MaDena L. J. DuChemin, PHR

P.O. Box ***, *** Glenwood Farm Rd

St. Stephen's Church, VA 23148

Cell Telephone: 804-***-****

E-mail address: abod5n@r.postjobfree.com

PROFESSIONAL SUMMARY:

Certified HR Executive with healthcare, human resource management

experience. Proven ability to diffuse highly charged situations.

Demonstrated abilities include: enhancing and improving image of HR

Department with management/staff; year-over-year employee engagement

survey score improvement; designing and implementing change

strategies; creating and establishing leadership development

programs; assessing and initiating competitive compensation

analysis/maintenance; negotiation of labor contracts, response to

grievance and arbitrations; recruitment of talent; and identifying

recognition programs for workforce retention. Expertise: employee

relations and HR department image transformation.

HEALTHCARE PROFESSIONAL EXPERIENCE:

Adirondack Health 5/09- 12/12

Organization is non-profit comprised of a 97-bed hospital, 3-bed hospital,

160-bed long term care facility, 60-bed long term care facility, 3 health

care centers, dental clinic, Wound Care Center with 1,002 employees.

Chief Human Resource Officer: Executive Group member with administrative

oversight for all human resource functions, education, employee health,

leadership development, and employed physician contracting. Developed and

implemented a Leadership University; negotiated union contracts; redesigned

processes; added/improved benefit programs; launched journey to excellence

for Malcolm Baldrige attainment.

. Assessed staff in Human Resources and revamped structure for improved

service delivery and employee satisfaction; assisted with recruitment and

retention strategies; succession planning; SWOT analysis of management;

identified need for workforce assessment, skill-mix, and productivity

alignment.

. Established Leadership University providing leadership training on-site

monthly for directors, managers, and supervisors. Most offerings provided

6 contact hours to participants.

. Assessed benefit programs, reduced number of brokers and enhanced benefit

plan offerings for staff.

. Assisted staff with redesign of processes for improved efficiency,

compliance, and consistency; launched automation initiative for performance

management process, job descriptions, coaching/counseling-feedback

processes, competency checklists and integrated with learning management

system.

. Negotiated 3 union contracts for the organization attaining most

significant concessions over lifetime of contract.

. Launched Journey to Excellence beginning with an assessment of the

leaders and workforce to identify areas of focus. Established task force,

prepared action plan, and coordinated initial customer service excellence

training for all employees. Lead the leaders/staff in working to identify

areas within each department to focus on improving for customers/staff.

. Assisted with redesign of employed physician contracts working with CMO,

CEO, CFO, and COO. Responsible for renewal contracts for 25-35 employed

physicians and mid-levels.

. Conducted investigations and provided training to organization on

identified topics such as disruptive behavior in the workplace.

Danville Regional Medical Center (LifePoint), Danville, VA.

2/08- 4/09

DRMC is a 350-bed community hospital with 1,400 employees serving the Dan

River Region.

Director, Human Resources: Executive management team member with

administrative oversight for human resources, employee health, education

services, and most recently payroll. Responsible for daily operations

management including: benefits, compensation, coaching/counseling

management and staff members, grievance resolution and investigations,

employee relations, orientation, recruitment, retention,

training/development, etc.

. Improved HR Department image/relationship with staff in first 6-10 months

through enhanced

communications-establishment of employee newsletter, town hall meetings,

briefs,

memos/messages; streamlined processes and restructured positions within

the department; and

consistent treatment. YOY improvement in Employee Satisfaction Survey

participation and

results. Every category improved -second highest in the company for

improved results.

. Re-established employee recognition programs and communications rewarding

performance

excellence. Programs included monthly recognition through Super Hero

Program; annual

recognition through Mercy Award Program; Hospital Week; Annual Service

Awards Program;

Picnic; Employee Satisfaction Survey Recognition-Departments with 100%

and participation

Picnic; Holiday Social; etc... Designed calendar and schedule for

recognition activities and

events.

