Clarence Hauer Email & Phone Number

Columbia, South Carolina, United States

Reporting to the Executive Vice President and Chief Human Resources Officer, the Strategic HR Consultant is an independent contractor role serving as a key strategist and contributor to improving AgFirst HR’s capacity, capabilities, service delivery and supporting infrastructure. As a strategic advisor and thought partner to the EVP/CHRO, the role is accountable for taking a broad and deep view of how the HR organization can best serve the organization, its people, and its mission. Primary areas of responsibility include: HR strategic planning, business goal setting and status reporting, project planning and management, business process redesign and transformation, and governance.

Newton, Massachusetts, United States

Engaged by organization in temporary, part-time consulting role to lead process for strategic development of the team member experience. Primary scope of work is as follows:-Collaboration with senior leadership and brand experts on the design of an internal stakeholders’ brand (work community value proposition) that articulates the team member experience that maps to the brand promise at various levels of the organization-Development of a team member experience, culture and work environment development strategy, including key HR components as related to every aspect of the team member lifecycle, to support the desired team member experience(s) and the business strategy.-Establishment of a phased roadmap to operationalize team member experience, culture and work environment development strategy.-Provision of thought leadership and collaboration with senior leadership on key decision points as it relates to the team member experience, culture and work environment development strategy. This includes active collaboration and support for HR resources on specific tactical elements of the HR framework (benefits plans, performance management tools etc.)

Englewood, Co

Leads the Program Management Integration Transformation Team in supporting large scale integration programs. This accountability entails leading the process for planning and driving multiple programs from initiation through realization, on time and within budget. Primary focus of role was to lead program management efforts related to the merger of Catholic Health Initiatives and Dignity Health.

Greater New York City Area

Reporting to NewYork-Presbyterian's (NYP's) Senior Vice President & Chief Human Resources Officer and the Senior Vice President & Chief Operating Officer, Regional Hospital Network, provides strategic direction and oversight for Human Resources across the NYP Regional Hospital Network.

Greater Denver Area

Reporting to CHI’s Executive Vice President and Chief Administrative Officer/Chief Human Resources Officer, the System Vice President, HR Strategy and Operations serves as the Enterprise HR Executive Leader for HR Strategic Services and HR Service Delivery Model Development. This role is responsible for developing, organizing, and leading the processes and systems that result in the creation of effective people management strategies for CHI as well as in the enhancement of the organizational capabilities of the Human Resources function to deliver relevant and effective programs, services and resources in an integrated, efficient and customer-focused manner. In addition, this role provides leadership oversight to the ongoing development and continuous improvement of the HR service delivery model. Lastly, this role provides leadership oversight to various aspects of the HR service delivery model that provide HR support to leadership and staff throughout the CHI enterprise.

Greater Boston Area

Working closely with the Sr. Vice President Human Resources/Chief Human Resources Officer and other members of the HR Leadership Team, the Senior Director, HR Operations and Organizational Impact is responsible for the development and implementation of systems that ensure the organization establishes, monitors, and accomplishes its goals and responsibilities in as strategic and effective a manner as possible. In addition, the incumbent manages processes for communicating and promulgating organizational results and insights to key constituents as well as other interested audiences.

Greater St. Louis Area

Working closely with the President and members of the organization’s management team, the Senior Director, Strategy and Organizational Impact is responsible for the development and implementation of systems that ensure the organization establishes, monitors, and accomplishes its goals and responsibilities in as strategic and effective a manner as possible. In addition, the incumbent manages processes for communicating and promulgating organizational results and insights to key constituents as well as other interested audiences within the nonprofit sector.

Greater St. Louis Area

The role of the Executive Director is to serve as the chief administrative officer of RCNA. As such the Executive Director has the following primary responsibilities: Marketing RCNA’s services Maintaining existing client relationships Developing community presence, including public relations activity Facilitating development and implementation of a strategic plan Supporting the Board of Directors, including the organizing of Board and Committee meetings Monitoring the performance of RCNA’s service providers

Greater St. Louis Area

Reporting to the system’s Vice President, Mission and Ethics, this role provides support and resources to ensure the advancement of mission activities such as mission integration, leadership development for ministry, ethics, advocacy, and social accountability. Major accomplishments in this role include: • Development and facilitation of a benchmarking process for the mission integration function• Development and conduct of a system-wide survey regarding the organization’s ethics program• Coordination of the system’s program for documenting and reporting its community benefit activities• Development of a program targeted at acclimating health care workers to concepts of spirituality and spiritual care of patients and families• Development and editorial responsibilities for newsletter focused on issues in mission integration.

Raleigh-Durham, North Carolina Area

Coordinated activities related to the development and implementation of Wake Medical Center's employee benefits programs. Supervised a staff of three and the administration of a budget of approximately $10 million. Benefits program structure includes: flexible benefits (cafeteria) plan, pension plan, 403(b) retirement plan, and childcare program. Acted as primary facilitator of the Human Resources Division’s strategic planning activities and as project manager for activities related to the development of new or redesigned HR programs and services. Major accomplishments in this organization include:• Developed structure and served as primary project manager for the reorganization of the hospital system's Human Resources Division.• Designed and guided Human Resources Division strategic planning process: developed a proposal for the process, facilitated staff retreats, drafted Vision and Mission and Values Statements, and supervised the development of and review process for all plan documents.• Led project focused on total replacement of hospital system’s medical insurance plan structure, resulting in estimated first year savings of $0.5 million.• Designed and implemented process for evaluating and redesigning benefits administration processes based on continuous quality improvement principles.• Served on task force responsible for creation of a “gainsharing” program for the organization’s employees.• Developed and coordinated a “values-based” employee recognition program.

Raleigh-Durham, North Carolina Area

Coordinated activities related to the design, development, and implementation of new or redesigned programs and services within the hospital system's Human Resources Division. Project work conducted in all areas of WakeMed Human Resources including: benefits administration, compensation, recruitment and retention, employee relations, and employee health.

Raleigh-Durham, North Carolina Area

Selected for this created position that was designed as a training role for developing hospital administrators for the WMC system. The position was characterized by exposure to hospital operations via rotations through hospital divisions and by performance of project work at both the department and system-wide level. Led projects related to the operational start-up of the system’s 80-bed suburban community hospital as well as to the finance and human resources divisions.

Greater Detroit Area

Selected for position designed to provide broad exposure to and experience in both staff and line operations management at both the system-wide corporate and the hospital division level through project work, management seminars, and professional conferences. Major project work included an evaluation of the organization’s management reorganization, development of a new capital budgeting process, and staffing the strategic planning process.

Bachelor Of Science - Bs, Biochemistry

Master Of Science Public Health, Health Policy And Administration