Human Resources Vice President

David Smith

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

Address: **** *. ******** **.

City: Mequon

State: WI

Zip: 53092

Country: USA

Phone: 414-***-****

Skill Level: Senior

Salary Range: $100,000

Willing to Relocate

Primary Skills/Experience:

See Resume

Educational Background:

See Resume

Job History / Details:

RESUME

DAVID A. SMITH, SPHR

Home: 262-***-****

Cell: 414-***-**** (preferred contact)

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

SUMMARY

A seasoned human resources/human capital management executive with experience in key leadership positions (management and governance) in hospitals and multi-state healthcare systems, as well as charitable and civic organizations. Over forty years of leadership experience characterized by innovation and strategic vision in support of organizational mission, vision and values. Expertise and decision-making experience in all facets of human resources management, including multiple-employer pension and benefit plans, employee opinion surveys and organization development processes, employee and labor relations, total rewards, diversity initiatives and strategic planning. Have led HR transformations in organizations employing up to 15,000 individuals with multiple operational sites.

EDUCATION AND CREDENTIALS

B.S. (Cum Laude) University of Indianapolis

1967 Major: Business Education

Awards: Freshman and Senior Honor Societies

American Marketing Association - top marketing student

Wall Street Journal Award - top economics student

M.H.A. Indiana University School of Medicine

1973 Charter Chair of the M.H.A. Alumni Association

S.P.H.R. Credentialed by the HR Certification Institute as a

2009 Senior Professional in Human Resources

PROFESSIONAL WORK EXPERIENCE

7/09 to Present SmithHRServices Mequon, Wisconsin

Founder and Principal

Founded an HR consulting firm to provide comprehensive HR, organizational and employment law related assistance to employers and law firms. Since July, 2009, have been advising a law firm on an employment law case against its client, a hospital. I will be serving as an expert witness on hospital administration and HR policies and practices, if and when the case goes to trial. Currently engaged in instructor certification for undergraduate level teaching assignments for a leading private university.

12/01 to 6/09 Wheaton Franciscan Healthcare Milwaukee, Wisconsin

Senior Vice President, Human Resources

Wheaton Franciscan Healthcare (WFH) is a Catholic healthcare system sponsored by the Wheaton Franciscan Sisters of Wheaton, Illinois. WFH is comprised of 16 hospitals (including joint ventures), 4 long-term care facilities, 2 home health agencies and over 2,500 units of housing (assisted living and HUD-subsidized units), which operate in Wisconsin, Iowa, Illinois and Colorado. WFH employs

RESUME - DAVID A. SMITH, SPHR

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approximately 22,000 associates and 670 physicians and realized net operating revenue of $1.85 billion in the fiscal year ended June 30, 2008. I was originally employed from December, 2001 through November, 2003 in the position of Senior Vice President, Human Resources for Covenant Healthcare System, a regional network of five hospitals and other related facilities in the greater Milwaukee area, which was a member of WFH. In December, 2003, I was promoted to the new position of Senior Vice President, Human Resources for WFH to develop and head a consolidated HR function. I report to the Chief Administrative Officer (CAO) of WFH.

Accomplishments:

-Covenant Healthcare System-

* Re-organized the HR function for Covenant Healthcare System and developed an HR Strategic Plan, the key elements of which were pay for performance; increased flexibility in benefits and other components of the work environment; leadership development; strategic staffing; leveraging technology; diversity and cultural competence; enhancing and leveraging educational affiliations

* Achieved formal community-wide recognition as an employer of choice (Milwaukee Magazine -Best Places to Work- and Milwaukee Business Journal -Best Places to Work-)

* Integrated the HR and Organizational Development functions and leveraged their activities to develop and implement a coordinated approach to OD and Leadership Development

* Re-vamped performance management programs for staff and leadership to support pay for performance

* Advised the CEO, CAO and other senior leaders on system-wide management re-organizations and key leadership appointments/changes and played a key role in implementing the changes

-Wheaton Franciscan Healthcare-

* Led the development and implementation of a consolidated HR function for WFH overall

* Conceptualized and championed an -HR Constitution- for WFH based on the philosophy that -Fundamentally, we view employment as a relationship between two parties-; approved at the Board level, the constitution includes the following mutual responsibilities and benefits for the organization and its associates: mutual trust and respect; open and honest communication; recognition of legal rights; appropriate and effective leadership practices; work/life balance; growth and development; recognition and appreciation; competitive and fair compensation; job security; safe and healthy environment