. Designed recruitment and retention strategy establishing schedule for

recruitment events and

different sourcing methods. Eliminated contract labor working with

nursing leadership and

established internal contingent workforce made up of PRN, Supplemental,

and Seasonal staff.

. Designed and presented leadership training programs on Coaching,

Counseling, and

Documentation; presented corporate program on Benefits, Union

Avoidance.

. Redesigned job description/evaluation tool, leading organization-wide

action teams and

completing re-design in a 60 day period.

. Conducted compensation assessment in conjunction with sister facility

over 30 day period and

designed two year phased-in approach to move to standardized

compensation program.

Recommendations encompassed comprehensive approach to compensation

redesign including:

Pay Levels/Ranges, Base Rates, Shift differentials; Specialty Pay;

Holiday Pay; Incentive Pay;

PRN, Supplemental, Seasonal, and Float Pool Rates; policy design and

communication plan.

John Randolph Medical Center (HCA), Hopewell, VA. 11/05-

2/08

JRMC is a 147-bed, for-profit, community hospital with 650 employees

serving the Tri-Cities area of Richmond.

Human Resource Administrator: Executive management team member

responsible for: benefits, compensation, counseling/Peer Review

Grievance process; employee relations; training/development,

recruitment & retention, employee health/workman's compensation; and

management oversight for the following ancillary departments:

Organizational Development, Pastoral Care, and Patient Support

Services; manage a staff of 13.

. Improved HR Department image/relationship with staff in first 6-12 months

through enhanced

communications; streamlined processes; and consistent treatment. YOY

improvement on employee

engagement survey.

. Developed employee recognition programs for retention of talent-Service

Awards, STAR Awards

Ceremony; Recognition Weeks; and established monthly budget for

departments to recognize/reward

staff on an on-going basis. Designed management/staff resource tools

online; established leadership

development program.

. Designed and implemented recruitment sourcing strategy -internet, print

media, career fair, employee

referral, college career/planning/placement postings, and use of

permanent placement contracts.

. Developed and implemented diversity program to include: diversity

awareness training; cultural

appreciation events; and diversity corner in newsletter.

Betsy Johnson Regional Hospital, Dunn, NC 9/04-10/05

A 101 bed, not-for-profit, independent community hospital with 525

employees.

Director, Human Resources: Member of senior management overseeing

administration of benefits, compensation, employee relations, performance

evaluation, recruitment and retention programs.

Supervised a staff of 3.

. Enhanced HR Department image and improved employee relations within the

first 6 months by

establishing benefit compliance through SPD development/distribution &

HR/Payroll audits.

. Designed management training programs for diversity, sexual harassment,

and dealing with difficult

people. Worked with Employee Council to establish recognition/retention

activities.

. Planned/coordinated Open House recruitment event; assisted with nursing

externship program;

increased recruitment sourcing to include internet postings,

specialty/professional organization

advertising; and permanent placement assistance.

Culpeper Regional Hospital, Culpeper, VA 9/99-5/03

A 70-bed not-for-profit community hospital with subsidiaries to include:

physician organization; ambulatory surgery center; and 4 child care

centers. The hospital had 650 employees.

Director, Human Resources: Acted as change agent for HR department;

reengineered processes, centralized payroll and converted to new system;

added services and staff to provide effective and efficient programs;

redesigned benefit plans, compensation program, and conducted employee

opinion surveys.

. Improved department scores on employee opinion survey within 18 month

period. Built and established

employee trust in HR department within first 6 months.

. Created on-line resources for managers and staff. Automated processes

and systems for performance

improvement maximizing use of Meditech Software System. Examples

include: Management

Toolboxes with Benefits, Evaluation Forms/Process; Compensation

Information, & Training Program

information; HR Policy & Procedure Manual; HR Handbook.

. Established externship programs in conjunction with all departments to

build an additional pipeline for

talent. Worked closely with local school system through Career Partners

Program to ensure education of

medical careers provided early. Enhanced overall recruitment effort

through additional sourcing, career

fairs, and pre-screening.

