Cherie Hersperger Cell: 401-***-****
** ******** *****, *******, ** 02889 E-mail: email@example.com
A self-motivated, metrics and results-driven, goal focused Human Resources Management professional with an extensive knowledge in
Employee Relations, Employee Engagement, Talent Acquisition, Labor Relations/Union Avoidance, Wage Administration and Benchmarking, Training/Employee Development, Performance Management, Payroll Administration, Development and Administration of Benefits,
Building Rapport/Relationships, Creative Problem Resolutions, Safety/OSHA Requirements, Development/Implementation
of Health and Wellbeing Programs, Up to date on Employment Laws, Communication/Motivational Leadership,
Clear Writing/Editing of Reports, Development/Implementation of Policies and Procedures,
Detailed Research/Analysis, and Proficient with Microsoft Office Suite
Abacus Health Products, Inc. November 2018 - March 2019 Laid Off
Director of Human Resources
Provided Human Resources leadership
Developed recruiting strategies
United Methodist Elder Care Communities – East Providence, RI
Director of Human Resources September 2017 – September 2018 Laid Off
Provide Human Resources leadership,
Develop and implement programs, policies and procedures that relate to the HR function,
Investigates and resolves employee and Labor Relations issues/concerns,
Develop facility recruitment efforts and on-boarding process,
Responsible for employee benefits and oversee payroll process,
Assures a system of performance evaluation
Closed 8 Union grievances between step 1 and 2 within 3 months of starting
By revising job descriptions from 1998 a comprehensive wage analysis was conducted for the non-union and salary positions to create a competitive wage scale
Moved a 2-payroll system to one and giving the employees the ability to see their time clock punches and weekly paystub by downloading an application to their cell phones; eliminating paper paystubs. Also, eliminated the need for paychecks by having all employees go direct deposit
Open Enrollment was moved to an electronic version; expanded the employee benefit package by adding voluntary insurances
Hathaway Manor Extended Care Facility – New Bedford, MA May 2016 – August 2017
Director of Human Resources
Provide Human Resources leadership,
Plan, organize, develop, implement and interpret the programs, goals and objectives, policies and procedures that relate to the HR function,
Investigates and resolves employee relations issues/concerns,
Developing facility recruitment efforts and on-boarding process as it relates to Human Resources,
Responsible for coordinating employee benefits and payroll process,
Maintains employee personnel files in accordance with associated regulations and assures a system of performance evaluation.
HR Consulting September 2015 - January 2016
Assignment through Robert Half Agency
Developed recruiting strategies,
Reviewed and developed policies and procedures,
While assigned to a Credit Union in Massachusetts through a temporary agency as a Recruiter, 43 positions were filled within 60 business days; management to entry level positions.
Cherie Hersperger Page Two
South County Hospital Healthcare System - Wakefield, RI September 2014 to January 2015
Human Resources Business Partner
•Provided HR guidance/support to client groups in the following areas: talent acquisition, performance management and development, labor relations, employee relations, employee engagement,
•Coached and mentored management on issues affecting morale, performance, development and organization effectiveness,
•Provided guidance and direction to ensure consistent equal and fair treatment of all employees,
•Conducted and managed investigation of complaints and concerns.
Boston Scientific Corporation, Coventry, RI June 2011 – January 2014 - Laid Off
Human Resources Business Partner Principle Region
Provided HR leadership in the following areas: competency development, succession planning, talent management, talent acquisition, union avoidance, employee relations, employee engagement, change management and process improvement,
Coached management on issues affecting morale, employee performance, development and organization effectiveness,
Mentored managers to ensure the consistent application of and adherence to company policies and procedures,
Developed and/or facilitated workforce development programs. Supported utilization of performance management tools, processes and compensation and rewards programs,
Introduced, lead and influenced change management initiatives with facility leaders in order to address issues that will enhance overall performance and build the overall human capital capability of the facility,
Conducted investigations of complaints and concerns, prepared reports and decided on corrective course action when appropriate.
