Christopher Loeffler Email & Phone Number

Emergency Event Liaison, Committees, Primary Liaison - Collaborates with respective Human Resources Division departments and external departments to ensure leave and pay for employees is administered in accordance with approved guidelines. Serves on institutional and UT System committees regarding human resource related issues and initiatives. Serves as a department liaison to internal and external customers.Strategic Planning, Research, Reporting and Project Management - Leads and or plays a principal role in special programs, projects and committees related to delivery of the human resources strategic plan and institutional initiatives (e.g. Merger/Acquisitions, SME for institutional programs – technology, ensuring advocacy of MD Anderson’s interests at the UT System level). Ensure timely delivery of projects, programs, and goals. Provide project updates to defined stakeholders and work to assist to eliminate barriers and gain project support. Analyzes and assesses financial impact of current and proposed programs to maintain both a cost-effective and fully competitive program. Assists in determining the strategic directions and policies to enhance or development new programs and initiatives to ensure appropriate integration with recruitment and retention strategy, and with the MD Anderson culture, vision, mission and strategic objectives. Client Management - Responsible for establishing and maintaining relationships with HR and clients to identify actions needed to enhance HR strategies. Collaborate on assigned institutional HR projects.Policy and Compliance- Project lead in setting the HR agenda for legislative relief topics based on identification of legislative restraints and HR Centers of Excellence input and provides oversight on legislative inquiries, UT System inquiries, proposed legislation impact (including costing), and partners with MD Anderson Governmental Relations and UT System Office of Governmental Relations.

1) Provides oversight of the Benefits budgetManage the departmental budget and financial reporting and projection process. 2) Departmental ManagementOversees job functions, performance standards, employee hiring, development, and the employee life cycle.3) Human Resources Legislative LiaisonProject lead in setting the HR agenda for legislative relief topics based on identification of legislative restraints and HR department input and provides oversight on legislative inquiries, UT System inquiries, proposed legislation impact (including costing), and partners with MD Anderson Governmental Relations and UT System Office of Governmental Relations. Coordinates setting the HR agenda for legislative based on identification of legislative restraints and HR Centers of Excellence input and provides oversight on legislative inquiries, UT System inquiries, proposed legislation impact (including costing), and partners with Governmental Relations. Provides impact analysis for legislative staff, elected officials, UT System, and also serves as resource in Austin and in Houston. 4) Compliance Serves as subject matter expert on leave design for Benefits, and partners with HR centers of excellence on plan design costing, modification, implementation and interpretation. 5) Benefits, Worklife and Wellness Project ManagementServes as member of project teams to plan, research, recommend, implement and communicate plans and plan revisions that are aligned with current rewards and retention trends, and within governmental regulations. Provides expertise in human resources related matters with UT System, the legislature, and senior management. Serves on institutional and UT System committees.6) Strategic Planning, Research and Related Operations:Assists in determining the strategic directions and policies to ensure appropriate integration with recruitment and retention planning, and with the MD Anderson culture, vision, mission and strategic objectives.

Serves as a key member of project teams to plan, research, recommend, implement and communicate plans and plan revisions that are aligned with current rewards and retention trends, arbitration/court decisions, and with federal, state, and UT Regent regulations.Provides oversight to development, reporting and reconciliation of the Benefits budget. Develop and maintain departmental budget and financial reporting.Serves as a Division of Human Resources Emergency Preparedness Officer. Provides ad-hoc reports for the Incident Command Center, UTPD, and division leadership.Provides projections, recommendations and methodologies to senior management during extraordinary events requiring provision of special leave (e.g. hurricanes, disaster, and pandemics). Represents the Division of Human Resources on assigned emergency preparedness committees. Collaborates with HR centers of excellence in the development of communications, timekeeping instructions, and support team training.Project lead in setting the HR agenda for legislative relief topics based on identification of legislative restraints and HR Centers of Excellence input and provides oversight on legislative inquiries, UT System inquiries, proposed legislation impact (including costing), and partners with MD Anderson Governmental Relations and UT System Office of Governmental Relations. Serves as team lead for issue development team to research and develop proposed legislative relief topics. Partners with personnel in costing, issue development, legislative tracking and providing weekly legislative updates to stakeholders.Serves as subject matter expert on leave design for Benefits and partners with HR division centers of excellence on plan design costing, modification, implementation and interpretation. Designs and develops system modifications and enhancements to effectively implement programs, improve data integrity, and enhance delivered services.

