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Management Human Resources

Columbia, Maryland, 21045, United States
May 25, 2010

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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


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


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


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


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


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


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


Employed a targeted "Buddy" system for employees involved in major

local acquisition. Results: successfully integrated independent

workforces, improved employee relations, and balanced workload.


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


2009 Reorganized Human Resources

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