CHRO or SVP or VP or Director or Sr Manager
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CHARLES R HARPER, PHR 11900 NE 18th Street, #383 Vancouver, WA. 98684 (303) 913-0325 [email protected] HUMAN RESOURCES EXECUTIVE STRATEGIC MANAGEMENT BUSINESS PARTNER Strategic senior human resources manager and business partner with strong Human Resources Generalist, Labor Relations and Organizational Development background, operationally savvy with bottom-line focus, experienced at leading and aligning human resources vision and strategy to achieve business objectives. Proven perf ormance in successfully influencing, leading and managing small to large HR oper ational and support staff groups in multiple industries (healthcare, hospitals, pharmacy, IT, banking, finance, mortgage, manufacturing, and county/municipal go vernment). Expertise, diverse and proactive background in: * * * * * * * * * * * * * * * Organizational Development Recruitment & Staffing Labor / Union Relations Performance Management Policy Development Collective Bargaining Managerial Core Competencies Acquisitions & Mergers Mediation/Conflict Resolution Leadership Development HR Information Systems (HRIS) Employee Relations Management Succession Benefits and Compensation Budget & Finance
PROFESSIONAL EXPERIENCE FRESENIUS MEDICAL CARE, Vice President, Human Resources, Denver, CO, 1/2005 - 8/ 2010 FMC provides acute and chronic dialysis care through its numerous clinics, hospi tals and offices in the USA. Responsible for all field human resource generalist , labor relations functions and a strategic management business partner. * Acted as a catalyst and strategic business partner with regional and corporate leadership teams, providing guidance and coaching to confront, mediate and reso lve HR related business problems and challenges. * Designed a national labor relations strategic plan to address company response and training regarding collective bargaining, National Labor Relations Act, unf air labor practices and strike contingency plan. Provided field managers and exe cutives with a protocol as first responders to these issues and reduced unfair l abor practice complaints filed against the company. * Lead negotiator for collective bargaining agreement with Hawaii Nurses Associa tion which resulted in ratification of three year agreement that had significant concessions in favor of the employer and strike avoidance. * Negotiator for collective bargaining agreement with SEIU represented staff in Pennsylvania and New York. Provided HR expertise during negotiations regarding e mployment, wage and hour issues and communication strategy that resulted in rati fication of collective bargaining agreement and strike avoidance. * Outsourced and negotiated multi-million dollar contract for vendor managed ser
vices program for nurses and medical technicians that netted $12 million dollars in recruitment costs, payroll compliance and retention. * Successfully designed and implemented employee "climate assessment" surveys to evaluate morale and support in field offices and clinics. Directed and assisted field HR teams in reshaping their action plans to include management tools whic h had direct impact on business performance. Identified low performing managers , disparate treatment and discrimination issues, inconsistent medical protocols and practices. Instituted HR and education swat teams to implement and enforce e mployee relations best practices. * Coach, trainer and strategic business partner to executives and management on full range of human resource, employee relations and labor relations issues, pol icies and practices.
