Management Manager

Robert Johnson

Email: *********@********.***

Address: **** ********* *****

City: Pearland

State: TX

Zip: 77584

Country: USA

Phone: 713-***-****

Skill Level: Management

Salary Range: 150

Primary Skills/Experience:

See Resume

Educational Background:

See Resume

Job History / Details:

Robert F. JohnsonPage 2

ROBERT F. JOHNSON

9502 Sunnyview Court

Pearland, TX 77584

H: 281-***-**** W: 713-***-**** C: 713-***-****

E-mail: *********@********.***

A seasoned Human Resources executive with significant accomplishments and expertise in the fields of Compensation, HRIS Management and Benefits. A skilled internal consultant that produces cost-effective results for the business while providing continuous process improvement. Specific areas of expertise:

COMPENSATION HRIS BENEFITS

Program Management

Oracle

401(k) Plans

Executive Compensation

Cyborg

SERPs

Performance Appraisal

SAS

Flexible Benefits

Mergers/Acquisitions Focus

Medical Plan Design

Incentive Plan Design

PeopleSoft

ERISA/COBRA/EEO

HARRIS COUNTY HOSPITAL DISTRICT Houston, Texas 2003 - Present

Manager Compensation and HRIS

Plans and directs Executive Compensation and Compensation Management throughout the organization (8,400 employees), including incentives and wage/salary policy. Functions as an internal consultant responsible for organizational design, job design and equity issues throughout the company. Manages HRIS and management information reporting.

Developed and implemented compensation philosophy and competitive pay strategy for the Hospital District.

Led project team in successfully installing PeopleSoft HR/Payroll modules version 8.8.

Established a new, strategy-driven pay program for Registered Nurses that slashed turnover from 21% to 8%.

Reduced outside agency costs by 65% by designing a successful in-house program for PRN staff.

Developed an integrated total cash compensation strategy and pay program for all management positions.

Re-designed performance appraisal program and developed management training program to enhance appraisal skills.

Designed, developed and implemented a new performance-based approach to market reviews and adjustments.

Re-positioned the Hospital District in its labor markets through re-design of corporate salary structures.

Created a bilingual pay program to enhance recruitment and retention of bilingual staff.

METHODIST HEALTH CARE SYSTEM Houston, Texas 2000 - 2003

Director - Compensation

Directed Executive Compensation and Compensation Management throughout the corporation (9,500 employees) including management bonus programs, staff incentive programs and wage/salary policy. Functioned as an internal consultant responsible for organizational design, job design and equity issues throughout the company.

Designed and executed Nurse pay management and retention programs that resulted in a 50% reduction in Nursing turnover (from 20% to 10%) while reducing salary adjustment costs by 25% in the first year (saving $1,400,000).

Created and implemented a pay-for-performance program for clinical and other staff, and incorporated performance review into all market salary adjustment decisions with the same 25% savings.

Eliminated agency usage in The Methodist Hospital through innovative compensation programs for an in-house flex team, departmental PRNs and regular staff (savings of $500,000 per month).

Re-positioned the system in its labor markets through a salary adjustment program including performance components.

Created customized staff incentive plans for various functions which improved operating performance (example: Collections incentive plan resulted in first-year collections increasing by 25%, and a further 35% in the second year).

Re-designed performance management process for all positions and conducted management education classes.

SUNTERRA CORPORATION Orlando, Florida1999 2000 Manager - Compensation/HRIS

Directed Executive Compensation and Compensation Management throughout the corporation (7,500 employees) including management bonus programs, sales incentive programs and wage and salary policy. Functioned as an internal consultant responsible for organizational design, job design and equity issues throughout the company. Directed installation of Oracle HRIS modules for application in Benefits, Compensation, Payroll and Management Reporting.

Created and implemented companys first comprehensive salary and executive compensation program.

Directed HRIS staff in consolidation of four separate HR/payroll systems into one comprehensive Oracle database.

Developed and delivered management education courses on compensation policy, practices and issues.

RESORT CONDOMINIUMS INTERNATIONAL, LLC - Indianapolis, Indiana 1995 - 1999

Compensation/HRIS Manager

Directed Executive Compensation and Compensation Management throughout the corporation (4,000 employees) including management bonus programs, call center incentive programs and wage and salary policy. Functioned as internal consultant responsible for organizational design, job design and equity issues throughout the company. Directed HRIS function (CYBORG), with applications in Benefits, Compensation, Payroll and Management Reporting.

Led successful effort in consultation with executive management to develop and establish a compensation philosophy and supporting compensation strategies for the company.

Conducted successful implementation and upgrade of the CYBORG HRIS. Managed HRIS department.

Led successful 18-month project to design, develop and implement a new call center compensation program aligned with RCI compensation philosophy and compensation strategies.

Lowered labor-cost-of-sale by 1% in first year while improving sales margin by 1%, including slightly enhanced compensation levels (net savings of $2.5MM in the first year). Net savings were an additional $6MM in the second year.

Re-distributed incentive earnings so that the top-performing 75% of the 700-person call center workforce earned more, while the bottom-performing 25% earned less. Total call center cash compensation costs increased only 0.4% year-over-year while sales increased 15%. The program experienced high employee acceptance.

Created open, flexible incentive plan designs to support changing business needs and respond to opportunities.

Solved the pressing problems of competitiveness and retention in the Information Technology function.

Researched relevant IT markets and re-designed IT pay program to establish competitiveness and enhance employee retention. Annual turnover among RCI IT employees dropped from 25% to 6%.

Developed and delivered management education courses on compensation philosophy, strategy and practices.

HUMANA, GALEN, COLUMBIA/HCA HEALTHCARE CORPORATION(S) 1991-1995

Manager of Compensation

Managed Executive Compensation and Compensation programs throughout the Columbia/HCA system (350+ hospitals 175,000 employees) including incentive programs and wage and salary programs. Functioned as an internal consultant responsible for organizational design, job design and equity issues in the corporate office, divisional offices and all hospitals. Established compensation management programs for the Humana HMO business prior to the Humana/Galen split. Managed the Human Resource Information System (HRIS) function.

Created and established compensation programs for the Humana HMO business.

Re-designed management incentive programs to account for mergers and acquisitions.

Repositioned major divisions/hospitals in their relevant labor markets to address competition and enhance retention.

Clarified competitive policies and designed new compensation programs for key employee groups such as Management, Nurses, Physicians and Allied Health professionals.

Managed broad-based employee stock option plan for 10,000+ participants.

Managed annual management bonus plan for 10,000+ participants.

Resolved compensation/HRIS issues in the Humana/Galen split and Columbia/HCA mergers.

CAPITAL HOLDING CORPORATION (PROVIDIAN) 1985-1991

Manager - Corporate Compensation (1987-1991)

Senior Compensation and Benefits Consultant (1985-1987)

FARM CREDIT BANKS of LOUISVILLE1982-1985

Compensation Specialist

EDUCATION

Bachelor of Arts, University of Louisville. Major: Psychology. Graduated with Honors on a National Merit Scholarship.

MBA -- Thirty-six (36) hours completed toward a Master of Business Administration (MBA) University of Louisville.

PROFESSIONAL CERTIFICATIONS

Recognized as a Certified Compensation Professional (CCP) by the American Compensation Association (ACA). Certified Employee Benefits Specialist (CEBS) program - two (2) exams completed.

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