Human Resources Manager

Louise Marie Ross

***** ************ *********

Upper Marlboro, MD 20774

Cell: 240-***-**** ************@*******.*** Home: 301-***-****

TALENT ACQUISITION AND RECRUITMENT DIRECTOR

A proactive, results driven, talent management and recruiting

visionary leader with a collaborative, hands-on, leadership style and

extensive experience across the full spectrum of HR operations.

Develops and implements recruitment strategy ensuring compliance with

all applicable laws and regulations, policies and procedures, in a

high volume recruitment department which is also in a service-oriented

industry. Recognized as a strategic and analytic thinker with a

passion for helping people succeed and a proven track record of

building consensus among diverse organizations to advance the talent

management and recruiting. An effective tactician with a successful

history of developing high performance teams and leveraging technology

as a force multiplier. Key areas of expertise include:

Recruitment and retention strategies Conflict resolution

HRIS Expert Organization Transformation

Employee, Labor and Union relations Performance Management

Strategic Workforce Planning Policy development and implementation,

Employee Engagement

Diversity and Inclusion Benefit plan design and administration

Legal / Regulatory Compliance

Skilled trainer Competitive benchmarking and job

description development

Computer Software Skills

. Microsoft Office Suite, SuccessFactors Performance & Goals, Compensation,

Succession & Development, and Learning, Gartner, Paychex HR / Payroll,

Ceridian, Kronos, ADP HRB / Payroll,

ABRA HRIS, Position Manager HRIS, SmartSearch HRIS, HRSmart,

PeopleSoft Human Resources Information System implementations

Professional Experience

EXECUTIVE INDEPENDENT HR CONSULTANT 2012 - 2014

Served as Interim HR Executive overseeing full spectrum of talent

management, recruiting and HR services for three (3) clients. Strategic and

tactical responsibility for design, implementation and execution of the

Corporation's Talent Management strategy.

Responsibilities include:

. Partner with Corporate Talent Management team to design, develop and

implement the corporate Talent Management strategy, process and tools.

. Develop and implement corporate processes for talent assessment,

identification, reviews and talent movement.

. Design process (es) to facilitate identification of high potential

talent, talent reviews and succession planning.

. Partner with other Corporate HR Center of Excellence (Organizational

Effectiveness and Learning and Development) to ensure holistic approach to

Talent Management.

. Interact with Business Area Talent Management Talent Managers and

Partners to drive consistent execution and application of Talent process.

. Distill best practice information via cataloging and sharing across

business areas and functions. Provide recommendations for process

improvements and assess core and common solutions.

. Understand business area and function talent focus areas and priorities

to help inform corporate talent review requirements.

. Use data provided by the Talent Analyst to determine overall observations

to support Executive Talent review discussions.

. Prepare and submit timely/quality deliverables for the corporate Talent

process.

. Partner with Talent Analyst and Workforce Strategy & Analytics team to

define critical data analytics, reporting needs, trends and predictive

analysis to determine best approach to address capability gaps.

. Assess early/mid-career needs identification and prepare development

levers to advance development and Partner with the Talent Analyst on ROI

studies to ensure intended outcomes.

Client: CareFirst BlueCross Blue Shield, Washington, DC

Directed the HR department of 4 professionals. Direct the full life cycle

of HR and talent management and recruiting for CareFirst's largest client

group Federal Employee Benefits Program FEBP .

. Oversaw SuccessFactors Performance & Goals, Compensation, Succession &

Development, and Learning and Gartner

. Partnered with the hiring manager to formulate a recruitment strategy

to fill vacancies in a timely and cost efficient manner. Developed

innovative recruitment plans that proactively meet the needs of the

hiring manager. Coordinated print and electronic advertising as well

as recruitment events and the development of collateral materials.

. Communicated on a regular basis (at least weekly) with all hiring

managers to ensure effectiveness of recruitment strategy(s).

. Received a 25% increase in department customer satisfaction survey

scores as a direct result of shifting focus to a culture of excellent

customer service.

. Maintained a union-free facility by effectively addressing labor

issues.

CLIENT: Righttime Medical Urgent Care Centers, Crofton, MD

The Pediatric Group, Head First Concussion Center, Ancillary Services Inc.