FRESENIUS MEDICAL CARE (continued) Director of Human Resources, West Division Headquarters, Tempe, AZ, 8/2005 - 12/ 2005 Managed all human resource functions for West Division with 4500 employees and n umerous medical clinics, offices and hospitals. Reorganized a troubled, low perf orming regional HR team into a productive, supportive and proactive business par tner. * Championed a divisional culture change from one of suspicion, broken trust and poor performance to trusting Human Resources as a strategic business partner an d participative contributor to field operations and business performance. * Implemented IT tracking mechanism for HR/ER calls from the field, EEO complain ts, investigations, follow-up protocols, reporting template and problem resoluti on, eliminating legal risk and improving legal compliance. * Successfully utilized "climate assessment" surveys to evaluate employee morale and ER issues in selected locations which measurably improved morale, retention and management awareness of ongoing ER issues. * Mediated and intervened in multiple incidences of workplace conflict which imp acted the bottom line through issue identification and significant improvement t o morale and job satisfaction. WASHINGTON MUTUAL, Asst Vice President, HR & Employee Relations, Phoenix, AZ, 7/ 2001-- 8/2005 Banking, Finance and Mortgage Company with hundreds of employees and offices, pr ocessing and call centers throughout the USA. * Provided HR/ER strategic business partner support, guidance and coaching to di vision executives and managers on HR/ER issues including performance management, conflict resolution, employee relations, risk assessment, policies and procedur es. * Successfully lobbied for and implemented "climate assessment" interviews to ev aluate morale and HR/ER issues. * Assisted management in reshaping HR and business action plans which had posit ive impact on morale and retention. * Led HR regional teams thru several seamless acquisitions, integrations, downsi zing and redeployment of staff and office closures with no discrimination or dis parate treatment claims filed against company. * Represented company in employment, legal hearings and negotiated separation an d severance agreements. KAISER PERMANENTE, Employee & Labor Relations Senior Consultant, Portland, OR, 1 999-- 2001 Healthcare Organization with several thousand employees in the Northwest region. Managed the HR and labor /employee relations functions for seven regional busin
ess and medical groups; including hospitals, medical clinics, pharmacies, optica l and records. * Negotiated and resolved union labor grievances with management. Investigated a nd prepared arbitration cases, employer representative on company-union partners hip team. Managed multiple labor agreements. Chief negotiator with Pharmacist G uild and Records Management Union resulting in ratified settlements with favorab le terms. * Developed and implemented management training on collective bargaining issues and grievance resolution. LONGVIEW FIBRE COMPANY, Human Resources / Labor Relations Manager, Longview, WA, 1997--1999 Paper and packaging manufacturer with 3000 union represented employees in multip le locations. * Managed multiple collective bargaining agreements, conducted labor management meetings, grievance hearings, and negotiated settlement agreements with Pulp & P aper Workers Union, Teamsters, Electricians, and Pipefitters Union. * Consultant to senior and executive management regarding HR, ER and LR issues. Managed HR staff and security team. * Designed and delivered management training in employee/labor relations topics, EEO and HR best practices. CITY OF LONGVIEW, Public Safety Department, Division Senior Manager, Special Ser vices, 1982--1996 Municipal agency with 100 civilian and noncivilian employees serving in law enfo rcement, public safety and fire services. * Managed teams of civilian and non-civilian employees including human resources and labor relations with public safety employee groups. Negotiated collective b argaining agreements for Municipal and County employer. Conducted Civil Service and Non-Civil Service assessment and selection testing, interviewed and hired st aff for sensitive public service positions. EDUCATION BS, Liberal Studies/Human Resources, Eastern Oregon University, OR. Certificate, Executive Leadership Program, Babson College, MA. Certificate, Professional in Human Resources (PHR), Portland State University Certificate, Mediation for Conflict Resolution, University of California, Irvine Certificate, Labor Relations Management, Cornell University
PROFESSIONAL EXPERIENCE FRESENIUS MEDICAL CARE, Vice President, Human Resources, Denver, CO, 1/2005 - 8/ 2010 FMC provides acute and chronic dialysis care through its numerous clinics, hospi tals and offices in the USA. Responsible for all field human resource generalist , labor relations functions and a strategic management business partner. * Acted as a catalyst and strategic business partner with regional and corporate leadership teams, providing guidance and coaching to confront, mediate and reso lve HR related business problems and challenges. * Designed a national labor relations strategic plan to address company response and training regarding collective bargaining, National Labor Relations Act, unf air labor practices and strike contingency plan. Provided field managers and exe cutives with a protocol as first responders to these issues and reduced unfair l abor practice complaints filed against the company. * Lead negotiator for collective bargaining agreement with Hawaii Nurses Associa tion which resulted in ratification of three year agreement that had significant concessions in favor of the employer and strike avoidance. * Negotiator for collective bargaining agreement with SEIU represented staff in Pennsylvania and New York. Provided HR expertise during negotiations regarding e mployment, wage and hour issues and communication strategy that resulted in rati fication of collective bargaining agreement and strike avoidance. * Outsourced and negotiated multi-million dollar contract for vendor managed ser
vices program for nurses and medical technicians that netted $12 million dollars in recruitment costs, payroll compliance and retention. * Successfully designed and implemented employee "climate assessment" surveys to evaluate morale and support in field offices and clinics. Directed and assisted field HR teams in reshaping their action plans to include management tools whic h had direct impact on business performance. Identified low performing managers , disparate treatment and discrimination issues, inconsistent medical protocols and practices. Instituted HR and education swat teams to implement and enforce e mployee relations best practices. * Coach, trainer and strategic business partner to executives and management on full range of human resource, employee relations and labor relations issues, pol icies and practices.
