HR Executive

Albert Risdorfer

***** *** ****** ** ****** MD **036 +1-703-***-**** ***********@*****.***

hAp://www.linkedin.com/in/arisdorfer

Human capital expert and leader focused on crea3ng business value by building highly engaged cultures & op3mizing talent.

CORE COMPETENCIES

Human Capital Strategy Talent AcquisiNon Talent Development Talent Branding M&A/Restructuring Total Rewards Engaged Cultures Compliance Diversity, Equity & Inclusion Corp Governance HRIS/Payroll/LMS Global HR RELEVANTEXPERIENCE

Frederick Na8onal Laboratory for Cancer Research, Frederick, MD Senior VP Human Resources (Jan 2023 - Jun 2023)

Federally Funded Research Facility aimed at cancer and infecNous disease eradicaNo. Discovered serious ethical and legal issues that management knew of but did not wish to address. This was a very bad fit. NOTE: The prime was not awarded the recompete.

• Launched planning process for 2024 benefits that would reduce costs by 10%.

• Implemented Gallup Q12 assessments of the enterprise. Kolmac Integrated Behavioral Health, Burtonsville Maryland Senior VP Human Resources (Jun 2022 - Dec 2022)

PE owned provider of addicNon treatment and recovery in 5 Mid-AtlanNc states. Leb to join FNL and a serious comp increase.

• Revamped benefits that reduced costs by 25%. IniNated culture improvement using Gallup Q12.

• Improved hiring processes to avoid false posiNves in candidate selecNon.

• Developed Kolmac HR Management Manual to standardize HR processes for managers. OPGEN INC., Rockville Maryland

Sr. Director of Human Resources (Nov 2015 - Jan 2022) NASDAQ: OPGN. An emerging precision medicine, in-vitro diagnosNc test developer. Offices in the US, Germany, and Austria. ExecuNve CommiAee member charged with developing and execuNng global enterprise-wide human capital & cultural strategy. Leb as US operaNons were to be downsized.

• Revamped health benefits reducing costs by 33% without denigraNng the benefit levels to employees.

• Established recogniNon program and built the global compensaNon structure.

• Conducted proxy analysis for NEO and BOD comp benchmarks.

• Managed several restructurings and facility moves.

• Developed the OpGen InfecNon Control program to manage the COVID pandemic.

• Architect of a global project to align the company into a common culture based on shared values and aimed at improving employee engagement using the Gallup Q12. DIGITAL DIVIDE DATA LLC., New York, NY.

Chief HR Officer (Oct 2014 – Nov 2015)

US-based global non-profit (NGO) with ~1200 staff, focused on delivering commercial BPO services to fulfill its social mission of providing opportuniNes to some of the world's most disadvantaged people in the US, Cambodia, Laos, Kenya. Leb when project ended.

• Engaged by BOD to affect an organizaNonal turnaround: overall restructuring, improving employee engagement, developing capabiliNes for commercial profitability and sustainability.

• Hired a business savvy President who guided DDD to a more sustainable business.

• Revised US benefits to bring them into compliance with ERISA.

• Restructured HR; installed a new global CHRO from Cambodia. GENERATION mPOWER LLC (NYSE: BWC), CharloRe NC.

Chief HR Officer (Apr 2012 - Jun 2014)

300 employee joint venture between THE BABCOCK WILCOX COMPANY, and BECHTEL COMPANY; Developer of innovaNve, passively safe, small modular nuclear reactor. Leb due to GeneraNon mPower program shut down.

• Managed spin-out of GeneraNon mPower LLC.

• Responsible for Nuclear Safety Culture, Safety Conscious Work Environment & EHS.

• Stood up Nuclear Staffing Services Center to provide low-cost resources to NE Services Group.

COMPUTER SCIENCES CORPORATION, Falls Church VA.

VP Human Resources (Dec 2008 - Dec 2011)

Former NYSE CSC. $16B, 102,000 employee IT services firm providing business soluNons, technology, and services to commercial clients in the Americas, EMEA, APAC and India. Reported to the CHRO and the President of New Business. Leb in 2011 when outsourcing business ended.

• CSC's Face to the Client and architect of human capital value prop for large B2B outsourcing deals.

• Architect of global people strategy based on compeNNve analysis to improve outsourcing win-rate.

• Used Human Sigma concepts that improved profitability, growth, and client engagement.

• Stood up new funcNon to enhance CSC's branding around its people strategy. Partnered with Gallup in creaNng a human capital plan instrumental in winning a $3B, 10-yr IT outsourcing bid with major Swiss-based MNC.

