Chief People Officer or Chief Human Resource Officer

VISAEL “BOBBY” RODRIGUEZ

** ***** *****, ********, ***** Island 02881 401-***-**** 413-***-**** ac8fba@r.postjobfree.com Page 1 of 2

QUALIFICATIONS PROFILE

Highly accomplished, results-driven, and people-focused professional, offering leadership experience in various industries; complemented with a solid background in human resources, culture and people strategies. Exemplify excellent adeptness in measuring performance through scorecards, metrics, and analytics. Demonstrate outstanding organizational capability in conceptualizing and executing initiatives toward achievement of goals and objectives of the company. Possess strong interpersonal, communication, and public speaking skills in building relationships with individuals of all levels, C-level executives and board of directors; along with bilingual fluency in English and Spanish.

AREAS OF EXPERTISE

Organizational Culture Change Business Improvement and Process Optimization Outsourcing Mergers and Acquisitions Contract Negotiation Strategic Planning and Implementation Training and Development Operational Leadership Talent Management

PROFESSIONAL EXPERIENCE

BLUE CROSS & BLUE SHIELD OF RHODE ISLAND, PROVIDENCE, RI Vice President, Chief People Officer Feb 2012–Present

Lead all primary functions of HR related to the hiring, development and retention of a 1000 employee workforce to achieve overall business objectives

Restructured and employed a comprehensive, competitive, and cost-effective benefits plan and well-being program for the company, which resulted in decreasing per member per month (PMPM) costs by 5% and boosted health saving account (HSA) enrollment by 90%

Led two major outsourcing workforce initiatives that saved the company $20M per year

Introduced a comprehensive well-being program that integrated health, finance, emotional, and social pillars through healthy habit tracking application (Virgin Pulse app), educational programs, team competitions, food offerings and fitness; leading to an increase in staff mobility of 19%

Led the efforts to be recognized as the Best Places to Work for LGBTQ equality index, Human Rights Campaign (HRC); Best Places to Work, Providence Business News (PBN); Healthiest Employers of Rhode Island, Providence Business News (PBN); and PBN’s First Diversity & Inclusion Award, Providence Business News (PBN)

Formulated new pathways to link corporate values, including accountability, collaboration, integrity, and respect with the company’s recognition program, which increased core value recognition of staff from 10% to 40% within three months

Created a learning hub “Blue University”, guided by the corporate strategic plan that includes e-learning, classroom instruction, mentorship programs, coaching academy, high-potential (Hi-Po) programs and leadership development

& transformation; 80% of staff participated in one or more learning experiences, which led to a 60% increase in movement and promotions

Spearheaded the annual succession planning and calibration process; currently, 80% of the executive team has an internal successor, up from 20% in previous years

Responsible for managing 480,000 square feet of facilities, talent acquisition and talent management: employee compensation, benefits, and relations; human resources information systems; health & well-being; diversity & inclusion; and leadership & organizational development

Drive efforts in implementing an HR dashboard and scorecard for the management to establish a culture of analytics across the organization which decreased staff turnover by 5% and reduced time to fill by 7 days

Conceptualize a thorough talent acquisition strategy and career portal that meets the needs of the mobile workforce with quick and easy access that improved the applicant brand experience, total application time is less than 3 minutes

Facilitate an internal culture assessment through focus groups, leadership interviews, and surveys utilizing the Organizational Culture Inventory (OCI) tool to understand potential gateways and barriers, while generating a “Four- year plan 2018–2021” that emphasizes culture change by creating a high performance accountable culture

Incorporate diversity and cultural competence across all divisions and programs through a D&I strategic plan that was linked to corporate goals, as well as directing the creation of 6 Employee Business Resource Groups (EBRGs) and the Diversity Council (DC); people of color increased by 6% and women in top leadership grew 22%

Produce a high-performance culture model that combines goals, values, values in action, and competencies; measuring performance and compensation throughout the organization: which increased productivity, retention and revenue.

VISAEL “BOBBY” RODRIGUEZ

26 Julia Court, Kingston, Rhode Island 02881 401-***-**** 413-***-**** ac8fba@r.postjobfree.com Page 2 of 2

BAYSTATE HEALTH, SPRINGFIELD, MA

Chief Diversity Officer Mar 2008–Feb 2012

Provided expert oversight and consultation across a 12,000 employee health system/900 beds, supporting and actualizing the corporate diversity and cultural competency approaches

Developed and launched the Baystate Health Diversity Council and eight Employee Resource Groups (ERGs) that aligned D&I with the organization’s strategic goals

Strategically planned the first Transgender Health Conference in New England for continuing medical education

(CME) and continuing education unit (CEU), which led to the creation of the first Baystate Health LGBTQ Health Clinic

Generated a “Five-year D&I Strategic Plan 2008–2013” focusing on diversity and inclusion, including a stepping-stone process that changed the health system into a culturally competent organization

Managed a workforce and recruitment strategy initiative for national and international talent acquisition and internal leadership development program; doubled the medical doctor staff of color (Black & Hispanic)

Demonstrated creativity in conceptualizing and executing the advertising campaign “Diversity includes everyone, Yes! That means you” to attract new employees and patients as well as to enhance diversity throughout the organization

Recognized nationally by the Human Rights Campaign (HRC) in 2010, 2011 and 2012 as a “Leader in Healthcare Facilities for LGBTQ”

Cultivated high-level relationships with external organizations to boost the organization’s profile, positive reputation, and recruitment opportunities in several communities, which resulted in a 9% increase in people of color employees over 3 years

EARLIER CAREER

BLUE CROSS & BLUE SHIELD

Florida BLUE, Senior Director, Office of Cultural Competence and Diversity, Jacksonville, FL CareFirst BCBS, Product Manager, Emerging Markets, Baltimore, MD TRU CORPORATION, PEABODY, MA

Global Account Manager

XEROX CORPORATION

Director of Sales Business Development Manager, Xerox Innovation Software Division, Rochester, NY & Leon, France Business Development Manager Printing Production, Washington, DC Sales Product Specialist High-Volume Market, Orlando, FL Account Manager, Aerospace Industry, Orlando, FL

Marketing Representative, San Juan, Puerto Rico

MR SPECIAL SUPERMARKETS, MAYAGUEZ, PUERTO RICO

Marketing Director

EDUCATION

Bachelor of Science in Business Administration, Minor in Industrial Management and Marketing UNIVERSITY OF PUERTO RICO, MAYAGUEZ, PUERTO RICO

PROFESSIONAL AFFILIATIONS

Society for Human Resource Management (SHRM)

American Marketing Association

BOARD MEMBERSHIPS

Board Member, Skills for Rhode Island Governor’s Workforce Future (Skills RI) Advisor, Brown University, Executive Master of Healthcare Leadership Program Board Member, International Multi-Cultural Institute (iMCI) Board Member, Diversity and Inclusion Professionals (DAIP) Member, Year Up Leadership Advisory Council

AWARDS AND HONORS

Multiple Winner, President’s Club and Par Club

First Prize Award, International Science Fair

Puerto Rico Representative at the Nobel Prize Ceremony, Stockholm, Sweden President, AIESEC Rotary International

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