Human Resources Resource

Richard Kropp Ed.D., SPHR

Career Summary

**** ** *******: Lourdes Healthcare

o Vice President for Human Resources

****-****: Caritas Christi Healthcare

o Senior Vice President for Human Resources

2000-2008: Cape Cod Healthcare

o 2001-2008: Vice President for Human Resources

o 2000-2001: Executive Director of Corporate Education

1991-2000: The Kropp Group (Formerly The Davies Group)

o Managing Partner

1981-1991: Wang Laboratories

o Director of Human Resources and Executive Development

Human Resources Knowledge and Expertise

Results oriented HR Executive with over ten years experience reporting to leadership in

complex healthcare environments undergoing organizational change.

Designed, developed, and implemented systems-wide initiatives to improve HR

processes, reduce issues, and increase service levels

Experience in relationship building and negotiating contracts with various unions

Created and led various initiatives around talent management, succession planning,

learning, team building, and knowledge management

Education

The Pennsylvania State University, Labor Economics, M.A. studies in process and

expected in December 2012

Cornell University, C.A.G.S. Labor Relations, 2003

Boston University, Ed.M., Human Resource Education, 1984

Boston University, Ed.D. Humanistic Psychology, 1988

Temple University, Graduate Studies, Organizational Development and

Communications, 1978

Mansfield University of Pennsylvania, B.A. Theatre Arts, 1972

RICHARD P. KROPP

ED.D., SPHR

46 Forest Lane 781-***-****

Scituate, MA 02066 *.*****@*******.*** 781-***-****

SENIOR HUMAN RESOURCE & ORGANIZATIONAL DEVELOPMENT EXECUTIVE

An engaging and inspiring leader with extensive experience in the comprehensive

leadership of large Human

Resource Organizations. Proven success in developing innovative HR strategies and

tactical plans that enable

the organization to achieve its goals. Demonstrated results in the continuous i

mprovement of HR Operations

leading to innovation, cost savings and improved service delivery.

Systems Integrator: Experienced in integrating diverse human resource organizations into

a unified human

resource organization; transformed the HR architecture from a traditional siloed

structure into a modern

collaborative one.

Trusted Business Advisor: Track record of working closely with the Board, CEO, and

Executive Teams to

create and implement people strategies to drive consistent growth across multiple bus

iness units.

Builder of Performance Cultures : Designed, developed, and implemented system-wide

initiatives to

integrate disparate talent management systems into an integrated process to manage

sourcing, selection, on

and off -boarding strategies as well as performance management, leadership development,

and succession

planning processes.

Driver of HR Innovation: Experienced in creating and implementing HR innovations

including: creating

retention programs for hard to fill positions, founding a nursing scho ol in

collaboration with a local

community college to solve the hospital system s nursing shortage problem, and reducing

workers

compensation costs by several million dollars per year.

PROFESSIONAL EXPERIENCE

LOURDES HEALTH SYSTEM, CAMDEN, NJ 2010-PRESENT

A regional healthcare system serving southern New Jersey and the Delaware Valley area

composed of two hospitals,

4000 employees and more than $500 million in annual revenue base. A member of Catholic

Healthcare East a network

of more than forty healthcare facilities based in the eastern United States.

VICE PRESIDENT FOR HUMAN RESOURCE

Reporting to the President and CEO and serving as a member of the CEO s management

council with

responsibility for leading all Human Resource functions including the talent m anagement

and succession

planning processes, executive compensation, compensation and benefits, labor and employee

relations,

employee health, and workers compensation.

Designed and implemented a new HR architecture to re-build the HR organizations into a

unified system

resulting in improved employee relations and customer service .

Implemented innovative retention programs to reduce the first year turnover in the

nursing ranks. The

program, Perfecting the First Year, designed to reduce turnover from 26.5% to 12.5%

within twelve

months.

Created a system-wide talent management system designed to attract and retain the best

and brightest

associates to enable the systems growth.

Implement a workforce planning process designed to ensure the right people i n the

right place with the

right skills at the right time.

Drove the redesign of the executive compensation program brining the system in line

with current

benchmarks and industry practice.

RICHARD P. KROPP ED.D., SPHR PAGE 2

CARITAS CHRISTI HEALTH CARE, Boston, MA 20082010

The second largest health care system in New England composed of six hospitals, 12,000+

employees and more than

$1.5 billion in annual revenue base. Acquired by Cerberus Capital Management in 2010.

Senior Vice President for Human Resources

Reporting to the Executive Vice President and serving as a member of the CEO s Leadership

committee with

responsibility for leading all Human Resource functions including the talent management

and succession

planning processes, executive compensation, compensation and be nefits, labor and

employee relations,

employee health, and workers compensation. Responsible for an HR team of 85 professionals

and a budget of

$3.5M.

Designed and implemented a new HR architecture consolidating six independent hospital

HR

organizations into a single unified system resulting in cost reductions of $5M and a

reduction of 40 FTEs.

Created an employee health insurance program consolidating multiple insurance providers

into a single

plan saving more than $10M per year.

Implemented innovative retention programs to reduce the first year turnover in the

nursing ranks. The

program, Perfecting the First Year, reduced turnover from 18.5% to 5% after the first

12 months.

Built an executive compensation and benefits program bringing consistency to all

executive members

across the hospital system.

Conceptualized and drove the revitalization of the nursing school and implemented the

Caritas Corporate

University.

Consolidated 17 payrolls onto one platform and implemented a unified human resource

informatio n

system.

Negotiated a five year contract with the nursing union and a four year contract with

1199SEIU Healthcare

Workers East.

Chaired the Board of Trustees of LabourE College from 2009 -2010.