Provides leadership in metric development and analysis, reporting and analysis in conjunction with institutional strategic plans, operational needs and objectives, and system oversight. Provides interpretation of policies and procedures that impact recruitment and retention. Supervises strategic and operational aspects of the development and implementation of human resources data analysis, human resources systems, reporting, benefits system administration, human resources auditing, including personnel, procedures, and processes. Responsible for budget development and reconciliation.Responsible for the development, implementation, and production support of the Human Resources Dashboard. Provides direction and management oversight to staff assigned to audit all financial transactions processed through the human resources service center. Responsible for audit and analysis/reporting team customer service and quality measures of success.Coordinates in conjunction with Human Resource Centers of Excellence, in the design, development, implementation of metrics, reports and provide data analysis to determine historical trends, plan design changes and/or programs to attract and retain key talent. Assists in setting the human resources agenda for legislative relief topics based on identification of legislative constraints and HR Centers of Excellence input and provides oversight on legislative inquiries, UT System inquiries, proposed legislation impact (including costing), and partners with MD Anderson Governmental Relations and UT System Office of Governmental Relations. Provides projections, recommendations and methodologies to senior management during extraordinary events requiring provision of special leave (e.g. hurricanes, disasters). Provides expertise in human resources related matters with the UT System, the Texas Legislature, and senior management.

Impacted retention and recruitment through the administration of benefits provided to employees, retirees, and trainees. Supervised operational aspects of the development and implementation of institutional benefits, including personnel, procedures, processes and data systems in support of health, welfare and retirement plan administration. Served as the Kronos Leave Module system administrator and policy development expert. Was as an integral part of the design team, and in collaboration with management, provided oversight over institutional and HR projects assigned to Benefits. Provided reporting and data analysis to other Human Resource Centers of Excellence and other institutional departments. Managed and/or acted as a key member of project teams that planned, recommended, implemented and communicated plans and plan revisions that aligned with current rewards and recognition trends and within federal, state, and UT Regent regulations. Mentored and oversaw the audit of staff responsible for data entry either directly or indirectly to support system functionality and preserve data integrity. Partnered directly with the Vice President of Human Resources, Vice President of Governmental Relations, Director, State Relations and other senior management regarding the legislative agenda.

Researched and performed impact analysis on proposed human resources related legislation occurring at the state, federal and University of Texas System level. Partnered directly with the Vice President of Human Resources, Vice President of Governmental Relations, Director, State Relations and other senior management regarding the legislative agenda. Coordinated and interacted with senior management to design, propose and implement approved plan changes, communications, and administrative system support. Served as an institutional liaison for committees and provided analysis, reporting and interpretation. In collaboration with the faculty Benefits office, was responsible for oversight of the PeopleSoft 8.9 Benefits Administration module and oversight on all system modifications – research, design, testing, and implementation. Oversaw leave accrual rules and leave module set-up and testing in the Kronos 5.1 time and attendance system. Supervised systems and analysis team members and was responsible for people management. Served as a member of the Baldrige review team and was team lead for the Rewards and Recognition Saratoga metric and Performance Soft (PB Views) team.

Lead analyst in the Rewards and Recognition team of the Division of Human Resources. Lead project teams and other analysts in analysis and design for Benefits, Human Resources and the Institution in support of human resources initiatives. Provided reporting and data analysis to other Human Resource Centers of Excellence and other institutional departments. Mentored benefit analysts and representatives on benefit skills, reporting skills, and development opportunities. Researched and performed impact analysis on proposed human resources related legislation occurring at the state, federal and University of Texas System level. Partners directly with the Vice President of Human Resources, Vice President of Governmental Relations, Director, State Relations and other senior management regarding the legislative agenda. Coordinated and interacted with senior management to design, propose and implement approved plan changes, communications, and administrative system support. Served as an institutional liaison for committees and provided analysis, reporting and interpretation.

Senior analyst in the Rewards and Recognition team of the Division of Human Resources. Served as project lead and developed communication and education programs for senior management in regards to health and welfare, leave and retirement issues. Assisted in designing benefits communication initiatives, including information on plans, online education, training programs. Designed, modeled and proposed program changes, new or revised programs, and procedures. Contributed to established surveys; as well as, recommended parameters for custom third-party surveys. Developed legislative relief topics and material in designing projects that were targeted to specific pieces of programs or supplemental programs. Collaborated directly with the Vice President, Governmental Relations and Director, State Relations to advance human resources related topics to the Vice Chancellor, Governmental Affairs at the University of Texas System, elected state officials, legislative staff officials, legislative committees and other University of Texas System and higher educational components. Served as subject-matter expert on state and federal regulations.Conducted qualitative and quantitative analysis on benefits programs, including market analysis, cost/benefit analysis, regulatory compliance and organizational impact. Served as member of the presidential Paid Time Off Advisory Committee and were responsible for all data analysis and summary conclusions.Served as key Benefits functional lead in the upgrade of the Kronos time and attendance system. Member of the Benefits functional team for the PeopleSoft 8.9 upgrade. Provided recommendations to Vice President of Human Resources and the executive committee in terms of data analysis, legislative issues (related to personnel) to include associated financial and retention impact of proposed and/or recommended legislative proposals.

