Human Resources Management

Andrea J. Preisinger, SPHR

***** *******, *******, ***** *****

281-***-**** (home) 713-***-**** (cell)

***********@*******.***

Senior Human Resources Leader

Business Operations/Workforce Consulting . Process Engineering . Talent

Management

Human Resources Operations . Performance Management . Learning and

Development Compensation . Employee Engagement . Employee Relations

Experienced Business Leader focused on partnership with executive and

operations leadership to provide expert consultation in all aspects of

human capital management to maximize success of organizational plans.

Knowledgeable in complex healthcare delivery with focused business and

financial acumen. Proven track record in developing and leading complex

business operations and human resources organizations that enable

measurable business results.

PROFESSIONAL EXPERIENCE

GulfQuest/HealthSpring, Houston Texas

HealthSpring, a Cigna company, based in Nashville Tennessee, one of the

largest Medicare Advantage coordinated care plans in the United States,

operating plans in Alabama, Baltimore, Delaware, Florida, Illinois,

Mississippi, Philidelphia, Tennessee and Texas. GulfQuest is a physician

management company contracted with HealthSpring, Texas, that partners with

the physician network to ensure collaboration between physicians,

hospitals, the health plan and members. Selected as Houston Business

Journal Best places to Work - 2010 (13th place), 2011(9th place), 2012

(1st place).

Director, Human Resources

2009- present

Align HR strategy with business objectives and proactively assess and

anticipate employee impact as strategies evolve. Optimize labor costs and

financial plans. Lead the talent acquisition, recruiting and succession

program for the organization. Drive a highly differentiated pay-for

performance philosophy. Identify best practices for talent optimization and

provides counsel to operations leadership. Manage day to day operations of

HR department.

. Transformed human resources from a transactional and reactive department

to a business focused integrated HR service and support model.

. Led organization through culture transformation with the integration of

Cigna process and programs

. Reduced turnover from 21% to 15 %. Reduced days to fill open positions

by over 50 % (90+ days to 45 days)

. Modernized recruiting and sourcing programs by implementing the use of

social networking and internet media.

. Lead the organization through rapid growth of 40% in 3 year period

developing appropriate staffing plans and change management programs.

. Developed and implemented company-wide training, development and

orientation program.

. Implemented pay for performance strategies for overall performance

management as well as for targeted production and quality initiatives.

Redesigned commission structure for sales agents to align with sales

goals

. Developed and executed executive training program.

. Renegotiated vendor relationships with staffing agencies. Developed

internal controls for use of contingency staffing and accounts payable

management.

. Streamlined HR processes to increase efficiency and decrease labor costs.

AIG Retirement Services, Houston, Texas

2008- 2009

AIG Retirement Services, Inc., a member company of AIG, Inc., is one of the

leading retirement plan services providers in the United States

specializing in retirement savings and investment products. AIGRS serves

more than five million customers with retirement savings products and

services through its vast distribution network of registered

representatives, independent broker-dealers, national and regional

securities firms, banks and insurance agents.

Director, Human Resources

Directed operational plans for Human Resources Consulting function for

Houston based Retirement Services Operations and Shared Services business

units. Responsible for the delivery of consultive HR services and support

including employee relations, front line compensation and benefits support,

policy and procedure interpretation, performance evaluation systems, change

management and retention programs.

. Developed and executed comprehensive career progression model for the

call center business unit.

. Redesigned sales compensation plan for internal sales agents to drive

goal accomplishment.

. Implemented performance based hiring.

. Redesigned HR service delivery to align HR Generalists with business

units and centralize transactional work.

The Methodist Hospital, Houston, Texas

1996 - 2008

The flagship Hospital of The Methodist Hospital System located in the world

renowned Texas Medical Center. With $200 million annual revenue, Methodist

operates over 900 beds with 5500 employees. Ranked no. 10 by Fortune

magazine's list of the "100 Best Companies to Work For" in 2008 and named

by US News & World report as one of "America's Best Hospitals".

Director, Human Resources, (2003 - 2008)

Interim Vice President, (2007 - 2007)

Senior Human Resources Generalist, (2000 - 2003)

Employee Relations Analyst (1998 - 2000)

Administrative Services Supervisor (1996 - 1998)

Directed strategic and operational plans for Human Resources function.

Responsible for the delivery of comprehensive HR services and support

including talent acquisition, talent and performance management, learning

and development, employee relations, compensation and benefits support,

policy and procedure interpretation, performance evaluation systems,

retention programs and records maintenance.

. Transformed human resources from a transactional and reactive department

to a business focused integrated HR service and support model. Aligned

HR Generalists with business units to bridge strategy-execution gap.

. Redesigned recruiting processes to streamline work, centralize

transactional work and build capability of frontline recruiters.

. Migrated recruiting from manual paper system to internet based system and

led the software implementation.

. Designed the "100 nurses in 100 days" recruiting campaign.

. Maintained below 10% turnover rate and below 5 % vacancy rate.

. Redesigned nursing division career progression model and performance

management tool to drive consistency in measurement and nursing career

satisfaction

. Met all requirements for obtaining and maintaining Magnet Hospital

status.

. Partnered with organizational leaders to move employee opinion survey

results in a positive direction.

. Worked in collaboration with Medical Staff Services and physician leaders

to redesign and implement process to address issues between staff and

physicians.

. Met all Joint Commission requirements.

. Maintained a successful employee relations record with zero employment

lawsuits filed.

. Developed and monitored Human Resources budget. Consistently met annual

budget targets while maintaining service levels in an environment of

declining revenues and budget cuts.

. Redesigned HR policies and procedures to drive manager accountability for

employee management.

Texas French Bread, Austin, Texas

1994- 1996

Retail Manager

Whole Foods Market, Austin, Texas

1989- 1994

Manager

EDUCATION & CERTIFICATION

University of Texas, Austin, TX - B. A. Philosophy, 1989

SPHR Certification, 2007

Lominger Competency System Certified, 2012

PUBLICATIONS

Perfecting the Business Partner Model, HR Investment Center, The Advisory

Board Company

Featured Case Study as Business Partner Exemplar

AFFILIATIONS

SHRM (Society for Human Resource Management)

HR Houston (Houston affiliate - SHRM)

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