This document provides information about Thomas Nelson, a human resources professional with over 25 years of experience in senior HR roles. It outlines Nelson's background and objectives to link HR operations to business goals, enhance the employee experience, and attract, develop and retain top talent. The document also lists major HR responsibilities and company-wide goals, as well as project plans to review benefits, implement matrix management, and introduce incentive compensation. Metrics and succession planning are also mentioned.

1. Human Resources (HR - 103)
Stratford University
Thomas Nelson, M.A., SPHR
e-mail tmnsphr@gmail.com
Background:
•25+ years of Senior HR Management experience
(Vice President – Chief Human Resources
Officer) in Healthcare, Manufacturing, Education
and other environments with 5,000+ employees in
multi-site and multi-state organizations.

2. Human Resources
A New Tomorrow through:
Assessment
Re-Engineering
Outcomes Delivery

3. Link and align Human Resources operations to the
achievement of broader business goals and objectives.
Enhance the Employee Value Proposition
Ultimately, to attract, develop and retain the best quality
workforce to have a positive impact on business operations.
HR’s MISSION

4. Major – operational components
• Employment
•Compensation (pay practices)
•Employee / Labor relations
•Employee Benefits
•Healthcare
•Retirement
•EAP
•Training and development
•Succession planning

5. Company Wide HR Goals andCompany Wide HR Goals and
ObjectivesObjectives
Full Staffing
Internally Equitable and Externally Competitive –
Compensation / Benefit Programs
Favorable Employee Relations Climate
Results focused Professional Development /
Training Programs
Customer Service Focused Organization
High Employee Retention rate

6. EmploymentEmployment
Manpower Planning – HRIS / Budget
Recruitment
– Job Fairs
– Advertising Plan
Screening
– Credentialing / Certification
Selection
Placement / Transfer

7. HR Information SystemsHR Information Systems
Consider HRIS Systems
Web / Windows Based
Include a full range of HR / Finance Modules
Master Position Control

8. Project PlanProject Plan
Review Employee Healthcare Benefit Plan
– Basic Plan Participation - ___
– Intermediate Plan Participation –
– High Coverage Plan Participation - _
Consider annual cost to single employees in the
basic plan to Zero $$.
Review Basic Employer Life Insurance

9. Project Plan page 2Project Plan page 2
Implement Matrix Management Plans for
Corporate Managers and Business Operating Unit
Managers in as many departments as possible, ie:
– Marketing
– Construction / New Project Development
Maintenance / General Services
– Finance
– Human Resources
Implement mechanisms to introduce and support
Management Incentive Compensation Plans.

10. Typical Supplemental ProjectTypical Supplemental Project
listlist
New Employee Orientation
Annual Managers HR – Work session
Managers – Best Practices Handbook
HR – Pre-Opening Manuals (New Business Units)
Organizational Design (Best Practices)
Recommendations

11. HR MetricsHR Metrics
Employee Fill Rate –
Fulltime Turnover %
Time to fill
Cost per hire
Average annual salary
Benefit cost to Compensation ratio

12. Succession Planning /Succession Planning /
Management DevelopmentManagement Development
Staff Evaluation
– Skills / Certification
– Retirement / Turnover
– Projections
Professional Development
Joint ventures with colleges and universities

13. The Art of the PossibleThe Art of the Possible
Some people see the world as it is and ask
“why” ?
I Dream of things that never were and
and ask “why not” ?
George Bernard Shaw