Senior representative in the Rewards and Recognition team of the Division of Human Resources. Provided technical and professional expertise in the administration, design, development and implementation of health, welfare and retirement plans. Provided assistance to employees and retirees regarding group insurance plan options, eligibility and cost; and serves as a liaison for claims resolution with the insurance carrier. Counseled and prepared employees for retirement. Core implementation team member of the Paid Time Off project and Health and Welfare Study project. Provided guidance to managers regarding the institution's benefit policies and procedures. Served as project lead on institutional projects. Researched market practices, programs and legislative issues. Researched, designed and proposed high-level compensation projects at the request of the Director, Rewards and Recognition.

Senior analyst in the Rewards and Recognition team of the Division of Human Resources. Conducted extensive quantitative and qualitative analysis on plan structure and pay programs. Designed and implemented variable and competency-based programs.Conducted market analysis, cost/benefit analysis (cost modeling), and acted as a project lead on large-scale realignment, process changes, and institutional projects. Project lead for Team Anderson Award program (gain-sharing award) and Rewards Toolkit (Celebrating Performance) project. Designed executive/director short-term and long-term incentive plans for Radiation Oncology. Client groups included division directors and head departmental leadership. Specialization included Anesthesiology and Critical Care, Information Technology, Pediatrics, Pharmacy, and Radiation Oncology positions. Evaluated professional, technical, clerical, and management positions and made recommendations to senior management (Compensation Director, Vice President of Human Resources, Chief Information Officer, Division Heads, and Division Administrators). Coordinated and administered the compensation software system (MercerPRISM). Researched market practices, programs, legislative and operational issues. Conducted job audits, and evaluated market for external and internal equity. Contributed to established and custom surveys.

Consultant in the administration division of the human resources function. Developed executive compensation incentive program and administered institutional compensation program—traditional and broad banded using the Hay methodology. Worked with the offices of the Chief Financial Officer, Vice President of Business, Chief Human Resources Officer, and the President’s Office, and developed executive incentive plans based on the balanced scorecard approach. Member of the institutional compensation committee. Conducted salary surveys. Reviewed, analyzed, and coordinated market studies and provided recommendations to departments and senior administration. Worked directly with the Executive Director of Nursing and the Chief Officer of the Hospitals/Clinics in regards to finding solutions to remain market competitive.Specialization included executive compensation, nursing, allied health, and police positions. Coordinated day-to-day interactions with contracted consulting firms. Researched and prepared special institutional projects for the CHRO. Projects included HR benchmarking, executive analysis, scorecard performance measuring. Developed institutional benchmarking scorecards for satisfaction measures and analysis procedures. Developed and coordinated the institutional employee satisfaction survey and outcomes were used an executive scorecard measures.Project coordinator and administrator of the compensation software interaction interface with assigned vendor. Performed cost-benefit analysis on institutional programs. Project lead for the institutional employee satisfaction survey project and employee total remuneration statement project. Provided employee relations assistance specializing in employee mediation, institutional policies and procedures, state and federal regulations, administered the Department of Transportation drug/alcohol testing program; as well as, handled employee issues.

London, Gb

Analyst in the Health Management Practice for an outsourcing client (100,000+ employees/retirees). Analyzed data maintenance, payroll, HIPAA, health plans processing for the team. Wrote various program commands to access and report data from the mainframe. Tested calculation program and interaction voice system for the team. Analyzed data to ensure reasonability and reliability. Tested health, indicative employee and dependent data design during client system implementation. Provided research assistance for the team. Provided comparison of similarities and differences in medical, dental, and life plans—including plan design and analysis. Assisted in integration of acquired companies through implementation of plan and employee data provisions for health and welfare enrollments.

New York, Ny, Us

Assisted the Risk Evaluation Group with human resource due diligence for mergers and acquisitions. Analyzed and researched various aspects of due diligence (health and welfare issues, executive compensation, compensation, policies and procedures) and the merger and acquisition environment. Based on analysis, findings were presented to management. Provided costing for various stay incentives. Clients included petrochemical, investment banking organizations, hospitals, information technology, and retail firms. Provided corporate research assistance for the practice. Coordinated aspects of due diligence personnel, data and timelines to ensure project completion. Analyzed executive and traditional compensation programs. Consulted executive management in terms of project status, areas of key findings, and project cost.