Vice President Human Resources

Kathy Chanda, SPHR

********@*****.***

https://www.linkedin.com/in/kathyhechtlinger

Profile

Strategic human resources leader and consultative partner with a demonstrated track record of leading global teams to drive results in human-capital initiatives in non-profit and for-profit organizations. Expertise in organizational design and effectiveness, strategic HR business partnering and planning, change leadership and communication, employee relations and engagement, strategic staffing and workforce planning, executive coaching, cross-cultural programs, and compliance.

Experience

Muscular Dystrophy Association, Vice President, Human Resources, 2021 to 2022 $60M US Non-profit Voluntary Healthcare Organization

Led all human resources initiatives including employee engagement and retention, talent acquisition, employee benefits, and compensation. Report to the CEO & President and member of the executive leadership team.

Developed and implemented foundational human resource programs including a new compensation system, a titling architecture, and organization charts.

Directed recruitment program that increased staffing levels by 33% and redeployed 50% of internal staff.

Implemented talent acquisition process and recruitment training program.

Partnered with senior leadership to restructure the organization to create a sustainable business model, resulting in reducing labor costs from 51% to 36% of the total organizational expenses.

Led integration activities of the HRIS platform to streamline transfer of information to Finance, IT and Salesforce applications.

Council on Accreditation, Vice President, Human Resources, 2009 to 2021 $11M US Non-profit Accreditation Organization

Led the human resources function. Reported to the CEO and member of the senior leadership team. Was promoted from Director to Vice President.

Conducted human resources due diligence work for the organization’s acquisition of another non-profit.

Managed the acquisition processes and programs for the subsequent integration work – including merging of ERISA plans.

Co-led a business reengineering project that transferred 100% of the manual business processes to a Salesforce automated solution.

Implemented employee engagement initiatives utilizing employee work teams, increasing employee engagement scores from 72% to 81%.

Partnered with the Compensation Committee of the Board of Trustees to implement an organization-wide compensation program including an intermediate sanctions review process, and to implement an employee “hotline”, grievance program, and governance procedures.

Implemented a 360 Development Executive Coaching Program for management staff.

Directed the RFP selection and implementation of an upgraded, cost- effective HRIS solution.

Ceridian, Senior Strategic Human Resources Business Leader, 2008 to 2009 $1B Global For-profit Business Services Company

Supported strategic human resources for the US-based Small Business Division comprised of technology, sales, business development and operations staff. Responsible for implementing initiatives to optimize individual and corporate organizational performance, develop leadership, define culture, and develop short and long-range business plans. Reported to the President of the division and member of the division senior leadership team.

Partnered with leadership and internal legal counsel to downsize staffing by 75% and to reposition and transfer remaining staff to other company divisions.

Implemented an employee engagement survey initiative and coordinated the business-led transformation committees.

Executed and facilitated the nine-block talent reviews for senior management of the business sector.

Eisai Pharmaceuticals, Associate Vice President Human Resources, 1997 to 2007 $6B Global For-profit Brand Pharmaceutical

Led the strategic direction and oversight of the human resources, leadership, and internal communications functions for the Global Clinical Development Sector. Reported to the President and member of the senior leadership team and the North American Operating Committee. Was promoted 7 times in 10 years – from Manager to Associate Vice President.

Led talent acquisition program. By acquisition of scientific talent grew the sector from 60 in the US to 800 in the US and EU in 36 months.

Implemented a technical (GXP) platform and training program which centralized and automated standard operating procedures training. This solution was deployed by the organization in the US and EU.

Directed the sensitive employee relations complaints and investigations. Implemented investigatory procedures training and protocols for all human resources staff in the US and UK.

Designed and implemented customized compensation programs. Compensation program metrics linked incentive pay to clinical development metrics, resulting in decreasing the time involved in deciding to whether to invest further clinical development resources. Post program implementation, the number of days between clinical database lock and the development of statistical tables decreased by 25%.

Implemented cross-cultural training programs for staff being deployed between countries and implemented a relocation program for US and UK transfers.

Partnered with the President to lead implementation of the business strategy program and five-year strategic business plan.

Partnered with senior management to lead and manage the integration of the US and UK geographies. Managed the realignment of human capital to streamline structure and human resource programs.

Education

Cornell University, BS, Industrial & Labor Relations

Certifications

SPHR, MBTI, Center for Creative Leadership Benchmark’s 360 Facilitator

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