Human Resources Manager

Gregory Howat 207-***-****(o)

** ******** ****** 207-***-****(h)

Bangor, Maine 04401 ******@********.***

_____________________________________________________________________________________

Professional Summary

Senior Human Resources executive with over twenty-five years of broad Human Resources leadership

experience within health care, academic and industrial environments. Strong background in organizational

development, employee/labor relations, recruitment and retention, compensation, benefits administration and

HRIS. Experience aligning HR systems to achieve organizational mission.

Professional Experience

Eastern Maine Medical Center, Bangor, Maine 6/2001 to present

Vice President, Human Resources and Education 4/2002 to present

_____ Director, Human Resources 6/2001 to 3/2002

Direct Human Resources, Education and Training, Employee Health, and Employee Wellness

functions at this flagship regional tertiary care medical center of an integrated state-wide health system

(Eastern Maine Healthcare Systems includes 6 other hospitals), medical center employs 3700, annual

expenses of approx. $550 million. Member of senior leadership team responsible for operations and

administration.

• Identifying strategies to reduce costs by 10% while maintaining competitive position and continue to

provide very good patient care.

• Key executive leading cultural transformation to improve patient, physician and employee satisfaction

and loyalty.

• Primary trainer/coach using Quint Studer principles to improve accountability, retain high performers,

improve middle performers and move low performers.

• Plan and present in quarterly training for 300+ leaders to improve leader competencies and consistency.

• Led system workgroup that developed competency-based senior leader succession planning program for

entire health system.

• Promoting just culture, identify and eliminate “near misses” in Health System’s commitment to eradicate

avoidable errors, infections, patient falls, etc.

• Leading effort to improve employee engagement

• Implemented employee wellness program recognized by WELCOA with Gold Award.

• Planned and implemented online system to streamline recruitment process from requisition of staff to

onboarding. EMMC processes 26,000 applications per year.

• Administers compensation system to ensure market competitiveness for all job classifications.

• Implemented new leadership performance management process based on balanced scorecard

• Implemented team interviewing to improve selection and retention of employees.

• Implemented focused effort to reduce turnover with first 90 days.

• Developed model for periodic employee forums to enhance communication and promote employee

engagement. Share presentation duties with CEO and other vice presidents for 90 sessions per year.

• Member of Eastern Maine Heath Systems Human Resources Affinity Group charged with identifying

opportunities for standardization/centralization of HR functions within the health system.

Medical College of Ohio, Toledo, Ohio 11/1997 to 6/2001

Administrator for Human Resources_____________________________________________

Responsible for design and implementation of human resources programs and services for 3400

employees of the academic medical center. Reported to medical center CAO.

• Championed successful installation of $750,000 HRIS initiative in 12 months.

• Developed and implemented leadership academy to ensure core competencies among 300

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Gregory Howat

leaders.

• Created performance management system incorporating position description for all levels of

management.

• Established Human Resources web site (most visited site at the Medical College of Ohio) to

make HR tools and processes more readily available to customers.

• Designed and implemented flexible benefits for 3400 employees as part of the strategy to retain

and recruit employees and faculty.

• Directed HR team in the recruitment of 540 professional, technical, and service employees in

one year.

Detroit-Macomb Hospital Corporation, Warren, Michigan 6/1993 to 11/1997

______Corporate Assistant Administrator, Human Resources 1994 to 1997

Responsible for planning, developing and implementing corporate-wide human resources/ labor

relations for this healthcare system comprised of two hospitals and various ancillary facilities with 4100

employees and 3 unions. Reported to President.

Director, Human Resources Macomb Hospital Center 1993 to 1994

Responsible for employee and labor relations, employment, compensation, human resources policies

and procedures for 1800 employees, 370-bed acute care hospital. Reported to Hospital Administrator.

• Developed performance management system for 4000 employees encouraging coaching and

improving individual performance.

• Implemented quality improvement process reducing benefits administration costs.

• Introduced flexible benefits for 4000 employees controlling costs and improving retention/recruitment.

Crittenton Hospital, Rochester, Michigan 9/1986 to 6/1993

_____Director, Human Resources______________________________________________________

Administered entire scope of human resources/labor relations functions including wage and salary

program, chief spokesman in collective bargaining, grievance resolution, pay for performance, union

avoidance and regulatory compliance for 290-bed community hospital offering broad spectrum of

healthcare services. Employed 1400 staff.. Reported to President.

• Developed Affirmative Action Plans, implemented FMLA policy and procedures, resolved

EEOC charges, ensured compliance with INS requirements.

• Reduced $50,000 of annual legal fees by personally representing hospital in human resources and

labor relations legal matters.

• Converted 500 employees from automatic pay progression to pay for performance system.

AAR Brooks & Perkins, Inc., Livonia, Michigan 9/1983 to 9/1986

______Manager, Employee Relations_____________________________________________________

Responsible for administering human resources policies and programs for 300 salaried and UAW

employees. Reported to Division General Manager.

• Designed gainsharing program.

• Managed health and safety functions.

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Gregory Howat

LaSalle Machine Tool, Inc., Warren, Michigan 5/1979 to 9/1983

______Plant Supervisor, Personnel_______________________________________________________

Responsible for labor/employee relations and administration of HR policies.

Reported to Division General Manager.

• Participated in UAW negotiations and arbitrations.

• Staffed skilled trades and engineering positions.

• Coordinated skilled trades apprentice program.

Education

•Juris Doctor cum laude Wayne State University Law School, Detroit, Michigan

•Master of Business Administration Wayne State University Graduate School of Business

(Human Resources Concentration)

•Bachelor of Arts in Business Administration. Wayne State University School of Business

(Human Resources/Labor Relations)

Military Experience

US Army, three years active duty. North Vietnamese language interpreter, diversity seminar instructor,

recruiter, served in Viet Nam, honorably discharged.

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