Human Resources Management

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J. Patrick Peters

*** ******* ***** ******@*********.*** Home: 717-***-****

Manheim, PA 17545 Mobile: 410-***-****

Human Resources Professional

Skilled and versatile Human Resources Professional with 20+ years of expertise strengthening human resources for teams in multiple environments. Strong understanding of recruitment, staffing, employee relations, training and development, performance management, compensation, and benefits. Known as a strong and resourceful team player who excels in challenging environments.

Created significant savings and improved healthcare benefits through a restructuring of healthcare programs which kept healthcare costs flat or low single digits when average increases were in excess of 15%.

Implemented a Management Training Program which successfully transformed how line supervisors and managers resolved the critical issues of recruitment, performance management, discipline, and compensation.

Created employee policy manuals and benefit manuals for both exempt and non-exempt staff.

Implemented a retirement investment program with high level of employee choice for a broader range of investment options, ease of access to information, and a better long term outlook for return on investment.

Core Competencies

Human Resources Recruitment Interviewing Hiring Training and Development

Team Leadership Team Motivation Employee Benefits Payroll Reductions in Force

Compliance Budgets Financial Reporting Administration IT Management Retention

Performance Management Policies & Procedures Change Management Employment Law

Employee Relations Project Management Systems & Process Improvement Facilitation

EXPERIENCE

Saint Paul Episcopal Church 2003 – present

Rector / Senior Pastor

CEO with responsibility for all administrative, human resources, and spiritual aspects of the parish. Oversees a staff of four paid staff and over 40 volunteers. Primary emphasis on recruitment, motivating, team building, and communications. Revitalized the parish community around prayer and worship, team-building, and outreach ministry that brings over $400,000 worth of service to the community.

Goodell DeVries, LLP 2000 – 2003

Executive Director

COO with responsibility for the day-to-day management of the law firm. Responsible for administration, operations, human resources, finances, and information technology. Oversaw of staff of 3 direct reports and over 20 indirect reports.

Implemented a new healthcare benefit program that kept increases to a minimum while expanding employee choices.

Implemented a revised investment program for the retirement plans to provide more employee choice and a better opportunity for long-term returns on investments.

Initiated a staffing program to increase the number of attorneys supported by a legal secretary.

Revised employee policy manuals and benefit manuals for all levels of employees and partners.

Dechert Price, LLP 1998-2000

Vice President and Director of Human Resources

Managed the Human Resources function with responsibility for recruitment, employee relations, training and development, and benefits for this large multi-state law firm.

Upgraded healthcare program to provide employees at all the offices with more choice while reducing the cost of the program through the elimination of brokers.

Implemented a program of on-line access to employee policy and benefit manuals.

Streamlined hiring and recruitment process at all the offices to ensure consistent quality of new hires.

Initiated a staffing program to increase the number of attorneys supported by a legal secretary.

Steptoe & Johnson, LLP

Director of Human Resources 1993 – 1998

Managed the Human Resources function with responsibility for recruitment, employee relations, training and development, and benefits for this large multi-state law firm.

Created and implemented a one-of-a-kind healthcare program that encompassed 5 different law firms with offices in 10 different states.

Accomplished a reduction in force program that resulted in significant savings to the law firm without one formal or informal complaint of discrimination.

Implemented a revised investment program for the retirement plans to provide more employee choice and a better opportunity for long-term returns on investment.

EDUCATON

Master of Administrative Science (MBA) – The Johns Hopkins University, Baltimore, MD

Emphasis: Finance and Human Resources

Bachelor of Arts (BA) – Saint Mary Seminary and University, Baltimore, MD

Emphasis: Philosophy and Communications

Certification: Finance and Management – National School of Finance and Management, Fairfield University, Fairfield, CT

Emphasis: Finance, Budgeting, Reporting, Strategic Planning

Training: Interaction Management, Resources Management, Executive Development

Technical Skills: Microsoft Office (Word, Excel, Outlook, Powerpoint), Paychex, Adobe

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