level of integrity,
who collaborates with leaders to achieve key organizational objectives.
Background includes leadership roles in health care, manufacturing, Fortune
100 companies, non-profits and education through all stages of
organizational growth. Experienced in matrix, multi-site, union and union-
free organizations, acquisitions and divestitures. Generates competitive
advantages through improving work force effectiveness and retaining talent.
Innovative self-starter who anticipates obstacles and develops and deploys
action plans to ensure customer satisfaction.
. Strategic Planning - Developed annual, three, five and ten year
strategic plans linking human capital with operational needs
contributing to profitability and organizational effectiveness.
. Cultural Transformation/Change Management - Created environments that
instilled desired values, developed managerial styles, and embraced
diversity by successfully implementing cultural transformation
programs. Resulted in enhanced customer and employee satisfaction,
continuous quality improvement, fiscal management, increased
productivity, empowerment and accountability.
. Talent Acquisition and Management - Developed employment branding
themes, innovative marketing techniques, values-based interviewing,
and mentor based on-boarding with a retention focus. Resulted in
reduced vacancy rates, time-to-fill and turnover while enhancing
manager satisfaction and employee inclusion.
. Human Capital Development - Designed and implemented training
programs, individual developmental and succession plans to prepare the
workforce for competitive advantage. Implemented diversity integration
and conflict resolution programs to foster a high performance
workforce. Education and experience as a psychologist and educator
enhances approach to employee development and organizational
effectiveness.
. Operational Efficiency/Organization Effectiveness - A key contributor
in establishing a culture of continuous improvement through the use of
quality tools and measures to achieve business objectives.
. Employee/Labor Relations - A proven history of managing complex
employment matters, reducing organizational liability and increasing
workplace satisfaction. Best practice policy creation and deployment
to insure consistency and regulatory compliance. Success in
representing the organization at federal and state dispute resolution
hearings and achieving desired outcomes in grievances, arbitrations
and negotiation of union contracts. Advanced training in
investigation, conflict management and crucial conversations.
Extensive training and experience in union avoidance.
. Compensation/Benefits/Performance Management/Rewards/Work Life -
Designed and implemented fiscally responsible, comprehensive
compensation, benefits, total rewards and performance management
systems. Negotiated with vendors and unions to achieve desired
outcomes. Advanced certification in compensation, benefits, work-
life and global remuneration.
. Regulatory Compliance - Subject matter expertise in: NLRA, EEO,
ERISA, FLSA, FMLA, ADA, USERRA, OSHA and other related compliance
legislation.
EXPERIENCE
ST. FRANCIS HOSPITAL & HEALTH CENTER, Blue Island, Illinois
2002 - 2008
SSM HEALTH CARE, St. Louis, Missouri
An entity of SSM Health Care, one of the top Catholic healthcare systems,
the first healthcare winner of the Malcolm Baldrige National Quality Award.
St. Francis was the winner of the Illinois Lincoln Silver Award for
Progress Towards Excellence. A 470-bed hospital with 1650 employees, 420
physicians and 175 volunteers. Responsible for all human resource
functions for St. Francis Hospital and post acquisition activities on
behalf of the parent company, SSM Health Care.
Vice President Human Resource Management & Development
Divestiture and Acquisition Human Resource Management - Significant focus
over the last three years on SSM Health Care's corporate strategic plan as
it related to its Blue Island entity:
? Initially prepared for a divestiture, then revised all materials for
an acquisition.
? Conducted a feasibility and cultural needs assessment of the merging
organizations.
? Provided all HR documentation and exhibits for a comprehensive due
diligence of policies, practices and procedures for benefits,
compensation, recruitment, employee relations, regulatory and legal
disclosures.
? Improved employee satisfaction by 17% (from 73% to 90% overall job
satisfaction), during chronic volatility, which exceeded benchmark for
Illinois healthcare organizations.
? Designed severance policy and benefits package which accounted for
$15M of a $40M close budget. Prepared, in conjunction with legal counsel,
all regulatory notices (WARN & Group Separation and Release).
? Designed and implemented, within three weeks, seven on-site job fairs
with over 100 local employers to assist in re-employing the workforce.
? Established a full-service on-site career center available daily for
sixty (60) days; servicing approximately 1,600 employees.
? Developed and deployed, in two weeks, a plan for 70 full-day
workshops focused on career and transition skills to serve over 1,100
extremely diverse exempt and non-exempt employees.
Vice President Human Resource Management and Development
Operational Human Resource Management - Accountable for all operational
aspects of human resources, organizational learning and development,
auxiliary, gift shop and volunteer services.