CAPE COD HEALTHCARE (CCHC) 20002008

A regional health care system serving Cape Cod and comprised of 4000+ employees, two

acute care hospitals, a VNA, a

diagnostic laboratory, a skilled nursing facility and an assisted living.

Vice President for Human Resources

Reporting to the President and CEO and a member o f the Executive Team responsible for

leading Cape Cod

Healthcare s Human Resource and Education functions including labor relations,

compensation and benefits,

employment as well as the corporate learning center and system wide talent management

system. Ma naged a

team of 60 Human Resource Professionals and a budget of $1.5M.

Transformed HR into a valued strategic partner with line and clinical management by

integrating the HR

organizations from all acquired business units.

Drove the redesign, automation, an d process improvements in compensation, benefits,

recruitment,

performance management, and education. Realized significant cost savings, cycle time

reduction,

improved service delivery and credibility.

Trained a targeted group of CCHC employees to become m aster change agents in the GE

CAP and

Workout Processes in order to utilize, where applicable, the Change Acceleration and

Workout Process

across the CCHC system.

Created an educational collaborative with Cape Cod Community College graduating 100 new

RN s over a

three year period.

Served on a national task force sponsored by the Advisory Board to create a uniform set

of HR metrics to

measure all HR initiatives.

Drove the creation and implementation of an HR planning, talent management &

development system.

Partnered in the design and negotiation of nursing and general labor contracts based on

interest based

bargaining.

RICHARD P. KROPP ED.D., SPHR PAGE 3

Executive Director of Corporate Education

Reporting to the Vice President of Human Resources developed, implemented, and managed a

corporate

university integrating all clinical and non -clinical education. Responsible for CCHC s

leadership and talent

management functions. Managed a budget of $1M.

Created and managed the Leadership Academy for supervisory and management education

requiring each

manager to attend 40 hours of management education each year.

Led the creation and development of the Cape Cod Healthcare Occupational School by

collaborating with

community education groups, schools, and the state board of education.

Obtained more than $1M in grant funding to support the management of the Occupational

School s LPN,

CNA, RN, and Allied Health programs by collaborating with the local Work Force Investment

Board and

community partners.

Collaborated with Cape Cod Community College to create a customized nursing program

resulting in the

graduation of 100 new RNs over a four year period.

Served as a member of the Board of Trustees for the Cape and I slands Workforce

Investment Board.

THE KROPP GROUP, INC. (FORMERLY THE DAVIES GROUP, INC.) 19912000

A boutique full service Human Resource and Training Consulting company.

Managing Partner

Designed, developed, and implemented learning organization processes and knowledge

management

systems for various clients.

Developed management, executive, and continuing education programs.

Lead the restructuring of education functions for clients in such sectors as health

care, high tech, R&D,

non-profit, and education.

Designed and implemented Human Resource Departments.

Created, implemented, and evaluated performance management and competency modeling

systems for

clients in such sectors as R&D, publishing, health care, and automotive.

Facilitated programs and performance improvement processes as part of Maritz

Corporation s Standards

for Excellence.

WANG LABORATORIES19811991

A billion dollar worldwide technology manufacturing company on the cutting edge of

innovation creating the first

electronic calculator and word processor.

Director of Human Resources and Executive Development

Reporting to the Vice President for Human Resource Development and to the Executive Vice

President for

World Wide Operations responsible for executive development program s, general human

resource operations,

and international education.

Created and implemented programs to select, develop, and appraise the top 300 managers.

Developed Executive Compensation and Succession Management Systems.

Developed corporate-wide selection processes.

RICHARD P. KROPP ED.D., SPHR PAGE 4

EDUCATION AND CERTIFICATIONS

THE PENNSYLVANIA STATE UNIVERSITY, State College, PA

M.A., Labor Economics

Expected 2011

CORNELL UNIVERSITY, Ithaca, NY

C.A.G.S., Labor Relations

BOSTON UNIVERSITY, Boston, MA

Ed.D., Humanistic Psychology

Ed.M., Human Resource Education

TEMPLE UNIVERSITY, Philadelphia, Mansfield, PA

M.A. Studies, Organizational Development and Communications

MANSFIELD UNIVERSITY OF PENNSYLVANIA, Mansfield, PA

B.A., Theatre Arts

Member, AMERICAN COLLEGE OF HEALTHCARE EXECUTIVES

Senior Professional in Human Resources (SPHR)

PUBLICATIONS

1. Team Workout, HRD Press (2008).

2. Human Resource Planning and Development in Healthcare in Best Practices in Human

Resource

Management Jossey Bass (2006).

3. Self-Directed Teams, HRD Press (2001).

4. New Teams, HRD Press (2000).

5. 50 Activities for Team Building, HRD Press (1999).

6. Performance Management and Collaborative Leadership, AMS Press (1998).

7. Communicating in the Business Environment, HRD Press (1993).

PAPERS AND PRESENTATIONS

1. Defined Contribution Plans in the Healthcare Setting. A speech to the Lincoln

Financial client conference

at Philadelphia. November 2005 Creating A Corporate University, The 2008 Talent

Management

Conference, Orlando, March 2008.

2. Closing the RN gap through Community College and Healthcare System Collaboration, DOL

National

conference on Innovations for the Incumbent Workforce, Philadelphia June 2005.

3. Developing the Healthcare Workforce, National Workforce Investment Board Conference

February 2005,

Washington, D.C.

4. Human Resource Planning in Healthcare, A Speech to the Health Information Conference

of VA

September 2002.

5. The Leader Manager in Healthcare, Linkage OD Conference Naples, FL and Chicago 2000.

6. Change and the Healthcare Industry, 1995 MNA Regional Meeting at Sturbridge, MA.

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