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Senior Human Resources Executive recognized for expertise in linking operational strategies and systems that deliver organizational results in support of business initiatives. Track record of achieving exemplary results in large, complex organizations. Known for sustaining an inspiring vision linked to “the job to be done” and driving business results, while caring deeply about the quality of patient care and work environment. Engages others with a direct, approachable style and collaborates across the enterprise to meet the needs of a changing workforce. Strategic contributor who brings her best self to challenging situations and supporting others to do the same. Judicious straight shooter with stakeholders, board members, and executives.SELECTED HIGHLIGHTSTransformation>- Changed a low-performing human resource division into a proactive team focused on measurable results, sustainability, and resilience.- Supported successful health plan mergers and physician practice acquisitions with strategic guidelines, due diligence, and practical integration of the workforce.Partnership>- Led divergent groups to create a common set of human resource systems and practices post de-merger.- Established relationships with medical staff, unions, board members, management and line staff to deliver solutions that met common objectives.Employee Engagement>- Award-winning population health strategy that delivered reductions in medical cost trends and improved engagement.- Initiated engagement teams that increased diversity and leadership opportunities, resulting in Gallup engagement scores in the 75th percentile.
Eclipse Human Resources Consultants
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PrincipalEclipse Human Resources Consultants 2019 - PresentBellevue, Washington, United StatesEclipse Human Resources Consultants provide human resource consulting, coaching and interim CHRO work. Deep experience in Board and Executive relationships, human resource systems and organizational assessment.Recent Consulting Roles:+. HR consulting and Interim CHRO for multi hospital system aligning their policies, systems and practices. Organizational design work to meet future single system goals. 12/2019-2/2020.+HR consulting and interim CHRO for large West Coast behavioral health system. Focus on bringing Human Resources strategy and systems to a best practice level. 2/2020-3/2021
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Chief Human Resources Officer, Population HealthProvidence Health & Services 2016 - 2019Seattle, WashingtonAccountability for human resources strategic partnership for the Population Health Division with direct and matrix accountability for approximately 12,000 staff across 7 states. Population Health includes Physician Services, Accountable Care Organizations, Payor Contracting, Providence Health Plan, as well as matrix responsibility for over 23,000 physicians, medical clinics, and support for related ambulatory services.- Created human resources infrastructure for newly developed population health business line.- Reduced turnover and improve staffing issues in clinics by developing a new pay architecture and accelerated recognition of high performing staff.- As a member of the Physician Executive Council, participate in developing people strategies to further business needs and build for future growth. -
Chief Human Resources OfficerAllegheny Health Network 2014 - 2016Greater Pittsburgh AreaLeadership for People Strategy, Human Resources functions, Schools of Nursing and the STAR Simulation Center. Brought together 7 hospitals into one people system including technology, practices and policies.- Developed a system wide human capital plan to knit together all hospitals into a common plan that includes a vision for the future and supporting human resource policies, systems and practices. - Implemented Workday to move from a 7 hospital/3 human resource system platform to one unified organization.- Transformed human resources leadership team and staff to organize people and services with a focus on business outcomes.- Designed service delivery teams that coordinated and supported business leaders across the enterprise. - Built management and leadership development architecture to support the transition to one system and build competencies for a high performing team. -
Executive Vice President, Human ResourcesGroup Health 2006 - 2014Seattle, WashingtonConsumer-governed, integrated healthcare system which includes a delivery system and health plan covering over 650,000 participants in the State of Washington. System includes 10,000 staff members; 3 billion in revenue.Led the enterprise people strategy and human resources function and developing key initiatives that support and link with the strategic plan and vision of the organization.* Establishment of a talent management and succession plan starting with senior leadership, including CEO succession resulting in an established pipeline for key positions.* Piloted significant policy and process changes in support of Lean transformation.* Developed value based medical benefit plan as model for commercial insurance, engagement of staff and a reduction in annual medical cost inflation.* Redesign of the entire Total Rewards program to support recruitment and retention of current and new staff.* Proactive labor relations strategy resulting in improved relations with 13 bargaining units, representing two-thirds of the workforce.* Development of a talent acquisition strategy to meet current and future workforce demands.* Implementation of a business partner service delivery model.