* Organized and chair a high-level Employer of Choice Strategy Team and led the development of an HR strategic plan for WFH, the key elements of which are: leadership development based on ministry leadership competencies; diversity and inclusion; leveraging technology and installing an enterprise HRIS; developing and implementing a total rewards model; formal workforce planning

* Developed a model for a centralized HR function and consolidated five HR departments and reduced staff and operating budgets accordingly

* Achieved formal employer recognition awards in Wisconsin, Iowa and Illinois, including multiple awards as a -Family Friendly Workplace-

* Led the development of new performance management programs for staff and leaders known as -PEP- (Performance Excellence Program) and -LEAD- (Leadership Excellence, Accountability and Development), both of which appraise performance of job duties, competencies and developmental needs and values-based behaviors; championed the development of a -success sharing- variable pay plan for Director-level leaders

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11/99 - 11/01 Ascension Health St. Louis, Missouri

Vice President, Human Resources

Ascension Health is a co-sponsored Catholic health system formed by the merger of Daughters of Charity National Health System and Sisters of St. Joseph Health System on November 1, 1999. The merged system has grown and added other co-sponsors, and now is the largest not-for-profit health organization in the USA. At the time of my departure, Ascension Health employed approximately 87,000 associates, was comprised of approximately 75 facilities, which operated as 22 -local health ministries,- and realized combined net revenues of approximately $7 billion annually. My position reported to the Senior Vice

President, Organizational Effectiveness, who in turn reported to the CEO, and had responsibilities including, but not limited to, HR, PR/Communications, Leadership Development, Ethics, and Diversity.

My direct responsibilities included human resources administration (for the system and national office), national group benefit plans, national retirement plans, employee opinion surveys (internally developed and

administered), HR consulting services, executive compensation, representing HR on merger and acquisition project teams and on corporate responsibility teams.

Accomplishments:

* Co-chaired the Human Resources Task Force, which planned the national level H.R. function for the merged organization

* Led the development of approved Philosophy of Human Resources Administration and H.R. Principles for the merged organization

* Developed H.R. policies and procedures for the national office and subsidiaries (approximately 500 associates)

* Completed a system-wide study of -living wage- levels, which resulted in Board-approved recommendations on minimum pay levels, benefit subsidies, career development and community advocacy for lower wage earners

* Coordinated successful effort to design and implement a new executive compensation program for all Local Health Ministry CEOs and national office executives; wrote the Charter and Responsibility/Authority Matrix for new Board Executive Compensation Committee

3/87 - 10/99 Daughters of Charity National Health System St. Louis, Missouri

Vice President, Human Resources

The Daughters of Charity National Health System (DCNHS) was formed in July, 1986 by the merger of four multi-state health systems sponsored by the Daughters of Charity of St. Vincent de Paul, the world`s largest order of Catholic sisters. In 1997, the regional systems were dissolved resulting in one integrated national corporation. By 1999, DCNHS operated 65 facilities in fourteen states and the District of Columbia, employed approximately 62,000 associates and had net operating revenue of approximately $4.5 billion annually. I was the first and only person appointed to the position of VP, HR and was charged with developing the national level H.R. function. From 1987 to 1999, the H.R. function grew from 2.0 FTEs to 44.0 FTEs organized in three departments (Human Resources Administration, Benefit Services, and Retirement Services). My position also shared responsibility with the Vice President, Mission Services for leadership development. My position reported to the Chief Operating Officer.

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Accomplishments:

* Chaired the national Pension Planning Task Force and led the successful effort to design and implement a national retirement program (pension and matched payroll savings plans) by consolidating over 40 separate plan

* Chaired the national Benefits Planning Task Force and led the successful effort to develop and implement a national group welfare benefits program, which grew to sponsoring over twenty individual plans

* Led the development of an internal employee opinion survey, which was used successfully for over ten years by both DCNHS organizations and external customers

* Led the development of H.R. principles, policies and procedures for the national office

* In conjunction with Mission Services leaders, played a key role in developing and implementing a comprehensive leadership development process

* Led the successful effort to design and implement an executive compensation program for hospital CEOs and national office executives

* Sponsored twelve annual human resources educational conferences for hospital HR leaders

* Served as a standing member of the planning and execution committee for six DCNHS National Healthcare Symposiums; chaired the committee in 1996 (each Symposium was attended by 500-800 individuals)

