Chief Human Resources Officer for the University. Directed the human resources and payroll functions for 800 faculty and staff employees, with a payroll of $37MM and employee benefits of over $10MM. Led system implementations, cost containment initiatives and quality improvement programs. Moved the HR office from primarily focusing on record keeping and paper handling to strategic partnering with institutional leadership to improve efficiency, increase employee engagement, support wellness initiatives, and manage the total cost of compensation.• Managed employee relations, addressing performance issues and terminations without any litigation.• Restructured and transitioned employee health benefits from traditional coverage to self-insured with employee contributions. Redirected resulting $700,000 in annual saving towards pay increases. • Led IT system projects: Implemented online benefit enrollment which improved accuracy and timeliness and reduced the administrative burden of annual enrollment and coverage changes. Implemented electronic time reports providing access to current and past overtime and attendance information which significantly reduced paper handling and improved monitoring of actual time worked. Implemented bi-weekly payroll for all employees resulting in a combined annual savings of $20,000 in staff time and payroll processing fees.• Implemented broadband compensation plan and market based salary adjustments for faculty and staff which improved recruitment and increased staff retention and perceived fairness.• Managed investigations of sexual assault and misconduct complaints, implementing improved policies and procedures before they were called for by the recently increased federal requirements and scrutiny of these types of cases in higher education institutions.• Designed and conducted training for managers in employment law and university policies.

Established, launched and managed VLS’s first ever Human Resources and Information Technology departments. Established HR and IT operational systems and policies in support of VLS’s overall mission and goals. • Addressed employee relations issues including personal conflicts, poor performance, and inconsistent interpretation of policies, resulting in desirable turnover and improved morale.• Improved timeliness and consistency in recruitment, reducing lag time and improving hiring outcomes.• Established a market and data driven compensation framework, resulting in improved attraction and retention of well qualified employees.• Implemented a Novell network and integrated email system, linking stand-alone PC’s for the first time.• Implemented technology training and support, enhancing the productivity gains provided by the new technology.• Successfully addressed network reliability and internet access issues, reducing down time.• Drafted a comprehensive revision of employment policies for staff to provide clarity and consistency, improve morale, and reduce the risk of employment litigation.• Developed three-year personnel budget projection process to support long range institutional management and planning.

Appointed by the three member Authority to direct its administrative services, including budget and accounting, personnel, and purchasing.• Developed budgets and negotiated a rate settlement before the state Public Service Board.• Developed a procurement policy to assure public confidence in purchasing decisions.• Improved benefits administration and time reporting systems.

Managed a staff of 175 and a budget of $18 million. Directed, with the Commissioner, the following accomplishments:* Centralized long distance telephone service, achieving annual savings of $1.5 million.* Initiated self-insurance programs for workers' compensation and liability, saving an estimated $1 million annually compared to premiums for purchased insurance.* Promoted the use of recycled materials, exceeding the legislative target of 25% of purchases.* Won legislative approval for a new $2.1 million building to improve efficiency of services.

Managed compensation, job evaluation, and pay equity studies. Trained evaluation teams, supervised analysts, interviewed employees, and assessed relative compensation levels of jobs. * Organized and implemented data gathering for a study of gender based wage disparities. * Spoke to sometimes hostile employee groups and interviewed employees for a classification and salary study; successfully obtained the needed job information. * Analyzed evaluations by employee committees in a major pay equity study for evidence of gender biases. Prevented costly implementation of unsupported salary changes.

Managed a staff of 36 and a budget of $1.5 million. Supervised the Operations Division (which included selection, recruitment, classification, compensation, records, and information systems) and the Human Resources Development Division (which included management, supervisory, office worker, and entry clerical skills training programs). * Acted as Interim Commissioner from 10/87 to 6/88. Directed the successful negotiation of two year collective bargaining agreements within the Governor's spending target. Won approval for an enhanced department budget. * Consolidated human resources development programs, to increase efficiency and coordination of training services. * Integrated recruitment and selection functions to reduce costs and recruitment time.