As a member of the executive team, advance the mission and strategic objectives of Cincinnati Children's. Provide leadership to the HR, DEI and Community Relations functions.

Responsible for developing and executing human resource strategy in support of the mission, strategic direction, and business objectives of Nemours Children's Health System.

Responsible for developing and executing human resource strategy related to Associate development and engagement in support of Nemours True North goals and strategic direction. Provide strategic leadership to the Talent Development and Human Resource Business Partner teams. Provide strategic HR and talent consulting to other OVPs throughout the enterprise. Manage organizational and Associate relations conflicts escalated by business leaders and senior HR Business Partners. In partnership with the Human Resource Leadership Team, oversee, enterprise-wide, the development, and implementation of human resource programs and initiatives that enhance retention, productivity, and engagement of clinical and non-clinical Associates.

Senior Business Partner Role:Inform the HR component of enterprise strategyProvide leadership to the HR Business Partner team Provide leadership in cultivating and sustaining a high level of associate engagementOversee the integration of human impact perspective in the enterprise Continuous Improvement methodology to performing all aspects of work at Nemours Design and deliver individual and team development programs Provide leadership and physician development coaching Partner with other HR leaders to cultivate a culture that embraces change and operates with a sense of urgencyProvide HR guidance to assigned client groups

Summary of Accomplishments  Co-facilitated the transformation of HR from a primarily personnel function to a critical, strategic business partner winning the HR Department of the Year Award for the DE Valley Collaborated with senior leadership to implement strategic culture change initiatives resulting in increased employee and patient satisfaction  Through effective coaching and proactive OD interventions, significantly reduced the incidence of employee relations issues  Partnered with other HR leaders to upgrade Nemours HRISAssisted in developing and implementing effective conflict resolution approaches  Partnered with management and the HR team to implement retention strategies that have kept turnover under 10 percent for more than eight years  Provided HR guidance in the acquisition, growth, and divestiture of physician practices Provided HR oversight to multiple locations  Supervised HR, employment and administrative staff Collaborated with Director of Total Rewards to establish a salary administration program Managed immigration process for foreign nationals that were offered employment  Participated in the design and implementation of successful rightsizing efforts

• Oversee the overall business strategy of Star Leadership® • Provide one to one performance and success coaching to all levels of organizational leaders• Prepare unique Self-Directed Seminars that allow workers to take charge of their own development • Deploy Learning Management Systems/online training/web-based learning• Oversee the design and implementation of high impact organizational interventions • Oversee the design and delivery of high impact workforce training• Publish peer reviewed business and workforce development articles and whitepapers• Ensure client satisfaction

Summary of Accomplishments Provided guidance to client groups on all HR matters, including day-to-day employee relations issues  Participated in the planning and development of HR programs and initiatives  Ensured corporate HR initiatives were implemented as appropriate at the local level Conducted work climate assessments and designed appropriate interventions based on findings Facilitated the development of high performing teams  Facilitated communication between clients and organizational leadership  Participated in the successful implementation of a mentoring program  Monitored trends and took necessary steps to tap into promising patterns or address problematic ones  Identified and incorporated best practices in services to clients  Partnered with senior leadership to prepare Prudential for demutualization  Assisted management with workforce planning  Facilitated a number of restructuring/downsizing

Summary of Accomplishments Had responsibility for all HR matters in New Jersey operation  Facilitated the recruitment and development of all levels of staff  Attracted $185,000.00 state grant for employee development Created a weekly newsletter to promote communication across geographic locations  Led a team that successfully revised company’s employee handbook Oversaw the liquidation of Paulsboro location  Ensured compliance with relevant laws and company policies

1. How to Engage, Motivate and Retain Top Talents by Peter Adebi. Blackwood: Star Leadership, Inc. 2009. 2. Ten Principles for Bringing out the Best in Others by Peter Adebi. Blackwood: Star Leadership, Inc. 2009. 3. A Step-by-Step Guide to Becoming an Effective Coach by Peter Adebi. Blackwood: Star Leadership, Inc. 2009. 4. Managing Disruptive Key Employees by Peter Adebi. Blackwood: Star Leadership, Inc. 2009.5. A Step-by-Step Guide to Conflict Resolution by Peter Adebi. Blackwood: Star Leadership, Inc. 2009.6. Keys to Achieving Superior Workforce Performance by Peter Adebi. Blackwood: Star Leadership, Inc. 2009.7. Best Practices in Employee Performance Management by Peter Adebi. Blackwood: Star Leadership, Inc. 2009.8. Achieving Optimal Workplace Success through Effective Communication by Peter Adebi. Blackwood: Star Leadership, Inc. 2009.9. A Step-by-Step Guide to Building a High-Performing Team by Peter Adebi. Blackwood: Star Leadership, Inc. 2009.10. Keys to Changing Organizational Culture by Peter Adebi. Blackwood: Star Leadership, Inc. 2009.11. Managing a Difficult Boss (Part I). October 2008. HR.com12. Provoking Productive Thinking. March 2008. HR Executive Magazine13. Pruning Thorns from Roses: HR's Role in Managing Disruptive Key Employees. March 2008. (SHRM) Whitepaper14. Cultivating an Innovating Culture. March 2007. HR Executive Magazine 15. Middle Management’s Role in Managing Change. August 14, 2006. Conduit 16. Enabling Employees to Embrace Change. September 20, 2006. HR.com 17. Executives as Change Leaders. October 23, 2006. HR.com18. Ten Principles for Bringing out the Best in Others. HR.com19. Five Self-Leadership Principles for Maximizing Your Potential. June 5, 2006, HR.com20. Book Review: The Five Dysfunctions of a Team by Patrick Lencioni. July/August 2006. ASTD OD/Leadership News