(ASI)

Directed the HR department of 10 professionals. Direct recruitment program

for 500 employees, including the selection and decision making for

positions at all levels, exempt and non-exempt.

Reported to COO as HR Talent Management and Recruiting Director for 500+

employees in a non-union environment with more than 12 sites. Minimized

corporate legal exposure by serving as an employee advocate and functional

expert for Equal Opportunity, Americans with Disabilities Act, Family

Medical Leave Act and other state and federal laws.

. Developed and led a successful recruiting campaign that filled 100+

positions in 6 months.

. Coached 25 managers on performance issues to achieve a 15% gain in their

job satisfaction.

. Designed performance enhancement strategies that enabled a 6% increase in

production.

. Recognized by leadership for turning the HR Department from a failing /

low trust department into a dynamic strategic partner for the business.

. Oversaw interviews, phone screening, and refered qualified applicants for

open positions of all levels. Evaluated qualifications and obtained

references and transcripts. Ensured applicant's compliance with local,

state, federal, and professional licensure requirements. Assisted

management in the determination of starting salaries according to

compensation guidelines. Act as liaison with Compensation on salary

offers that are above guidelines. Coordinates relocation assistance

and/or sign-on bonuses, as needed..

CLIENT: The George Washington University Hospital, Washington, DC

Directed the HR department of 10 professionals. Over 3,500 employees for a

Joint Commission accredited Congressional hospital. Reported to the COO.

HR Expert in charge of full spectrum human resources for the entire

hospital with a $2.5M staffing budget. Partnered with senior leadership to

meet talent management objectives.

. Oversaw SuccessFactors Performance & Goals, Compensation, Succession &

Development, and Learning and Gartner

. Congratulated by senior leaders for assistance and "roll up the

sleeves" work with implementation of new e-Recruiting platform

(PeopleSoft) and background check vendor (Sterling).

. Maintained a high volume load of 100 - 125 "hard to fill" job

requisitions with a 98% quality of hire rating.

. Maintained a union-free facility by effectively addressing labor issues.

. Reduced costly employee turnover by 32% and improved morale through

obtaining employee input

. Interpreted and communicated Human Resource policies and procedures for

employees and management on employment, compensation, benefits, employee

relations, and training policies. Trains customers on recruitment

processes and policies as needed.

. Evaluated external employment market as well as turnover trends then

works with hiring manager to identify recruitment or retention

strategies.

. Supported and provided input to the Compensation department on market

issues with regard to current compensation program. Analyzed market

trends in recruitment and retention.

Dimensions Health Care System, Cheverly, MD 2005 - 2012

Vice President of Talant Management / Human Resources and 2009 - 2012

Marketing, Public Relations and Community Affairs

Directed and led a team of 30 directing all aspects of HR, Marketing, PR

and Community Affairs for 3 hospitals comprised of over 3500 employees.

Primary driver for the Performance Management system. Developed performance

improvement plans & counseling managers on options for their direct

reports. Served as chief performance coach.

. Oversaw SuccessFactors Performance & Goals, Compensation, Succession &

Development, and Learning and Gartner

. Championed fully integrated performance management practices, resulting

in maximized performance through ensuring employees' complete

understanding of organizational goals and objectives as well as their

individual contributions to the success of the company mission. This

program was a direct result of the hospital's increase in patient

satisfaction scores.

. Received senior leadership recognition for custom training and 360

Feedback programs that improved supervisor / subordinate relations and

workforce productivity and engagement.

. Authored the company's website and 50+ policies / procedures aligned with

national labor laws and industry best practices.

. Recognized by CEO for initiating a corporate social responsibility effort

which garnered favorable PR in the local press.

. Spearheaded a MOU / joint venture with the State of Maryland, University

of Maryland and Children's National Medical Center, and Grater Baden

OB/GYN which generated 15 million dollars in revenue.

. Recognized by the CEO and VP of HR, for overseeing the most successful

United Way campaign in location history; doubling the goal and achieving

a 86% participation rate.

Director of Recruiting and Human Resources

2005-2009

Oversaw and resolved employee / union relations and complaints at a

3500 unionized employees for Joint Commission accredited health care

system; multi-hospitals using a hands-on approach. Led team of 15 direct

reports.

