Robert Scott Email & Phone Number

Oakland, Ca, Us

Thought leader in setting the overall strategy and direction of people programs, culture, structure, policies, and employee engagement. Reporting to the CEO, develops and executes the HR strategy for the organization and in partnership with the Executive Leadership team, execute on the vision.Commisioner for City of Oakland Mayor's Commission on Aging

Utica, Ny, Us

Reporting directly to the CEO, charged with revitalizing the HR function. Formulated a comprehensive strategic workforce plan to include Labor Management, Talent Acquisition, HR systems and data, Compensation, and Benefits program design. Negotiated new labor agreements with three unions; consolidated two union agreements under one Master agreement.

Springfield, Il, Us

A five-hospital, $1.4B leading healthcare organization that includes Southern Illinois University School of Medicine Residency in Central IL with more than 9,200 employees. Reporting directly to the System CEO, provide executive leadership of the system for HR strategy to include DEI, Talent Acquisition, Benefits, Compensation, Executive Compensation, Workforce Operations Improvement (HRIS), Employee Relations, HR Operations, and Affiliate HR Partners. Oversight and accountability of an HR Operating Budget of $20.0M, with 9 direct and 75 indirect reports.Lead standardization and integration of human resource services throughout affiliate entities. Key areas included common HR technology, uniform pay practices, standardized health and welfare benefits, time off programs, and education assistance. Outcomes include employment equity for 95% of employee base.Serves as the Executive Sponsor and Champion for strategic demand management of labor, including position control, labor cost reduction and workforce optimization. Identified tools, accountability mechanisms, metrics, and benchmarks to right balance clinical and non-clinical labor. Deployed workforce management through innovative HR platform that delivered just-in-time visualizations to frontline leaders.

Milwaukee, Wisconsin, Us

Recently AAH combined with Atrium Health to form Advocate Health, the 5th largest nonprofit integrated health system with 150,000 employees, in 1,000 sites of care, 67 hospitals, and $27B revenue.As AAH, it was the 10th largest not-for-profit, integrated health system with 70,000 employees, 500 sites of care, 27 hospitals, and $14B revenue.Site responsibility to Advocate Good Shepherd, and matrix accountability to SVP HRLead the Advocate HR Strategic team to ensure system and site-based HR focus on business objectives. This team of system HRVP’s is accountable for creating and deploying an HR Business Partner Model, Productivity Effectiveness support and sustaining HR best practices. HR executive charged with consolidating the shared revenue cycle organization. The largest restructure Advocate had undertaken at that time, affecting 900 enterprise wide employees. Coordinated all HR and OD services to design the HR solution to centralize the business office, streamline processes, redesign work, and train employees and leaders.Winner of the Advocate Overall HR Performance Award 2011. - First time this site has won this system recognition – hitting 13 of 14 HR metrics from the System HR Scorecard including HR Operations, Recruitment, Succession Management, Benefits, and Associate Engagement.

St Louis, Missouri, Us

Entity HR Executive for all traditional HR functions plus HR support to cardiac service line across SSM St. Louis network • Served as adjunct faculty at SSM University teaching an HR Module required for all SSM leadership. Served on Corporate Design Teams for Performance Management.• Identified and integrated Leadership and Employee competency into a cohesive talent management program.• Launched Leadership Assessment and Development activities that served 70 Director and VP level leaders, and modeled an accountability Performance Program that aligned with business goals. • Utilized web based training to keep momentum on key leadership training. • Revised Training and Development to target key metrics in service delivery

Glendale, Wisconsin, Us

Entity responsibility for labor contracts, compensation, benefits, leadership development, and employee relations; Direct Report 5Transformed recruitment processes and effectiveness by leveraging web based applicant tracking; Led team to successfully obtain $1.2M in capitalImplemented Performance measurement for all employees that was redesigned to reflect key success factors in Service Excellence and create a culture of accountability. Employee Opinion Index improved from 79% to 84%.Labor management of union contracts, grievance administration, and dispute resolution. Key achievements included dismissal of a backlog of grievances, winning cooperation for reclassification of key job class, and Lead successful foreign nurse recruitment initiative resulting in 50 hires.

Mba, Organizational Development

Bs, Business