human resources leadership

JANET M. BLAIR

**** ** ******* ** *** * • Clarksville, OH 45113 • 606-***-**** • *********@*****.***

www.linkedin.com/in/janmblair

HUMAN RESOURCES LEADER

Passion for creating a high performance culture that drives business growth through people. An accomplished human resources leader with extensive and diverse experience in various industries. A comprehensive background in organizational effectiveness, change / LEAN / process improvement, preventive labor relations, profit contributions, team building, systems and management development. Solid experience linking business strategies with positive outcomes through people.

Key integrator for all aspects of HR Service delivery

Known for creating environments that foster innovation, collaboration and team achievement.

Creative thinker with systems and process improvement focus

Key Areas of Expertise include:

• Leadership Development • LEAN / Green Belt /Six Sigma • Mergers / Acquisitions

• Talent Management • Labor Relations / Negotiations • Union Avoidance

• LEAN/Process Improvement • Total Rewards Design • Wellness / Population Health

PROFESSIONAL EXPERIENCE

CMH REGIONAL HEALTH SYSTEM WILMINGTON, OH 2013 – PRESENT

Acute care hospital owned by RegionalCare Hospital Partners headquartered in Brentwood, TN.

DIRECTOR HUMAN RESOURCES

Member of team responsible for the strategic business direction of human resources.

Key achievements include:

Within first five months, redesigned compensation structure and revised budget plans for market adjustments and pay adjustments following a four-year pay freeze.

Championed the initiative select a business partner to integrate disability and FMLA management for 8 hospitals, with goal of reducing intermittent leaves by 20% and reducing leave duration by two weeks.

Led human resources initiatives to achieve a cost reduction of $2m in labor costs.

Introduced HR Business Partner model to support unit business leaders, with goal of increasing retention and improving employee engagement scores.

Transitioned performance management approach to one focusing on contributions based on efforts and results.

MAXX HR BENEFITS PARTNER 2012 - 2013

Benefits consulting and communications for various companies.

KING’S DAUGHTERS HEALTH SYSTEM ASHLAND, KY 2010 – 2012

Regional referral center, independent health system serving eastern Kentucky, southern Ohio, and western West Virginia with $600M net revenues and 4,200 employees with 465-beds. Award winning culture recognized by Fortune, Modern Healthcare, Working Mothers, and “Best Places to Work in Kentucky”.

HUMAN RESOURCES LEADER

Member of team responsible for all aspects of Human Resources, Wellness Program / Population Health Management and other support services areas (Pastoral Care, Child Development Center, Switchboard, and Welcome & Information Center).

Key achievements include:

Within 8 weeks of hire, played key role in leading human capital aspects of an organization-wide reduction in force producing labor cost savings of 20%; participated as a member of the executive team to generate financial improvement of $65 MM year one; $45 MM in year two.

Negotiated a three year labor agreement with SEIU (representing 550 service workers), including a transition from a defined benefit plan to a defined contribution plan, a 3 year wage freeze, 90% hiring rate, introduced gain sharing, redesigned health plan offerings with market-competitive premium cost sharing to achieve $4 MM of savings.

Redesigned health plans with emphasis on steerage to system providers and shifting behaviors to population health management, producing $6 MM annual cost savings.

Strategic oversight provided for new human resources information system to elevate business support functionality including HR Business Partner model, employee / manager self-service, affirmative action compliance / reporting, Talent Management, performance evaluation support tools, and electronic HR files.

Introduced a strategic workforce development plan to attract and retain market sensitive / business critical talent; redefined talent acquisition strategies to increase educational level of bedside RNs with BSN or MSN from 28% to 35% in 6 months; restructured ancillary benefits to achieve market-competitive benefit design achieving $500 K cost savings.

Introduced integration of absence and disability management to deliver cost savings relating to occupational / non-occupational absences resulting in a 25% reduction in intermittent leaves in first year.

Redesigned the compensation model and pay practices to achieve organizational objectives of transparency and compliance with regulations.

BROKER – VOLUNTARY BENEFIT PLANS INDIANAPOLIS, IN 2009 – 2010

Self-employed human resources consultant specializing in creating benefit communications campaigns to promote employers’ total rewards programs. Focus on health plan design and benefits communication with emphasis on “one size does not fit all” and the personal touch.

ALLEGIANCE HEALTH JACKSON, MI 2003 – 2009

Acute care, independent, community-based hospital with net revenues of $400m.

VICE PRESIDENT HUMAN RESOURCES

Responsible for all aspects of Human Resources and Learning/Organizational Development for 411-bed hospital with 3,000+ employees.

Implemented health plan changes, new network, and new third-party administrator (TPA) in the union and non-union workforces resulting in $6 MM (25%) cost savings per year.

Redesigned pay and time off practices saving $2 MM ( 15% of payroll costs ).

Reduced overtime dollars from 4-5% of payroll ( 2006 ) to 1.5% of payroll ( 2009 ).

Redesigned defined contribution program, resulting in reduced fees, increased participation from 30% (2004) to 70% (2009).

Spearheaded unique individualized benefit communication and enrollment system, improving perception of benefits as evidenced by Engagement Survey scores at 75th percentile (previously: 20th percentile).

Designed total rewards programs targeting physicians and advanced practitioners, including deferred compensation 457(f) plans, which complemented productivity-based incentive models of compensation.

Provided strategic leadership to improve results from the Staff Engagement Survey from the 40th percentile ( 2001 ) to the 76th percentile ( 2009 ).

BENEFITS CONSULTANT FORT WAYNE, IN 1999 – 2003

Broker (licensed in Life/Health/Variable Annuities) with focus on design and implementation of benefit plans and retirement savings plans for diverse industries located in the Midwest. Emphasis on improving perception of benefit package through individualized benefit communications. Key accomplishments:

Coordinated benefit communications and enrollment including core benefit plans, retirement plans, and voluntary products.

Designed benefit programs that directly linked to employers’ strategic objectives.

PRIOR RELEVANT EXPERIENCE

Vice President Human Resources / Support Services, St Joseph Hospital (formerly part of Ancilla Systems, owned by the Poor Handmaids of Jesus Christ) • Fort Wayne, IN • 1993 - 1999

Vice President Human Resources / Support Services, Bixby Medical Center • Adrian, MI • 1990 - 1993

Vice President Human Resources, Beloit Memorial Hospital • Beloit, WI • 1985 - 1990

EDUCATION & LICENSURE

MBA • Eastern Michigan University, • Ypsilanti,, MI

BA • Michigan State University • East Lansing, MI

Licensed Life/Health in MI, OH, IN

Green Belt Six Sigma / LEAN

PROFESSIONAL AFFILIATIONS & COMMUNITY SERVICE

SHRM, ASHHRA, state SHRM member

Cascades Humane Society, Jackson, MI • Board member and HR consultant

Workforce Development Board member • Fort Wayne, IN • Jackson, MI • Wilmington, OH

Healthcare Advisory Board (HCAB) Fellowship program

Volunteer - Animal rescue, adoption, and foster programs

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