Professional Profile
Dr. Lorenzo Hester is a visionary leader able to provide direction,
clarity and focus while aligning best practices with organizational
objectives. He excels at creating a collaborative atmosphere,
encouraging partnerships across business units. Dr Hester has a
broad knowledge base of current and emerging management and
organizational development practices. His key areas of expertise
include:
Strategic Purpose-driven, real-world mission statement
Planning development. Full life cycle recruiting
strategies. Organizational change management and
policy development.
Employee Design and delivery of successful retention and
Relations recognition programs. Expertise in EEO, AAP and
Affirmative Action.
Labor Management Successful negotiation of collective bargaining
contracts, maintenance of ongoing labor relations.
Expert level of knowledge on employment
law/employee relations issues.
Leadership Identify new ideas and champion them from
conception to completion. Integrity-based
leadership.
Professional experience
Human Resource Executive 2008 - Present
City of Baltimore, Department of Public Works,
Baltimore, MD
Provide pivotal, strategic HR leadership for the Department of
Public Works, the largest city agency of Baltimore with 2,750
employees. Direct staff to maximize employee development through
effective use of employee/labor relations initiative, performance
management, policies/procedures, and safety training. Advised
Director and Senior Staff relative to legal, ethical and moral
issues and established policies/procedures to ensure consistent
application. Identified critical objectives, including maintaining a
flexible workforce, prioritizing three-year objectives, and building
sustainable organizational capabilities, behaviors, structures, and
processes to support strategy. Represent agency at labor/grievance
hearings; active member of negotiation team for collective
bargaining agreement.
Operate at Executive Staff Level in directing the business and
resolving organizational issues.
Developed and communicated HR Vision and change management
initiatives involving policies and procedures, performance
management, and organizational design. Result: Upon implementation,
saved $50,000 through reduced grievances, improved employee/labor
relations, and improved employee morale.
Facilitated strategic planning retreat for executive team,
culminating with a purpose driven mission statement, forward looking
vision statement and a sophisticated, results driven three to five
year strategic plan.
Reshaped HR from transactional to transformational in its approach
to providing professional services to internal clients as well as to
prospective employees. Results: Improved HR efficiency and image by
training and refocusing staff to provide quality counsel, delivering
accuracy and timely reports, introducing HR metrics for
accountability
Implemented a full life cycle recruiting strategy to decrease
critical positions vacancies. Result: Upon implementation, managed
cost to hire to below 30% for critical positions,
Formulated and administer new HR policies; employee suggestion
system, moral survey; various other employee motivational and
communication programs.
Provided strategic leadership to senior executives with rigorous
collaboration in large scale workforce reduction plan. Results:
Strong employee and leadership buy-in, flexible workforce
assignment, and no legal actions.
Provided training and development for management and employees.
Results: Improved employee relations, understanding of policies and
procedures, and reduced legal issues.
Facilitated and employed behavioral-based coaching with executives,
management, and staff members. Results: Executives and managers
alike were afforded with the necessary tools needed to engage,
plan/set expectations, move to action, and sustain change.
Human Resources Director 2006 - 2008
Bon Secours Baltimore Health System,
Baltimore, MD
Directed daily HR operations and strategic planning for this health
services facility providing a broad range of hospital and
community-based services. Managed employee / labor relations, HRIS,
organizational efficiency / development, recruitment, benefits
administration, compensation, training, and safety.
Implemented a full life cycle recruiting strategy that decreased
critical positions vacancy from 38% to 6% in 10 months,
significantly decreasing use of temporary agency cost by $400,000
Aligned HR capacity with organizational strategic goals to support
key drivers, such as employee engagement, decrease cost of service,
and organizational transformation.
Partnered with executive leaders to formulate and execute strategies
to drive business success, Results: Created innovative programs such
as the flex nurse pool, OR process facilitation and conflict
resolution for various units.
Successfully negotiated collective bargaining agreements, provided
on-going employee labor relations.
Led development and implementation of new compensation systems.
Results: Improved employee relations, internal alignment, external
competitiveness, and 20% turnover reductions.
Developed an innovative nurse recruiting strategy, decreasing nurse
vacancy by 30% within six months of implementation.
Renegotiated controlled costs in benefits plans for Bon Secours
Health System. Result: Reduced costs by $1 million.