? Extensively involved in SSM Health Care corporate committees and
initiatives:
. Key contributor of a corporate-wide medical discount program
offering reduced benefit premiums for employees with earnings below
established income levels
. Selected to serve on the corporate strategic human resource
committee which set short and long term HR direction for SSM Health
Care
. Co-chaired the SSM Corporate Tobacco-Free HR Steering Committee,
implementing system-wide tobacco-free facilities within six months
. Hospital chairperson for SSM Corporate Steering Committee.
Implemented a multi-year cultural transformation program known as
"Achieving Exceptional Patient Care"
. Corporate co-chair of the "Selecting Exceptional Employees" sub
team. Created a values and behavioral based interview process
which was adopted system-wide
. Corporate HR committee member for the selection and integration of
system-wide human resource and productivity monitoring systems
? Redesigned the recruitment function which dramatically decreased time-
to-fill by 52 days, decreased difficult to fill vacancy rates by 56%,
reduced outside agency expense by $6M per year and increased hiring
manager satisfaction by implementing the following:
. Comprehensive employment "branding" strategy
. Mission-driven, values-based behavioral interviewing which reduced
turnover by 33% in service positions
. Developed and implemented innovative recruitment events to recruit
for hard-to-fill positions which achieved a positive ROI
. Creative direct mailing and non-traditional advertising methods
enhanced "employee brand" resulting in acquisition of talent
? Created a total rewards strategy to further enhance recruitment and
retention by:
. Instituting market-based pay and pay-for-performance making
salaries market
sensitive and competitive and instilling personal
accountability
. Implementing new pay practices for shift differential, call pay and
other bonus pay programs; with an annual savings of 1% of base pay
. Developing a comprehensive performance review system that
integrated and linked the SSM Health Care and St. Francis Hospital
mission and goals to the department goals, the employee's
individual job and behavioral goals
. Designing a PTO (Paid Time Off) program resulting in a savings on
average of $1.3M annually
. Offering voluntary benefit programs which included concierge
services, Section 125 pretax transportation program, pre-paid
legal, identity theft insurance, 529 college savings accounts to
enhance Corporate benefit programs
. Providing an on-site fitness center, exercise classes, support
groups, annual wellness screenings and incentives for healthy
lifestyles
GOSHEN HEALTH SYSTEM, Goshen, Indiana
1998 - 2001
A 131-bed hospital with 16 physician practices, 250 staff physicians, 450
volunteers, 1,100 employees, 4 retail pharmacies, 2 occupational health
centers, home health and hospice, home durable medical equipment, managed
care organization and a joint venture cancer treatment center.
Vice President of Quality Outcomes and Human Resources - Directed all
operational aspects of human resources, performance improvement and risk
management, volunteer services, training and education, medical staff
affairs, continuum of care and community health promotion.
? Improved recruitment by 30% and retention by 3%, saving the health
system over $1.2M annually by investing $1M in a market-based pay program
and eliminating the salary "step-system."
? Enhanced employee performance by instituting pay-for-performance
based upon the accomplishments of the health system, department and
individual goals. Introduced the concept of variable pay.
? Saved the Health System $1.5M annually by revamping and enhancing all
employee benefits reducing terminations due to dissatisfaction with
benefits by 40%. Added voluntary benefits and employee convenience
services.
? Saved the Health System $825,000 annually by changing the pension
plan from 100% Money Purchase Plan to a 401(k) Savings and Retirement
Plan, while providing employees with more comprehensive choices and
reduced administrative costs.
? Eliminated $1.2M annually in duplicate administrative fees by
consolidating all benefits between for-profit and not-for-profit entities
while facilitating transfers between system entities.
? Reduced employee turnover by 20% by revamping general orientation and
developing a uniform department orientation for all employees.
? Developed an annual performance evaluation process that linked the
Health System's mission and goals to the employee's department goals,
individual goals and individualized developmental plan, instilling
employee accountability.
? Improved quality outcomes, reduced length of stay and developed
surgical protocols for gallbladder and orthopedic surgeries.
? Worked with the PRO from Medicare to collect data in six clinical
areas for a nation-wide study. Study published in JAMA, October 4, 2000.
TRI-STATE BUSINESS GROUP ON HEALTH, Evansville, Indiana
1994 - 1998
A non-profit regional business coalition established by businesses in the
Evansville-area, including large, mid-size and small companies in Southwest
Indiana and Northwest Kentucky, whose mission was to provide quality and
affordable health care coverage for their employees.
Executive Director - Directed the business coalition in achieving its
mission by promoting and monitoring continuous quality improvement in
healthcare, controlling costs, fostering personal accountability,
advocating wellness and improving the healthcare industry by working with
physicians, hospitals and managed care vendors to assist businesses in
managing their healthcare costs.
? Increased membership from 7 companies to 75; quadrupled funding
levels.
? Organized the Partnership for Health Care Information consisting of
business leaders, hospital administrators, physicians, university
educators and managed care vendors dedicated to improving the efficiency
and quality of health care in the Tri-State.
