Gladys Lopez, Jd Email & Phone Number

Chicago, Il, Us

Serving as the chief human resources officer for the University of Illinois Chicago, will provide leadership over the creation and implementation of the university’s human resources strategy. Connect HR strategy to the university strategy in establishing short- and long-term organizational goals, objectives, strategic plans, policies and operating procedures; monitoring and evaluating programmatic and operational effectiveness; and leading change required to implement best HR practices and achieve continuous business process improvements.

Provides consulting and coaching services to client organizations in all areas of Human Resources with a focus on Talent, Diversity, Equity, Inclusion, and Belonging and Labor Relations. -Develops strategic plans and programs that foster organizational transformation. -Coaches executives and senior leaders to enable individual and organizational success.

Louisville, Kentucky, Us

Provided leadership for Human Resources including strategy, operations, equity, inclusion & belonging, talent development, total rewards, analytics, organizational development, and HR systems.- Served as an advisor/coach to the Executive team. Participated in strategy development and designed people initiatives that supported long-term organizational sustainability. Created a vision and roadmap for HR to support strategic initiatives, promote innovation, inclusion, and collaboration.- Rebranded efforts from Diversity, Equity, and Inclusion to Equity, Inclusion, and Belonging; realigned focus on psychological safety, diversity of thought, and intersectionality; expanded employee resources groups; implemented the R.I.S.E. (Reflection, Inclusion, Self-Awareness, and Engagement) Safe Space Sessions for teams. - Integrate diversity goals into business strategies; established metrics to track diversity progress; and identified leader and employee diversity goals into the variable compensation plan.- Spearheaded an imperative to ensure the organization’s leadership reflected the community, resulting in an increase of 20% in minority leaders.- Led a diversity recruitment team and implemented recruitment and retention incentive programs that increased external placements 24% over 2020.- Restructured the HR team to be strategic and customer-focused; created an HR dashboard to monitor KPIs, implemented a new HRIS system to improve reporting, developed and implemented a COVID strategy.- Increased new hire compensation to remain competitive and attractive in the market; implemented an PTO day for the Dr. Martin Luther King, Jr. holiday. Implemented the expansion of fertility benefits based on employee survey data, and reinstituted Total Rewards Statements for team members.- Partnered with Faith & Health Ministries on the testing and vaccination of the Latin-X community; held board appointments and served on several panels related to equity, inclusion and belonging.

Chicago, Illinois, Us

Led Human Resources for Cook County Health & Hospitals System (CCHHS) comprising of the John H. Stroger Hospital, Provident Hospital, the Ambulatory and Community Healthcare Network (ACHN) in addition to the Ruth M. Rothstein CORE Center, Cermak Health Services, Cook County Department of Public Health where 88% 0f CCHHS’ staff are represented by a union; CCHHS has 12 unions with 26 Collective Bargaining Agreements.-Served as a member of CCHHS’ Senior Leadership Team, collaborating with executives on strategy development and executing programs for continuous improvement efforts throughout CCHH.- Partnered with the Chief Medical Officer and Chief Nursing Officer to develop and implement a cultural competency program for providers to better understand the cultural, social, and linguistic needs of patients as well as employees. - Ensured that staff vacancies were filled quickly and effectively to implement the CountyCare Plan which brought in $600 million in its first year and $900 million by the third year.- Created and implemented CCHHS’ Leadership Development Program to support leaders through a 12-week management development program. Leaders who completed the program had a significantly lower level of grievances filed against them post-graduation. - Created and filed the CCHHS’ Employment Plan with the Federal Court, establishing compliance with provisions of CCHHS’ Employment Plan, saving millions of dollars in the removal of federal oversight. - Participated in accreditation surveys for the hospital, the Cook County Department of Public Health, and the Ambulatory Community Health Network.

Chicago, Illinois, Us

Asked by the CEO to lead and manage the CCHHS Human Resources Department and prepare the John H. Stroger, Jr. Hospital of Cook County for its upcoming Joint Commission survey. - Doubled the number of nursing vacancies filled in calendar year 2012. - Developed a Human Resources Disaster Recovery Plan and worked with leadership on the Stroger System Disaster Preparedness effort, ensuring the completion of Hospital Incident Command training courses.- Participated in successful Joint Commission surveys, ensuring no findings regarding Human Resources.

Led the systemization of the CCHHS Orientation for new hires and automated the education of staff to ensure continuity and compliance. - Enhanced communication and collaboration with Human Resource Directors across the system to ensure consistency and communication with hospital leaders that built efficiency.- Served as a member of various CCHHS Strategic Planning teams, including the Compensation team, performance management Team, position control Team, and service excellence team.- Prepared the Human Resources Department for Provident Hospital’s tri-annual Joint Commission Survey, including personnel file audits.

Chicago, Illinois, Us

Reorganized the HR Department, resulting in savings of $100,000 while increasing productivity and the quality and timeliness of service provided to employees. - Improved payroll processing efficiencies, resulting in annual savings of $312,000.- Represented the organization in employment-related legal claims, including preparation of all responses to charges and participation in all hearings, including union grievances and administrative hearings.- Obtained dismissal in six out of eight discrimination charges filed against the organization and received a favorable ruling at arbitration in connection with the separation of long-term employees of 25+ years.- Collaborated with staff to ensure compliance with and attainment of CARF Accreditation.- Prepared and finalized the organization’s 2008 Affirmative Action Plan; ensured compliance with the filing of the organization’s EEOC reports.

Implemented a Nursing Council to ensure ongoing and positive communication with clinical staff to maintain a union-free environment.- Identified gaps in the payroll process and executed processes to maximize efficiency, saving $10,000 per pay period. Realized a 3% reduction in expenses as a result of conducting a benefits audit and enhancing the annual benefits renewal process, including contract negotiations for medical, dental, and ancillary benefit programs.- Negotiated a 3% reduction in premiums for the 2006–2007 renewal year for the hospital’s group medical plan and increased employee participation by 20% in the Hospital’s 401(k) plan. - Implemented succession planning for key management positions and performed a training needs assessment and training plan for clinical and non-clinical staff.

Reduced turnaround time by 50% for the onboarding of new hires by streamlining the recruiting, screening, interviewing, and background check processes of field staff. Redesigned the New Hire Orientation program to ensure a positive and impactful onboarding experience. - Modified the performance review process for staff resulting in continuous feedback and coaching support for employees throughout the year.

Doctor Of Law - Jd, Law

Bachelor Of Arts - Ba, Criminal Justice