Provided training and development for management and employees.
Results: Improved employee relations, understanding of policies and
procedures, and reduced legal issues.
Adjunct Professor
2006 - 2009
Bowie State University, Graduate School of Business
Presented college level courses in Business, Human Resources,
Organizational Behavior, Statistics, and Strategy to university
students.
Prepared students for HR certification.
Supervised graduate thesis experiences.
Advised students in associated programs of study.
Conducted lectures to students on business practices and management.
Researched and compiled bibliographies of specialized materials for
outside reading assignments.
Planned, coordinated, and participated in special events involving
university and community officials.
Results: The gratification of knowing a life has been forever
enhanced through the power of education
Manager of Human Resource Business Systems 2002 - 2004
American Red Cross, Washington, D.C.
Managed both the human resource planning and technology function,
which included project management, the daily entry of HR
transactions into HRIS and the supervision of the day-to-day
activities of HR staff. As subject matter expert (SME), directed
activities between HR and Payroll, information systems, and third
parties (vendors and consultants).
Advised and counseled management and staff on a variety of human
resources issues, including disciplinary actions, career
development, performance issues, working relationships, EEO-related
issues, employment decisions, and policies / procedures
interpretation and application.
Led development and implementation of new health care
administration: Results: Eliminated $12.65 million health care cost
by outsourcing benefits administration for 30,000 employees
Reduced HR data-entry errors by 90% with deployment of pre-audit
system.
Introduced and directed a corporate centralized employment function
operating as an in-house sourcing unit to reduce costs and
streamline operations.
Strategic HR Business Partner 1990 - 2001
Smith & Nephew, Inc., Memphis, TN
Directed the planning and implementation of the HRIS for a global
multi-national enterprise with 6,800 employees across 32 countries.
Directed the strategic planning and implementation of HRIS systems
to include major updates, maintain system tables, and provide user
support.
Increased 401(K) participation by 36% among non-highly compensated
employees by target marketing strategy.
Launched employee recognition programs to enhance retention
strategy: Going the Extra Mile (GEM)
Implemented a performance-based management system including an
evaluation performance appraisal instrument. Trained employees on
its use and oversaw evaluation of 8,000 of the 8,500 employees in
the first 3 years.
Developed HR planning, including succession planning and work force
forecasting. Results: Developed a two year machinist apprentice
program; eventually certified 20 machinist in four years
Improved performance and productivity in Sales division with
delivery of sales compensation system, which was based on key
performance criteria.
Served as company officer for EEO and AAP: Results: Eliminated
deficiencies in sales categories of minorities and females.
Provided effective communications during divestiture and plant
closings. Results: Significantly limited premature turnover and
retained experienced workforce during transition.
HR Manager 1987 - 1990
Sedgwick James & Company, Memphis, TN
Counseled managers and staff on various HR issues to include
recruiting and retention, interviewing skills, disciplinary actions,
performance management, compensation, and benefits administration.
Managed employee benefit programs including FMLA, FSA 125 accounts,
and Workers' Compensation.
Managed full-life cycle recruitment function. Results: Reduced cost
per hire to below 30% for exempt hires.
Coordinated both expatriate and foreign nationals programs
(training, benefits, compensation & visas).
Created Manager Handbook covering HR-related policies and
procedures. Results: Improved employee relations, leadership
practices, efficiency, performance management, professionalism and
consistency.
Employed a targeted "Buddy" system for employees involved in major
local acquisition. Results: successfully integrated independent
workforces, improved employee relations, and balanced workload.
Education
Doctorate Business Administration, Nova Southeastern University, Ft.
Lauderdale-Davie, FL
Master of Business Administration, Finance, Union University,
Jackson, TN
Bachelor Business Administration, Finance, University of Memphis, TN
Professional Accreditation
Society for Human Resource Management Certification (SHRM), PHR
American Society for Training and Development (ASTD)
Association of Psychological Type (MBTI)
Center for Creative Leadership
Executive Coaching Behavioral Coaching Institute
Select Accomplishments
2006 Sigma Beta Delta award
2007 Top Executive Award
2009 Morale Cost - Executive Report (recognized by Mayor as
outstanding)
2009 Reorganized Human Resources