Human Resources Director
Resume:
S. MELVIN EINHORN
Wylie, Texas 75098
774-***-**** (mobile)
972-***-**** (home)
***********@*****.***
SUMMARY
• Masters prepared generalist with excellent experience profile in all HR disciplines
• Turn-around change agent with successful track record in discouraged, complex, matrix,
unionized and union-avoidance environments
• Exceptionally committed, results driven, street smart, with keen understanding and broad skills in
conceptual and operational matters
RECENT PROFESSIONAL EXPERIENCE
OAK VALLEY HOSPITAL DISTRICT Oakdale, California 8/13/12 – 1/12/13
Five hundred and fifty employee hospital, clinics, LT Care
INTERIM VICE PRESIDENT HUMAN RESOURCES
• Addressed new unionized environment
• Shaped HR staffing to respond to culture change
• Sharpened processing and accountability
• Accelerated labor relations and recruitment
TIPPAH COUNTY HEALTH SERVICES Ripley, Mississippi 4/2012 – 6/2012
Two hundred and twenty employee hospital, clinic, nursing home
INTERIM DIRECTOR HUMAN RESOURCES
• Evaluated HR
• Addressed ongoing needs
• Recruited HR Director
• Reviewed self-insured health insurance/ culture change
ARTESIA GENERAL HOSPITAL Artesia, New Mexico 10/2011 – 2/2012
Forty-nine bed hospital and clinic, 200 employee CHC facility
INTERIM DIRECTOR HUMAN RESOURCES
• Created work plan with annual calendar
• Rebuilt credible services in all disciplines; resolved critical employee relations and
compensation equity issues
• Recruited and mentored Director, Coordinator and Recruiter
S. MELVIN EINHORN
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VALLEY REGIONAL MEDICAL CENTER B rownsville, Texas 8/2011 – 10/2011
Two hundred bed, seven hundred employee HCA facility
INTERIM DIRECTOR HUMAN RESOURCES
• Directly performed, and/or advised management regarding, full range of human resources
services/issues
• Addressed and assisted in the investigation and determination of disciplinary actions regarding
several severe disciplinary issues generated by bargaining unit RNs’ willful disregard of
medication error safeguards, in an environment of unresolved unfair labor practice charge filings
and in the face of an impending decertification election
• Partnered with site-based and regional administrative and human resources staff to obtain input,
authorization and consensus on general human resources matters
• Partnered with local, regional and national in-house and outsourced labor counsel to determine
courses of action and responses to grievances
RAINY LAKE MEDICAL CENTER International Falls, Minnesota 7/2010 – 8/2010
A remote access facility and clinic with two hundred employees
INTERIM DIRECTOR HUMAN RESOURCES
• Called upon to replace Vice President Human Resources who left suddenly
• Performed day-to-day generalist and leadership tasks, including labor relations, with several
bargaining units
• Initiated recruitment strategy for replacement, placed unique approved position description for
effective electronic recruitment for this rural area, resulting in expedited hire
MEMORIAL MEDICAL CENTER Fremont, Ohio 5/2009 – 9/2009
Reported to CEO/Presented Action Plans for System Board Approval as Quorum Healthcare Consultant
in 500 employee rural system
INTERIM DIRECTOR OF HUMAN RESOURCES
• Facilitated termination of Human Resources Director, overseeing severance agreement, recruited
permanent replacement; mentored internal candidates
• Intervened in several litigation-bound employee relations matters and with Counsel secured
resolution; established credible, visible presence and provided reasoned and consistent policies
• Represented the employer in several police and Ohio Nursing Board investigations
• Assessed needs in each Human Resources discipline and prepared recommendations and action
plan, with stress on retention and growth
S. MELVIN EINHORN
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TOWN OF WEYMOUTH Weymouth, Massachusetts 3/2008 - 10/2008
Eight hundred township and eight hundred school employees
DIRECTOR OF HUMAN RESOURCES
• Reviewed, analyzed, revised, updated core HR services/programs
• Stemmed and avoided multiple costly risk issues and litigation
• Prepared analyses and engaged with counsel in concurrent, multi-union, labor negotiations
• Streamlined and vitalized recruitment and retention for, hard-to-fill vacancies
HUMAN RESOURCES CONSULTANT-(Self-Employed) 2007
Counseled and coached individuals on employee & labor relations issues
RHODE ISLAND AIRPORT CORPORATION, Warwick, Rhode Island 8/2002 – 07/2006
State-wide airport authority-two hundred employees
DIRECTOR OF HUMAN RESOURCES
• Brought prompt and cost-effective hands on service to the HR function
• Defined and presented strategic labor relations options to Management and the Board of
Directors. Carried out key person recruitment
•
LIFESPAN HEALTHCARE SYSTEMS, INC Providence, RI 7/1998 – 4/2002
Brown University affiliated $1 Billion regional system with six hospitals in Rhode Island and
Massachusetts
CHIEF HUMAN RESOURCES OFFICER
• Led all Human Resources and Labor Relations functions for three teaching hospitals with
more than 8,000 employees (3,500 covered by collective bargaining units). Staff of 23.
Budget in excess of $2M
• Reorganized, re-energized and expanded the services of the HR Department at the RI site
• Built a diverse team of professionals, generalist model, symbolic of the employees,
candidates and patients we served. Developed staff competencies system-wide
• Developed and implemented a strategy and staffing plan for a professional, high powered
and contemporary recruiting function that enabled the hospital to staff hard to fill professional,
technical and support positions
• odeled innovative grievance mediation and periodic bilateral third step review panel to quickly
resolve third level protests of suspensions and discharges
• Provided advice and conducted investigations regarding employee and labor issues at non-
union sites
EDUCATION
MS, Industrial and Labor Relations, New York Institute of Technology, Old Westbury, NY
BA, Union College, Schenectady, NY
Previously certified, as SPHR and CHP (Certified Healthcare Professional)
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