Awarded the 2013 Bronze Achievement Award at Boston Scientific for Outstanding Leadership for recognizing that there was a problem with the online learning tools that employees were using in the Coventry facility. I started a Human Resources CAPA (Corrective and Preventive Action) which was known as the Learning Project. The first HR CAPA for the organization which started at the Coventry facility rolled into a Corporate Learning CAPA.
Prevented union activity in a low morale facility; was instrumental as a cultural change agent.
Lead the Coventry facility to win the Blue Cross Blue Shield and Chamber of Commerce’s annual award for company’s showing the best wellness program for their employees.
Time for You Studio, Warwick, RI March 2009 – Current
Owner – Holistic Business
Blackstone Valley Community Health Care, Pawtucket and Central Falls, RI June 2008 – June 2011
Director of Human Resources
Provided Human Resources leadership,
Developed, implemented, evaluated, and modify as appropriate all policies, procedures, processes, and programs covering Recruitment, Employment, Compensation, HRIS and Records, Employee and Labor Relations, Benefit Administration, Training and Development, and Organizational Development in support of strategic business objectives and defined organizational culture,
Exercised a proactive role in aligning all Human Resource programs, processes, and activities with the corporate strategy to gain and retain competitive advantage for the organization,
Lead change in fostering and maintaining open communications, confidence, high morale and mutual understanding between management and the workforce at all levels,
Developed and implemented various training programs.
In June 2008 there were 10 open union grievances at second and third steps all were closed within 2 months without mediations; only 5 other grievances were opened and closed at first or second steps through June 2011.
Union Contract negotiations were completed within two weeks, contract was ratified with management section strong,
Cross-training was developed and implemented for certain positions which supported the doctors better and it changed morale because each location understood the other.
Cherie Hersperger Page Three
Coca-Cola Enterprises Inc., Needham, MA
Market Unit Employee Relations Manager, RI, MA July 2003 – May 2008
Provided Human Resources leadership/guidance for 4 sales centers, 1 manufacturing facility and 1 fountain service center encompassing just under 900 employees across 2 states,
Participated in divisional succession planning processes and lead the local process by partnering with management to identify organizational strength as well as bench strength and diversity opportunities,
Trained and advised Sales Center Managers and Supervisors on union contracts administration,
Created and implemented training and development programs for HR Administrator,
Implemented round table meeting with management at assigned facilities; notes from these meetings were used to develop strategies to make Coca-Cola a preferred employer,
Aligned HR initiatives with business directives at the assigned facilities,
Ensured all AAP were compiled and implemented as a strategic hiring/promoting tool; partnered with minority community groups to ensure diverse candidate pool,
Conducted in house investigations into allegations of sexual harassment, discrimination, wrongful discharge, and other associate and union issues and provided resolutions,
Interpreted and oversaw compliance of personnel policies and procedures,
Prepared Company information and sat second chair for arbitrations and contract negotiations,
Conducted management and associate training seminars on topical issues such as Prevention of Sexual Harassment, Making Differences Work, and Workplace Violence.
Closed 22 active grievances between 2 facilities with-in 6 months without going to arbitration while balancing best interest of Company and employee advocacy.
Developed and implemented union avoidance campaign for non-union sales facility which led to a vote of “no union”.
Stay current with employment law by attending seminars, webinars and association meetings
Senior Professional Human Resources Certificate Projected 2019
Certificate Program for Professional Human Resources Management, Roger Williams University
American Red Cross Certification in First Aid and CPR and Instructor
Advanced Labor Arbitration Advocacy
Alcoa Fujikura, Ltd. Environmental, Health and Safety Training
OSHA Requirement Certification, I.S.O. Internal Auditor Course, Outlook Certification,
Completed various training courses and seminars in employment and payroll laws from 1997 to present
Zenger-Miller Frontline Leadership Certification, Recruitmax Training
Word, Excel, PowerPoint, Visio
Payroll systems (ADP, Interpay, Kronos, CSC Paymaster, Paycor),
HRIS (Peopleview, Peoplesoft)
Volunteer for the RI Chapter of the American Red Cross
Volunteer for Home and Hospice Care of New England
Human Resources Management of Rhode Island (SHRM-RI)
National Society for Human Resources Management (SHRM)
American Society for Healthcare Human Resources (ASHHRA)