. Assessed compensation program implementing improvements to include:

Holiday Pay, Shift

Differential/Specialty Pay adjustments to community standards; and

quarterly market analysis to ensure

competitive wages with current shortage in nursing, pharmacy, and

radiology. Designed Pharmacy

Retention Bonus Plan-3 year program to retain talent and provide for

succession planning.

Children's Hospital, Richmond, VA. 2/93-

9/99

A private, nonprofit, pediatric, specialty hospital with a 36-bed,

inpatient unit. The hospital had 350 employees.

Director, Human Resources ( 1995-1999):

Responsible for recruitment, employee relations, training/development,

orientation, benefit administration, salary and wage administration,

credentialed staff, policy and procedures design and communication,

provided consultation services to management and staff, prepared and

managed budget, and ensured compliance with all laws and regulations.

Participated in JCAHO preparation and survey interviews. Oversaw

administration of entire human resource function. Supervised staff of 3.

. Designed new benefit structure and compensation system.

. Acquired Staff Development and created a management training program.

Designed online policy manual/employee handbook.

Human Resource Office Coordinator (1993-1995): Provided support to the

Human Resource Manager through administration of benefits, special events,

credentialing, recruitment, and assisted with daily operations of the

department.

. Established self as key resource for all benefit plans.

. Created on-line tools and improved efficiency of processes.

ADDITIONAL RELEVANT EXPERIENCE:

Option One, Richmond, VA 9/03-

9/04

Technical Recruiter (3 month contract assignment 6/04-9/04):

Infineon Technologies Richmond, a semiconductor company.

Assisted with mass hiring for new Fabrication Plant. Overall Target goal

was to hire 900 new

employees. 6 recruiters assigned to one year project. Focus: Engineering

positions.

Medical Recruiter (3 month assignment 9/03-12/03):

Anthem Blue Cross Blue Shield, Richmond, VA. Recruitment for HMC, disease

management

program.

Participated in Job Fair design and implementation for mass hiring 100 RNs

in TN. Prepared ad

copy, applicant tracking set up: scheduled interviews: flew to TN to

conduct all day event with

management team. Met goal to hire 100 Disease Management Nurse

Consultants. Provided

sourcing, screening, and assessment assistance.

DuChemin Consulting, St. Stephen's Church, VA 5/03-

9/04

Owner/operator consultant business.

Provided human resource management consulting services to individuals and

companies.

. Licensed Virginia Health & Life Insurance Agent-sold AFLAC Supplementary

Benefit

Programs.

. Conducted compensation review and salary survey for colleague. Prepared

resumes for client's

in transition.

. Provided employee relations assistance through advice and counseling.

ENTERTAINMENT, FOOD SERVICE, & RETAIL WORK EXPERIENCE:

Wal-Mart Shoe Department Manager, Tappahannock, VA. 1990-

1993

Hess's Men's Sportswear Department Manager, Richmond, VA. 1988-

1990

HR Receptionist/Processor: Paramount's Kings Dominion, Doswell, VA.

1989-1994

General Manager, Golden Skates, Trenton, OH. 1987-

1988

Food Service Manager, Kings Island, Cincinnati, OH.

1986-1987

Food Service Manager, Paramount's Kings Dominion, Doswell, VA.

1980-1986

EDUCATION/PROFESSIONAL ORGANIZATIONS:

Cornell University-ILR- Labor Relations Law and Collective Bargaining

Workshops 2009

Certified Professional in Human Resources (PHR) since 1998.

BS in Business Administration & Management, Virginia Commonwealth

University, Richmond,Virginia. August, 1990.

Member Society of Human Resource Management.

REFERENCES :

Adirondack Health, Upstate New York: Chandler Ralph, Chief

Executive Officer

518-***-****

Cyndee McGuire, Chief Operating

Officer

518-***-****

Charlene Dunham, Director, Human

Resources

518-***-****

Contact this candidate