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Vice President Human ResourcesStanford Hospital & Clinics 2003 - 2006Palo Alto, CaSTANFORD UNIVERSITY HOSPITAL / LUCILE SALTER PACKARD CHILDREN’S HOSPITALHealthcare system provides teaching, research and patient care at its two hospitals and clinics. Collectively the system includes over 800 beds and 8,000 employees. Both hospitals are known internationally for their research and advanced patient care.Strategic leadership for Human Resources functions during time of leadership transition. Stabilize services and lead team through Human Resource program redesign, best practices and cultural change.* Developed Strategic Human Resources Plan to support organizational business objectives.* Human Resource Department turnaround with reestablished trust and credibility with senior management team.* Redesigned Occupational Health Program resulting in a 37% reduction in Worker’s Compensation claims in year one and an estimated 4 million dollars savings in year two.* Led nursing negotiations with an early settlement and improved Union relationship.* Led both organizations through JCAHO survey with no HR deficiencies.* Installation of Lawson Information Management System on time and on budget with less that .25% error rate. -
Vice President Human ResourcesEvergreen Health Care 1998 - 2002Kirkland, WaIntegrated delivery system with 3000 employees.Managed the strategic leadership of Human Resources, Organizational Development & Training, Risk Management, Medical Staff Office, Employee Health & Well-Being, and Medic One Paramedic Service. * Managed consulting resources, negotiated contracts and best practices during Evergreen’s Growth from a $50 million community hospital to a $300 million regional integrated delivery system, including merger and acquisition activity.* Led organizational redesign of recruitment process resulting in a 20% decrease in days to fill positions.* Developed management systems improving overall financial performance by $7 million in one-year turnaround.* Implemented a new Human Resources Information System, PeopleSoft, on time and on budget, resulting in significant organizational savings and avoidance of costs equal to $100,000 each month. * Established proactive strategies for union prevention and union relations including defeat of unionization attempts. Chief negotiator for six long-standing bargaining units. * Advanced finance experience, including interim Finance Division leadership on two separate occasions that allowed for the creation of Human Resource products that supported improved financial performance.* Redesigned Human Resources Department with a business partner/profit center model resulting in greater customer satisfaction, human resources staff satisfaction and cost savings for the organization.* Designed and implemented leadership model improving management capabilities, financial performance and employee morale. -
Associate AdministratorEvergreen Health Care 1988 - 1998Kirkland, WaManaged Human Resources, Organizational Development & Training, and Employee Health and Well-Being. Redesigned every major human resources function including benefit design, retirement plan, compensation programs, recruitment, and employee and labor relations’ function.* Led organizational re-engineering, work redesign, and process improvement efforts culminating in excess of $8 million in cost savings over a three-year period.* Redesigned retirement program that resulted in greater staff satisfaction. Included a matching deferred compensation plan, increasing participation from 20% to 85%.* Developed and led significant cultural leadership initiatives linking mission and organization goals that resulted in improved performance in finance, customer, and employee satisfaction.* Instituted a management incentive pay program linking pay, organizational performance, and strategic priorities resulting in significant improvement in financial performance, patient, and staff satisfaction.
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Assistant Director Human ResourcesUniversity Of Washington 1984 - 1988Seattle, Wa
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Frequently Asked Questions about Cindy Johnson
What company does Cindy Johnson work for?
Cindy Johnson works for Eclipse Human Resources Consultants
What is Cindy Johnson's role at the current company?
Cindy Johnson's current role is Principal at Eclipse Human Resources Consultants.
What is Cindy Johnson's email address?
Cindy Johnson's email address is ci****@****ens.org
What is Cindy Johnson's direct phone number?
Cindy Johnson's direct phone number is +141236*****
What schools did Cindy Johnson attend?
Cindy Johnson attended Western Washington University.
What skills is Cindy Johnson known for?
Cindy Johnson has skills like Human Resources, Workforce Planning, Leadership, Organizational Development, Talent Management, Onboarding, Succession Planning, Deferred Compensation, Labor Relations, Healthcare, Employee Benefits, Talent Acquisition.
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