KATHLEEN OCCHIOGROSSO, SPHR, SHRM-SCP

518-***-****; addz0z@r.postjobfree.com; 134 Kaydeross Park Road, Saratoga Springs, NY 12866

PROFILE SUMMARY

Senior Human Resources Leader with demonstrated expertise in all aspects of Human Resources in both private and not-for-profit sectors. Proven track record in creating and maintaining a highly engaged workforce with integrity and passion. Full awareness of the need to understand the business core of the organization served. Experience in a variety of industries (healthcare, hospitality, transportation and warehousing, 3 PL’s).

CORE COMPENTENCIES AND AREAS OF EXPERTISE

• Employee Engagement

• HR Audits/HR Consulting

• Labor Relations/Negotiations

• Cost Containment Strategies

• Compensation Programs

• Performance Management

• Workforce Planning

• Mergers and Acquisitions

• Talent Management

• HRIS/Payroll Systems

• Staff Development

• Data Analytics

• Leadership Development

• Benefits Administration

• Regulatory Compliance

• Employee Wellness

• Mentoring and Coaching

PROFESSIONAL EXPERIENCE

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SARATOGA HUMAN RESOURCES SOLUTIONS, INC. Saratoga Springs, NY October 2019-Present Senior HR Consultant

Provide HR Consulting, Outsourcing and Management Services to CEO’s, Business Owners and Senior Management to help address and solve complex HR issues. Broad experience to deliver innovative and tailored solutions that align employment practices and people strategy with an organization’s business strategy.

• Conduct comprehensive HR Audits to ensure clients are in full compliance with all Federal, State, and local regulatory guidelines; and to improve Human Resources Operations and Strategies.

• Assist in selection of vendors to better meet client needs, and ensure they receive high customer service.

• Create and revise Employee Handbooks and Policies to ensure clients stay current.

• Review and enhance Job Descriptions, Compensation and Benefits Programs, Performance Management Tools.

• Provide effective Leadership and Staff level trainings on a variety of topics.

• Provide customized approach based on clients’ objectives.

LOGISTICS ONE, INC. Saratoga Springs, NY September 2014-September 2019 Privately owned distribution-systems provider designed to meet clients warehousing, transportation and brokerage needs. Director of Human Resources

• Served as a trusted strategic partner to engage stakeholders across the organization.

• Direct oversight of all HR operations and involvement in company-wide initiatives.

• Created and managed HR Metrics/KPI’s to ensure effective HR operations.

• Spearheaded a culture change to improve employee engagement through a variety of initiatives.

• Enhanced employee engagement by conducting comprehensive workforce engagement surveys realizing improved scores with every survey conducted; held regular employee round-tables and conducted “stay interviews” as well as exit interviews.

• Vendor Contract Management- negotiated better pricing; realized higher quality of service by researching and working with various service providers/vendors.

• Researched and initiated a new HRIS/Payroll platform; realized cost savings and improved efficiency in operations.

• Improved on-boarding practices resulting in a better employee experience.

• Automated the performance management function which allowed for more transparency and regular feedback.

• Enhanced the workplace environment by implementing employee-friendly programs such as "bring-your-dog to work" program, employee suggestion program called "Innovation Station".

• Held a variety of “lunch and learns” to enhance learning opportunities for teammates.

• Served as the “wellness coordinator” to provide opportunities for employees’ physical, mental and financial wellbeing.

• Enhanced the Employee Benefits Package with little or no cost to better meet the needs of the diverse workforce.

• Initiated review of the 401 (k) Plan; worked with COO on plan enhancements while reducing fees associated with the plan.

ST. MARY'S HEALTHCARE Amsterdam, NY April 2013-July 2014

(Sponsored by Ascension Health National Healthcare System) 163-bed acute care community hospital; 160-bed skilled nursing home, 10 Primary Care sites and 30 community-based Behavioral Health programs; 1600 employees. Vice President, Human Resources/CHRO

• Served as a strategic partner and member of the Senior Leadership team to work towards achieving organizational goals.

• Planned, directed and developed HR programs and policies for all human resources functions.

• Additional responsibility of both the Education and Training, and the Employee Health department.

• Served as the HR Project Manager for the nationally initiated project called “Symphony” for St. Mary’s Healthcare. This transformed the HR function that involved moving to the PeopleSoft HRIS self-service system and transitioned the HR transactional work to a national service center. Under my direction, the project deadlines were met ahead of schedule.

• Restructured the HR department to meet the needs of the new service delivery model.

• Responsible for the planning and implementation of new Benefits Administration strategies.

• Required to implement a reduction in force of 40 FTE's and was able to minimize the impact of job loss to only 9 fellow associates.

• Initiated and implemented a compensation review project to tackle a long-standing, internal wage compression issue.

ST. PETER’S HEALTH PARTNERS May 1988-December2012

Result of the merger of St. Peter’s Healthcare Services, Northeast Health and Seton Health-Sponsored by Catholic Health East (now CHE Trinity Health): 5-Hospital Healthcare System with 165 locations; 12,500 employees. Director of Human Resources-Acute Care Troy, May 2012-December 2012

• Served as a member of the Senior Leadership Team for the Troy Acute Care Division upon the merger with St. Peter’s Healthcare System and NE Health.