GENE LOGIC, Gaithersburg Maryland

Chief HR Officer (Dec 2002 - Sep 2008)

Former NASDQ: GLGC. 500 employee, emerging provider of bioinformaNcs, genomic expression & CRO services for Pharma /Biotechs. Member of ExecuNve CommiAee, reporNng to CEO. Responsible for overall corporate HR strategy. Leb when firm was sold.

• Conceived divisionaliza3on of GLGC and rebuilt leadership, BusDev & Ops groups leading to first-ever year of profitability for Genomics division and turnaround of Labs division.

• Reduced Labs division turnover from 55% to 11% in 4 months.

• Launched e-learning portal to support Good Laboratory PracNces standards.

• Managed due diligence and integraNon of two mergers and two divesNtures.

• Established CEO evaluaNon process; obtained shareholder approval amending equity program.

CORVIS CORPORATION, Columbia, Maryland

Chief HR Officer (Dec 2000 - Dec 2002)

Former NASDQ: CORV. 1,400 employee innovaNve, mulN-naNonal fiber-opNc equipment developer. Reported to the CEO, responsible for global HR strategy. Leb when company closed.

• Reorganized HR and restructured benefit offerings to improve talent aAracNon & retenNon.

• Created Talent Management Program: developed competences to aAain ISO cerNficaNon.

• Reduced headcount by 80% over 2 years, preserving core talent to extend company viability.

• Managed the merger of Corvis and Dorsal Inc.

COMPUTER SCIENCES CORPORATION, COMPUTER SCIENCES CORPORATION Global Director of HR Planning & Development (Sep 1988 - Dec 2000)

Reported to CHRO. Conceived & established CSC's innovaNve, global talent strategy. Leb to be CHRO at Corvis.

• Established CSC STARMAP (succession planning program)

• Conceived and established CSC’s InsNtute for Project Management Development

• Conceived and established CSC's Leading Edge Forum program, Technical Exchange Forums, and Technology & Business SoluNons Conferences showcasing CSC thought leadership.

• Conceived and established Creator and chief architect of the award-winning Learn@CSC a global, mulN-lingual career development environment. EDUCATION,

• An8och University, Philadelphia, PA - Master of Arts: OrganizaNon Development. Class Valedictorian

• St. Charles Borromeo Seminary, Philadelphia - Bachelor of Arts: Philosophy, 1 year of graduate theology.

Cer8fica8ons:

• Lominger’s Career Architect tool set

• Achieve Global/DDi’s facilitator cerNficaNon,

• The Center for Crea8ve Leadership’s Benchmarks Assessment tools suite;

• Gallup’s “Human Sigma” engagement tools,

• Human Synergis8cs Interna8onal’s Leadership Impact suite of assessments.

• Cer8fied Governance Fellow, NaNonal AssociaNon of Corporate Directors (NACD) Publica8ons

• Enterprise Performance Measurement and Execu8ve Compensa8on for Value Crea8on Alignment to Create Long-Term Shareholder Value; Contributor, IRRC insNtute, July 2014

• HR’s Role in ISO 9001 Compliance; Author/Presenter, Skillsob Conference, October 2002

• Performance and Talent Management in Small Companies; Author/Presenter, Conference Board Best PracNces Research Group, July 2002

• Implemen8ng E-learning; Author/Presenter, SmartForce Conference, April 2000

• CSC’s Approach to Developing High Poten8als; Author/Presenter, HRPS Leadership 2000

• Strategic Uses of HR; Author/Presenter, Linkage Conference, June 1998

• CSC’s Ins8tute for Project Management Development; Author/Presenter, HRPS Building

& Applying Competencies Professional Development Workshops; August 1995

• Genera8ng Intellectual Capital; Author/Presenter, InterClass Conference, October 1994

• Execu8ve Development Lessons: Author/Presenter, InterClass Conference

• Reengineering the Training Func3on; Dr. Donald Schandler; St. Lucie Press; Delray Beach, FL; 1996. This book details my pioneering efforts at CSC in developing a cuvng- edge and world-class talent development program for one of the world’s leading global professional services firms.

HONORS & AWARDS

• Corvis: CEO Award for aAaining ISO CerNficaNon

• CSC Defense Systems Division: Division President’s Award

• CSC: Honorary Chairman’s Award

• American Society of Training & Development 2009 Award for Best Program

Contact this candidate