10/67 - 2/87 St. Vincent Health Services Indianapolis, Indiana

12/85 to 2/87 Vice President, Human Resources

2/82 to 12/85 Director, Human Resources

3/72 to 2/82 Director, Personnel Services

2/69 to 3/72 Director of Personnel

10/67 to 2/69 Personnel Assistant

Accomplishments:

* Developed and implemented a consistent pay program, replacing departmental pay programs; established a pay-for-performance philosophy and approach

* Consistently maintained full staffing, including RNs, and was the recognized healthcare employer of choice in Central Indiana

* In conjunction with nursing administration, developed several alternative workweek models and an organization-wide 37.5-hour workweek

* Led the design and implementation of a new pension plan

* Developed and implemented a formal suggestion award system, which was recognized statewide as a successful model

* Led the development and implementation of a comprehensive flexible (-cafeteria-) benefits program; implemented in 1984, it was one of only three such programs in the country for hospital employees

* Led the development of a comprehensive supervisory training program

* Developed and implemented a comprehensive approach to organizational communications entailing a variety of modalities and activities (e.g., CEO town hall forums; -Direct Line- to the CEO; structured inter-departmental meetings; participative new-hire orientation process, including assigning model associates as mentors)

* Developed non-economic recognition and reward programs related to quality care and living the values; re-vamped length of service recognition and started the St. Vincent Quarter Century Club

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* Developed and implemented an incentive pay program for executives and middle management; also developed a -success sharing- pay program for all levels of associates

* Re-organized the H.R. function in relation to organizational growth and expansion as a network; with assistance of external consultants, built a customized HRIS

PROFESSIONAL MEMBERSHIPS

Member Society for Human Resource Management (SHRM)

Member American Society for Healthcare Human Resources Administration (ASHHRA)

PUBLICATIONS AND PRESENTATIONS

Publications:

-Large Midwest Hospital Uses Flexaccount Program to Meet Employee Needs,- Field Retterer and David A. Smith, Tax Management and Compensation Planning Journal, July, 1984

-Creating a Positive Organizational Climate,- Daniel O`Brien, PhD. and David A. Smith,

Health Progress, February, 2000

-Essential Skills of an HR Leader,- David A. Smith (chapter author), HR Benchmarks for Success, Aspatore Books, Summer, 2007

Trustee Educational Presentations:

-Human Resources Trends and Issues in Healthcare- 1987

-Human Resources Administration in Hospitals- 1988

-Role of Board Human Resources Committees- 1990

-Integration of Values in Leadership Development- 1995

Taught as adjunct faculty for the Indiana University M.H.A. Program for several years

CIVIC AND COMMUNITY GOVERANCE AND LEADERSHIP

Greater Indianapolis United Way volunteer with experience leading over twenty employee campaigns; served on Board Agency Relations Committee for fifteen years in Indianapolis; chaired Allocations Sub-Committees for several years

Past member of the Personnel Committee for the Indiana State Chamber of Commerce; served on sub-committees to address wage garnishments, child support legislation, and labor union work stoppage notification requirements

Past Church deacon and treasurer; served for seven years as boys` youth group leader; served on Christian education committee for three years; currently serve on leadership team for ALPHA ministry and have completed ALPHA leadership training

Past member and chair of the Board Personnel Committee for the Central Indiana Regional Blood Center for approximately ten years

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Past member and chair of the Board Personnel Committee for United Hospital Laundry and Supply Services, Inc., Indianapolis, for approximately ten years

Past member and chair of the Board of Directors for St. Elizabeth`s Home, Beech Grove, Indiana for six years (St. Elizabeth`s is a home for unwed mothers and a licensed adoption agency)

Past member of the national Board of Directors of Pioneer Ministries, a Christian youth organization in Wheaton, Illinois for six years

Past member of the Board Leadership Practices Committee for Carondolet Health System, St. Louis, Missouri for approximately six years

Past member of the Board Human Resources Committee for Wheaton Franciscan Healthcare, Milwaukee, Wisconsin

PERSONAL

Family: Married to Onnolee since July 12, 1969

Two sons - David, Jr. (deceased since September 13, 1998) and Aaron (age 35)

Address: 2201 W. Woodside Ln., Mequon, WI 53092

Interests: Volunteering, ball room dancing, church activities, classic cars, occasional golf, reading

October, 2012

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