Senior Vice President

ANTHONY I. HAMILTON

*************@*****.*** Washington, DC 443-***-****

SENIOR HUMAN RESOURCES PROFESSIONAL

Key Competencies:

Strategic HR Leadership

Diversity, Equity & Inclusion

Talent Management

Organizational Culture

Talent Acquisition

Succession Planning

Employee Engagement

Performance Management

PROFESSIONAL EXPERIENCE

Sr Vice President of Human Resources

The Law Offices of James E. Crawford, LLC.- Linthicum, MD June 2022 – Present

Employees: 125 Multi-State Organization

Scope: Oversee the implementation of HR policies and programs that support the mission, ensuring compliance with employment laws and regulations and managing the HR department’s budget (1.2 million).

KEY DUTIES

Collaborate with executive leadership to define the organization’s long-term mission and goals; identify ways to support the mission through talent management.

Identify key performance indicators for the organization’s human resource and talent management functions; assess the agency’s success and market competitiveness based on these metrics.

Develop and implement HR strategies and programs that align with the agency’s mission, vision, and values.

Research, develop, and implement competitive compensation, performance appraisal, and benefits programs.

Recruit, hire, and manage the personnel of the HR department and oversee the department’s daily workflow.

Provide guidance and leadership to the human resource management team; assist with resolution of human resource, compensation, and benefits questions, concerns, and issues, including discipline and termination of employees in accordance with agency policy.

Act as a point of escalation, coach, and advisor on complex employee relations, develop recommendations, and ensure matters are handled consistently across the organization.

Manage responses to any regulatory bodies, in example EEOC claims.

Ensure compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements.

Maintain knowledge of laws, regulations, and best practices in employment law, human resources, and talent management; apply such knowledge to the policies, practices, and processes of the agency.

Draft and implement the agency’s staffing budget and the budget for the HR department.

CHALLENGE: Lead a team of (6) to enhance competency in HR policies and procedures through mentorship and training while optimizing limited systems and infrastructure. Revamp benefit offerings and policies to prioritize employee needs and ensure consistency across the organization.

RESULTS

Restructured the HR team to incorporate recruiting and sourcing experienced talent.

Developed systems that facilitated fair and equitable policies, practices, and compensation administration distribution.

oResulted in achieving at 95% Employment Engagement Rating

Onboarded new HRIS system (ADP Workforce Now) payroll system, ATS, program, and performance management system (Perform Yard).

oResulted in a Single Login Solution for all Employee Information System (payroll, HRIS, Benefits, Retirement)

Selected new benefits provider (Care First), including plans, programs, insurers, and brokerage.

Established new corporate policies leading to the authoring of the new employee handbook.

Associate Vice President of Human Resources

Redeem Healthcare Medical System – Baltimore, MD March 2019 – June 2022

Employees: 400 Multi-State Organization

Scope: Developed HR capabilities to drive operational excellence, mentor the HR team, and support advancing best practices and diversity and inclusion plans to improve organization outcomes and employee experiences.

KEY DUTIES

Act as a strategic partner to the Executive leadership team for continuous process improvement and employee relations. Help identify options and solutions to business challenges and workplace issues, including a post-COVID return-to-work plan.

Provide credible guidance to colleagues in the areas of accountability, employee engagement, recognition, recruitment, staff development, and performance coaching.

Lead and support the attainment of a culture of high trust and engagement at the entity hospital.

Develop programs that will support a focus on diversity, equity, and inclusion. Foster a culture where individual differences are supported, appreciated, and respected.

Develop HR capability to deliver service and operational excellence. Drive core process improvement to reduce administrative bottlenecks, minimize cycle time, and promote best practices.

Focus on improvement in operational efficiencies within HR and overall improvement in the employee experience.

Further develop and mentor the HR team and the impact they make by supporting their customers, further deepening the role of the HR team as trusted, credible, strategic partners.

Support the designing and advancing of strategies and initiatives that further drive measurable improvements in human resources imperatives. Support the advancement of best practices and the effectiveness of HR programs across the organization.

Support and develop diversity and inclusion plans for recruitment, performance evaluation, and succession at the entity hospital, as well as the processes and systems that develop internal talent.

Assist in defining and transitioning the organization's culture towards improved outcome orientation, customer service, quality enhancement, and cost-effectiveness.

Positively influence the organization's financial performance, patient experience, employee engagement, and quality initiatives through the development of human capital and operating improvements.

Support innovative recruitment processes that further improve processes, time to fill, and strategic sourcing that yield quality candidates and develop as much of a pipeline of talent as possible.

CHALLENGE: Navigate HR challenges amid COVID-19, strategize retention efforts, and support diversity and inclusion plan for recruitment and performance evaluations.

RESULTS

Served as the organizational leader for the COVID-19 pandemic and authored company policy.

Implemented remote work supervision model.

Spearheaded programs and initiatives that increased retention efforts, maintaining a retention rate of 82%.

Provided organizational leadership regarding company’s multi-state expansion.

Senior Regional Human Resources Director

Autumn Lake Health Care – Baltimore, MD July 2015 – March 2019

Employees: 4,000.

Scope: Managed all HR department operations across multiple facilities (17), including recruitment, payroll, benefits administration, and compliance. Executed centralized processes and served as a resource for team leaders in employee issue resolution and staff development.

Key Duties:

Coordinate all operations of the HR Department including, but not limited to, recruiting, payroll, benefit administration, compliance, and employee file administration for facilities in Maryland, the District of Columbia, Pennsylvania, New Jersey, and South Carolina.

Communicate effectively verbally and in writing to all levels of staff and management, outside officials, and agencies.

Conduct research regarding employment issues, benefits, workers' compensation, and personnel procedures and, working with Executive Management, apply the conclusions to BOR’s personnel policies and practices.

Develop, implement, and manage a centralized recruiting process.

Serve as a resource for team leaders in handling employee issues and assist them in counseling employees, conducting evaluations, staff training, problem-solving, and consensus-building.

CHALLENGE: Address challenges in talent acquisition, devise retention strategies, develop and implement HR policies, and cultivate organizational culture and climate.

RESULTS

Navigated through the company’s acquisition by another operator.

Managed the Survey and auditing process by state and federal regulators.

Adopted new policies to align with Corporate Acquisition.

Developed the Culture of Care Program to address challenges identified through survey and culture climate.

oIncreased engagement rate to 95%.

ADDITIONAL EMPLOYMENT

Human Resources Manager, The Chimes, Inc. Maryland, Baltimore, MD March 2012 – June 2015

Training Coordinator, Life Bridge Health, Baltimore, MD July 2011 – March 2012

Sr.HR Specialist, University of Maryland, Halethorpe, MD March 2006 – July 2011

EDUCATION

Master of Science Degree Psychology Anticipated Date of Graduation May 2025

Virginia Union University, Richmond, VA

Bachelor of Science Degree 2002

Coppin State University, Baltimore, MD

CERTIFICATES OF COMPLETION

Society for Human Resource Management SHRM-CP 2021

HTML & CSS, System Source Computer Training Center, Columbia, MD 2014

Effective Communication

Facilitating Effective Meetings

Time Management

Connection with Others

Providing Constructive Feedback

Genuine Leadership: Principles & Qualities, Behavioral Interviewing.

Life Bridge Health, Baltimore, MD 2011 – 2014

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