? Published quarterly health care outcomes reports: community-based;
hospital and ambulatory comparatives; physician-specific; diagnosis-
specific and HEDIS report cards.
? Developed, implemented and marketed 3 fully insured HMO and 3 POS
healthcare products for coalition members providing a quality and cost
effective health care plan to members while generating income for the
Business Coalition.
? Implemented community-wide disease management programs for adult and
pediatric asthma and diabetes through partnerships with pharmaceutical
companies, physicians and the University of Southern Indiana.
? Established community flu shot program. Initiated community programs
for cholesterol, hypertension, tobacco cessation and depression
management.
? Developed and implemented a wellness program and community-wide
directory of services for business consisting of benefits analysis,
utilization patterns, employee risk assessment and programming.
Integrated wellness programs into 18 distinct businesses in one year.
? Implemented clinical pathways and utilization standards for cardiac
care with the assistance of cardiologists. In conjunction with select OB-
GYN's, developed hysterectomy, C-section and V-BAC guidelines.
ALUMINUM COMPANY OF AMERICA, Newburgh, Indiana
1990 - 1994
Warrick Operation, a division of ALCOA, is a fully integrated aluminum
smelting and fabricating facility producing rigid container sheet for the
beverage and food can industries.
Employee Services Supervisor, 1992 - 1994
? Implemented strategic planning and managed Warrick Operations
Employee Benefits which totaled $27M in 1993.
? Reduced annual medical increases from 20% to 5% within two years
through the implementation of managed benefit plans for active and
retired Alcoans.
? Saved $4.25/$1.00 through the implementation of proactive preventive
healthcare plans and wellness programs for 14,000 covered lives,
positioning ALCOA for both short and long term savings through early
detection, lifestyle changes and education.
Human Resource Supervisor, 1990 - 1992
? Directed and strengthened programs in employment, college relations,
recruiting, training and diversity initiatives, EEO/AA, Tri-State
educational enrichment, employee benefits and wellness activities.
? Reduced health care costs by 15% in two plan years through the
creation of the APPlause health care system (Alcoa's Preferred
Providers).
? Increased minority employment and retention by 39% in two years
through redesigned diversity programs and the implementation of
Consulting Pairs.
? Redesigned educational awareness and enrichment programs for selected
Tri-State area grade and high school students and directed recruitment at
eighteen post-secondary facilities which enabled Warrick Operations to
maintain its diverse, highly skilled technical work force.
CONNECTICUT GENERAL LIFE INSURANCE COMPANY, Bourbonnais, Illinois
1985 - 1990
A CIGNA Healthcare Company. The largest claims office in the Midwest.
Senior Assistant Manager, Midwest Medical Claim Service Center
? Managed eight national accounts in a regional medical claim office.
? Increased customer satisfaction from 89% to 98% within one year on
all medical accounts.
? Performed all human resource and training functions for the national
accounts office with approximately 75 annual new hires and 400 employees.
EARLIER PROFESSIONAL WORK EXPERIENCE
STATE OF ILLINOIS, DEPARTMENT OF CORRECTIONS, Joliet, Illinois
1982 - 1985
Joliet Correctional Center
Psychologist
HANDICAPPED AND ELDERLY PERSONAL TRANSIT, Joliet, Illinois
1979 - 1981
Currently known as PACE
Director
KENNEDY JOB TRAINING CENTER, Palos Park, Illinois
1976 - 1978
Head Evaluator
WILL COUNTY SHELTERED WORKSHOP, Joliet, Illinois
1974 - 1976
Director of Evaluation
LUDWIG GRADE SCHOOL, Lockport, Illinois
1973 - 1974
Teacher
EDUCATION
Master of Science, Human Relations Services, Governors State
University, University Park, Illinois
Bachelor of Science, Psychology/Education/History/Sociology, Lewis
University, Romeoville, Illinois
CERTIFICATIONS
SPHR, Senior Professional Human Resources
GPHR, Global Professional Human Resources
CCP, Certified Compensation Professional
CBP, Certified Benefits Professional
GRP, Global Remuneration Professional
WLCP, Work-Life Certified Professional
K-9 Illinois Teaching Certificate #0987857
6-12 Illinois Teaching Certificate #0987856
Certificate, Health Promotion and Worksite Wellness
BOARD MEMBERSHIPS AND PROFESSIONAL AFFILIATIONS
SHRP, Society for Human Resource Professionals, Past Board Member
SHRP, Society for Human Resource Professionals, Past Professional
Education Co-Chair
Southland Healthcare Forum, Past Board Member
ACHE, American College of Healthcare Executives
ASHHRA, American Society for Healthcare Human Resource Management
ASTD, American Society of Training and Development
IFEBP, International Foundation of Employee Benefits Plans
SHRM, Society for Human Resource Management
World at Work
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