• Responsible for all HR functions servicing the Troy Campus- (Samaritan Hospital and St. Mary’s Hospital).

• Key contributor to multiple, system-wide HR work teams that were created to integrate HR functions of all three legacy organizations as a result of the merger.

SETON HEALTH SYSTEM, May 1988-May 2012

Result of the merger of Leonard Hospital and St. Mary’s Hospital, and now part of St. Peter’s Health Partners. Previously sponsored by Ascension Health National Healthcare System; Comprehensive, Integrated Healthcare System including 200-bed hospital, 12-bed ICU; 20 locations including Primary Care and Specialty Care Services; 1850 employees. Vice-President, Human Resources/CHRO June 1999-May 2012

• Served as a member of the Senior Leadership Team including the acute care, long term care and primary care divisions. Involved in organizational-wide planning and decision-making.

• Responsible for $15 Million HR Budget with direct oversight of both HR and Employee Health functions and staff.

• Responsible for the strategic development of all HR, Employee Health and Education & Training programs.

• Member of multiple organization-wide committees and initiatives involving corporate compliance and the patient experience.

• Experience in leading the survey process for Employee Engagement Surveys. Realized increased associate satisfaction/engagement with every survey conducted from 1996-2010. "Best Places to Work" designation by the Capital District Business Review - 4 times (3 yrs. consecutively 2008 thru 2010).

• Successfully created an Executive Pension Redesign Team to review and make decisions necessary for the transition and redesign of our pension plan; responsible for the implementation and communication of the new pension redesign platform to associates with consult from Ascension Health Pension Services.

• Participated in labor negotiations for Home Care RN bargaining unit. Responsible for the coordination of all aspects of negotiating the contract and communication between Seton and the Union Representatives. Also, negotiated the effects of the closure of the agency on the members upon the merger with St. Peter’s Health Partners.

• Partnered with our Education Department to implement the School-At-Work Program through Catalyst Learning to move entry level associates into a healthcare career path for retention.

• Worked with the Education Department to create and roll-out new Service Standards as one of our Patient Experience initiatives. These were standards of service that represented behaviors that all employees were expected to live by in our everyday interactions with patients, families, visitors, medical staff and each other. Director, Human Resources June 1991-June 1999

• Responsible for all operational human resource management functions including compensation, benefits, employee relations, recruitment and selection, performance improvement, performance management, payroll, workers’ compensation, regulatory compliance, orientation of new management personnel.

• Advise employees and management of personnel policies and procedures and assist management in the implementation of such.

• Created a guide for Manager’s use to enhance the new-hire selection process and to better select candidates that are the “right-fit” for our organization.

Assistant Director, Human Resources, May 1988-June 1991

• Responsible for day-to-day operations of the Human Resources Department as indicated above. Reported to the Director of Human Resources.

• Transitioned the timekeeping system to a better automated system to ensure consistency in application of pay policies; took the opportunity to review all pay/benefits practices and made many revisions which resulted in over $2 million savings in salary and benefits expenses while still maintaining market competitiveness. THE FLATLEY COMPANY: SHERATON TARA HOTEL Springfield, MA July 1987-May 1988 Assistant Director, Personnel

• Responsible for full start-up HR function for brand new hotel.

• Responsibilities included mass-hiring to get ready for Grand Opening of the hotel, and on-going recruitment, benefits administration, compensation, employee relations, and employee orientation. EDUCATION & CERTIFICATIONS

Bachelor of Science, Business Administration, State University of New York at Oswego Graduate, Rensselaer County Chamber Leadership Institute, Class of 2012 SHRM-SCP Senior-Level HR Certification

HRCI-SPHR Senior-Level HR Certification

PROFESSIONAL AFFILIATIONS/COMMUNITY SERVICE

• Current Member of the Capital Region Human Resources Association and SHRM; Also, helped shape the HR Leadership Development Program for emerging HR leaders; served as a panel member and Mentor for this program, and co-chaired one of the HR Leadership Classes for the 2011 program that was focused on HR Leadership in the healthcare field. Students rated this class the highest out of all the classes held that year.

• Current Member of the Steering Committee for HR Executive Briefings (partnership with BS&K and CRHRA): This group provides a forum for the development and networking of HR Executives in the Capital District from a wide variety of industries and organizations.

• HR Committee Volunteer for Capital Roots

• Current Member of the Saratoga Chamber HR Advisory Council

• Current Member of Saratoga Sisters, a networking and professional forum for businesswomen.

• Member and former treasurer of the Northeastern New York Healthcare Human Resources Association 2005-2014.

• Member of the HANYS Statewide HR Advisory Council: (1999-2014) In this role I provided input on human resource and workforce issues that helped shape the Association's workforce agenda.

• Board Member: New York Employee Benefit Conference-Albany Chapter (NYEBC) 2010-2015: A forum for the exchange of information and to help further the education of individuals who deal with employee pension plans, employee welfare benefit plans and other employee benefit arrangements. Promote sound principles and practices in the employee benefit field.

• Board Member: I Am I Can, Inc. (2010-2014) A non-for-profit organization that served and mentored girls in grades 9-12. Provided the needed encouragement, guidance and advocacy to students in need as they navigate their high school years and move towards post graduate goals. We fulfilled this need by matching up the girls in need with caring professional women to serve as role models.

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