. Achieved and sustained unemployment appeals hearing "win" rate of 97%.

. Spearheaded task force that reduced hospital employee turnover by 30%

. Reduced vacancies in open funded positions 50% in 3 months through

focused recruiting efforts.

. Received State of Maryland and The Department of Labor award for an

outstanding Nurse Graduate and Summer Internship Programs

. Developed electronic on-boarding procedure and implementing

comprehensive orientation program and cross-training initiatives.

. Prepared summary of recruiting reportd and activities. Maintained

information from counseling sessions, exit interviews, and special

programs. Coordinated or assisted in the development or revision of HR

policies and processes and systems. Attended and actively

participated in various committees, both internally and externally, in

support of the Vision, Mission, and Values of the organization.

Promoted positive customer relations and support various community and

internal initiatives.

. Attended employment fairs, or professional conferences of customer

groups (i.e. Respiratory, Rehabilitation), to represent to

organization to potential employees.

US Census Bureau (Federal Government), Suitland, MD 2004 - 2005

Recruiter / Human Resources Specialist for Department of Commerce Workforce

and Training and Development Department; 1 year contract.

. Recognized by Senior Director for driving efforts to hire military

Veterans and making a "Veteran-friendly" employer.

. Implementation of new eLearning platform

Guest Services, Inc., Fairfax, VA 2001 - 2004

Senior Recruiting Manager

Ensure alignment of human capital with strategic goals and direction of

this $500M Federal Government Food Services / Luxury Hotels and Resorts /

Parks and Recreation Services Company with 5000 employees. Lead a staff of

10 HR professionals to build high levels of employee engagement and job

satisfaction to maximize ROI.

. Oversaw SuccessFactors Performance & Goals, Compensation, Succession &

Development, and Learning

. Developed an electronic on-boarding procedure and implementing a

comprehensive orientation program and cross-training initiatives.

. Proactively addressed DOL and OFCCP compliance issues to avoid

significant fines / penalties.

. Reduced department costs 30% by re-aligning staff and eliminating non-

value added programs.

. Created an in-house labor pool and reduced temp agency fees by 40% (3

million dollars).

. CEO presented me with the cost savings initiative award.

. Provided counseling on career progression, work policy, or related

issues to current and prospective employees. Set-up and staffed an

employment booth or table; answer questions from potential employees;

accept resumes or encourage attendees to apply on-line.

INOVA Healthcare System, Fairfax, VA 1999 - 2001

Recruiting Manager

Strategic business partner leading a team of 10 individuals delivering

world class talent management services to all functional areas of a multi-

facility, 10,000 employees for a Joint Commission accredited health care

system providing specialty and primary care services to adults and

children. Laid out a strategic workforce planning model aligned with

Corporate Strategic Plan to place the right person in the right job at the

right time.

. Oversaw Executive Recruitment

. Personally thanked by VP of HR for delivering a world class internship

and co-op program that had an 85% conversion rate and directly

translated into building excellent bench strength.

. Established an innovative on-boarding program that improved new employee

satisfaction 10%.

Other Employment

Howard University Hospital, Washington, DC 1996 - 1999

Manager of Recruitment

The Chapman Group / Quality Technology Consulting Services 1989 - 1996

Manager of Recruitment and Human Resources - Clients include: Colonial

Parking, Manor Care / HCR, Kaiser Permanente, BlueCross Blue Shield, St.

Joseph Hospital, PEPCO, ATF, FBI, DEA, GSA, Pentagon, NIH, Walter Reed,

Energy, Housing Transportation, Homeland Security, Defense (Army, Navy, Air

Force).

The White House (Federal Government), Washington DC 1986 - 1989

White House Aide

Department of Transportation (Federal Government), Washington, DC 1984 -

1986

Chief of Staff to Former Secretary Elizabeth Dole

Education & Credentials

BS, Human Resources Management, University of Maryland, College Park,

Maryland

Certificate - Conflict Management - University of Maryland

Certificate - Human Resources - University of Maryland

Professional Affiliations

Society for Human Resource Management (SHRM)

Leadership Prince George's Alumni, 2012

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