CHARLES R HARPER, PHR

11900 NE 18th Street, #383

Vancouver, WA. 98684
(303) 913-0325 chf01312@westpost.net

HUMAN RESOURCES EXECUTIVE

STRATEGIC MANAGEMENT BUSINESS PARTNER
Strategic senior human resources manager and business partner with strong Human
Resources Generalist, Labor Relations and Organizational Development background,
operationally savvy with bottom-line focus, experienced at leading and aligning
human resources vision and strategy to achieve business objectives. Proven perf
ormance in successfully influencing, leading and managing small to large HR oper
ational and support staff groups in multiple industries (healthcare, hospitals,
pharmacy, IT, banking, finance, mortgage, manufacturing, and county/municipal go
vernment). Expertise, diverse and proactive background in:
* Organizational Development
* Recruitment & Staffing
* Labor / Union Relations
* Performance Management
* Policy Development
* Collective Bargaining
* Managerial Core Competencies
* Acquisitions & Mergers
* Mediation/Conflict Resolution
* Leadership Development
* HR Information Systems (HRIS)
* Employee Relations
* Management Succession
* Benefits and Compensation
* Budget & Finance

PROFESSIONAL EXPERIENCE
FRESENIUS MEDICAL CARE, Vice President, Human Resources, Denver, CO, 1/2005 - 8/
2010
FMC provides acute and chronic dialysis care through its numerous clinics, hospi
tals and offices in the USA. Responsible for all field human resource generalist
, labor relations functions and a strategic management business partner.
* Acted as a catalyst and strategic business partner with regional and corporate
leadership teams, providing guidance and coaching to confront, mediate and reso
lve HR related business problems and challenges.
* Designed a national labor relations strategic plan to address company response
and training regarding collective bargaining, National Labor Relations Act, unf
air labor practices and strike contingency plan. Provided field managers and exe
cutives with a protocol as first responders to these issues and reduced unfair l
abor practice complaints filed against the company.
* Lead negotiator for collective bargaining agreement with Hawaii Nurses Associa
tion which resulted in ratification of three year agreement that had significant
concessions in favor of the employer and strike avoidance.
* Negotiator for collective bargaining agreement with SEIU represented staff in
Pennsylvania and New York. Provided HR expertise during negotiations regarding e
mployment, wage and hour issues and communication strategy that resulted in rati
fication of collective bargaining agreement and strike avoidance.
* Outsourced and negotiated multi-million dollar contract for vendor managed ser
vices program for nurses and medical technicians that netted $12 million dollars
in recruitment costs, payroll compliance and retention.
* Successfully designed and implemented employee "climate assessment" surveys to
evaluate morale and support in field offices and clinics. Directed and assisted
field HR teams in reshaping their action plans to include management tools whic
h had direct impact on business performance. Identified low performing managers
, disparate treatment and discrimination issues, inconsistent medical protocols
and practices. Instituted HR and education swat teams to implement and enforce e
mployee relations best practices.
* Coach, trainer and strategic business partner to executives and management on
full range of human resource, employee relations and labor relations issues, pol
icies and practices.

FRESENIUS MEDICAL CARE (continued)

Director of Human Resources, West Division Headquarters, Tempe, AZ, 8/2005 - 12/
2005
Managed all human resource functions for West Division with 4500 employees and n
umerous medical clinics, offices and hospitals. Reorganized a troubled, low perf
orming regional HR team into a productive, supportive and proactive business par
tner.
* Championed a divisional culture change from one of suspicion, broken trust and
poor performance to trusting Human Resources as a strategic business partner an
d participative contributor to field operations and business performance.
* Implemented IT tracking mechanism for HR/ER calls from the field, EEO complain
ts, investigations, follow-up protocols, reporting template and problem resoluti
on, eliminating legal risk and improving legal compliance.
* Successfully utilized "climate assessment" surveys to evaluate employee morale
and ER issues in selected locations which measurably improved morale, retention
and management awareness of ongoing ER issues.
* Mediated and intervened in multiple incidences of workplace conflict which imp
acted the bottom line through issue identification and significant improvement t
o morale and job satisfaction.
WASHINGTON MUTUAL, Asst Vice President, HR & Employee Relations, Phoenix, AZ, 7/
2001-- 8/2005
Banking, Finance and Mortgage Company with hundreds of employees and offices, pr
ocessing and call centers throughout the USA.
* Provided HR/ER strategic business partner support, guidance and coaching to di
vision executives and managers on HR/ER issues including performance management,
conflict resolution, employee relations, risk assessment, policies and procedur
es.
* Successfully lobbied for and implemented "climate assessment" interviews to ev
aluate morale and HR/ER issues.
* Assisted management in reshaping HR and business action plans which had posit
ive impact on morale and retention.
* Led HR regional teams thru several seamless acquisitions, integrations, downsi
zing and redeployment of staff and office closures with no discrimination or dis
parate treatment claims filed against company.
* Represented company in employment, legal hearings and negotiated separation an
d severance agreements.
KAISER PERMANENTE, Employee & Labor Relations Senior Consultant, Portland, OR, 1
999-- 2001
Healthcare Organization with several thousand employees in the Northwest region.
Managed the HR and labor /employee relations functions for seven regional busin
ess and medical groups; including hospitals, medical clinics, pharmacies, optica
l and records.
* Negotiated and resolved union labor grievances with management. Investigated a
nd prepared arbitration cases, employer representative on company-union partners
hip team. Managed multiple labor agreements. Chief negotiator with Pharmacist G
uild and Records Management Union resulting in ratified settlements with favorab
le terms.
* Developed and implemented management training on collective bargaining issues
and grievance resolution.
LONGVIEW FIBRE COMPANY, Human Resources / Labor Relations Manager, Longview, WA,
1997--1999
Paper and packaging manufacturer with 3000 union represented employees in multip
le locations.
* Managed multiple collective bargaining agreements, conducted labor management
meetings, grievance hearings, and negotiated settlement agreements with Pulp & P
aper Workers Union, Teamsters, Electricians, and Pipefitters Union.
* Consultant to senior and executive management regarding HR, ER and LR issues.
Managed HR staff and security team.
* Designed and delivered management training in employee/labor relations topics,
EEO and HR best practices.
CITY OF LONGVIEW, Public Safety Department, Division Senior Manager, Special Ser
vices, 1982--1996
Municipal agency with 100 civilian and noncivilian employees serving in law enfo
rcement, public safety and fire services.
* Managed teams of civilian and non-civilian employees including human resources
and labor relations with public safety employee groups. Negotiated collective b
argaining agreements for Municipal and County employer. Conducted Civil Service
and Non-Civil Service assessment and selection testing, interviewed and hired st
aff for sensitive public service positions.
EDUCATION
BS, Liberal Studies/Human Resources, Eastern Oregon University, OR.
Certificate, Executive Leadership Program, Babson College, MA.
Certificate, Professional in Human Resources (PHR), Portland State University
Certificate, Mediation for Conflict Resolution, University of California, Irvine
Certificate, Labor Relations Management, Cornell University