FRESENIUS MEDICAL CARE (continued) Director of Human Resources, West Division Headquarters, Tempe, AZ, 8/2005 - 12/ 2005 Managed all human resource functions for West Division with 4500 employees and n umerous medical clinics, offices and hospitals. Reorganized a troubled, low perf orming regional HR team into a productive, supportive and proactive business par tner. * Championed a divisional culture change from one of suspicion, broken trust and poor performance to trusting Human Resources as a strategic business partner an d participative contributor to field operations and business performance. * Implemented IT tracking mechanism for HR/ER calls from the field, EEO complain ts, investigations, follow-up protocols, reporting template and problem resoluti on, eliminating legal risk and improving legal compliance. * Successfully utilized "climate assessment" surveys to evaluate employee morale and ER issues in selected locations which measurably improved morale, retention and management awareness of ongoing ER issues. * Mediated and intervened in multiple incidences of workplace conflict which imp acted the bottom line through issue identification and significant improvement t o morale and job satisfaction. WASHINGTON MUTUAL, Asst Vice President, HR & Employee Relations, Phoenix, AZ, 7/ 2001-- 8/2005 Banking, Finance and Mortgage Company with hundreds of employees and offices, pr ocessing and call centers throughout the USA. * Provided HR/ER strategic business partner support, guidance and coaching to di vision executives and managers on HR/ER issues including performance management, conflict resolution, employee relations, risk assessment, policies and procedur es. * Successfully lobbied for and implemented "climate assessment" interviews to ev aluate morale and HR/ER issues. * Assisted management in reshaping HR and business action plans which had posit ive impact on morale and retention. * Led HR regional teams thru several seamless acquisitions, integrations, downsi zing and redeployment of staff and office closures with no discrimination or dis parate treatment claims filed against company. * Represented company in employment, legal hearings and negotiated separation an d severance agreements. KAISER PERMANENTE, Employee & Labor Relations Senior Consultant, Portland, OR, 1 999-- 2001 Healthcare Organization with several thousand employees in the Northwest region. Managed the HR and labor /employee relations functions for seven regional busin
ess and medical groups; including hospitals, medical clinics, pharmacies, optica l and records. * Negotiated and resolved union labor grievances with management. Investigated a nd prepared arbitration cases, employer representative on company-union partners hip team. Managed multiple labor agreements. Chief negotiator with Pharmacist G uild and Records Management Union resulting in ratified settlements with favorab le terms. * Developed and implemented management training on collective bargaining issues and grievance resolution. LONGVIEW FIBRE COMPANY, Human Resources / Labor Relations Manager, Longview, WA, 1997--1999 Paper and packaging manufacturer with 3000 union represented employees in multip le locations. * Managed multiple collective bargaining agreements, conducted labor management meetings, grievance hearings, and negotiated settlement agreements with Pulp & P aper Workers Union, Teamsters, Electricians, and Pipefitters Union. * Consultant to senior and executive management regarding HR, ER and LR issues. Managed HR staff and security team. * Designed and delivered management training in employee/labor relations topics, EEO and HR best practices. CITY OF LONGVIEW, Public Safety Department, Division Senior Manager, Special Ser vices, 1982--1996 Municipal agency with 100 civilian and noncivilian employees serving in law enfo rcement, public safety and fire services. * Managed teams of civilian and non-civilian employees including human resources and labor relations with public safety employee groups. Negotiated collective b argaining agreements for Municipal and County employer. Conducted Civil Service and Non-Civil Service assessment and selection testing, interviewed and hired st aff for sensitive public service positions. EDUCATION BS, Liberal Studies/Human Resources, Eastern Oregon University, OR. Certificate, Executive Leadership Program, Babson College, MA. Certificate, Professional in Human Resources (PHR), Portland State University Certificate, Mediation for Conflict Resolution, University of California, Irvine Certificate, Labor Relations Management, Cornell University
