Christopher Henry
New Albany
Summary
Multi-talented executive bringing 15+ years of experience as a successful professional. Strategic problem solver and inspirational change manager. Visionary executive implements plans that meet current and future business needs through cross-functional collaboration and subject matter expertise.
Overview
22
22
years of professional experience
2
2
Certifications
Work History
VP, Talent & Change Management
Sutter Health
08.2015 - 12.2021
- Dual reporting to Sutter Health's Chief HR Officer (CHRO) and Chief Transformation Officer (CTO), charged with the development and deployment of talent and change management strategies that drive key business system wide business outcomes for a 13-billion-dollar healthcare system of 55,000 employees and 6,000 physicians, in 24+ hospitals and medical centers.
- Effectively lead the Sutter functions of integrated talent management and change management across the enterprise serving 60,000 employees and physicians.
- Serve as culture change leader for Sutter's 'Leading with Values' initiative creating a culture of behavioral accountability and performance in service of the organization's key results measures (safety, quality, affordability, and personal care).
- In collaboration with Sutter's CEO, VP of Communications, and Director of EAP, lead Sutter's series of CEO listening sessions to provide Sutter employees the opportunity to lift their voices and encourage engagement post 2020's US social unrest. From the sessions of dialogue we've developed our 2021-2023 diversity & inclusion strategy.
- Support the CHRO in the creation and annual administration of a Sutter values-based 360 assessment as part of the C-suite development program.
- Lead and continuously refine Leadership Academy, Sutter's high-potential executive leadership development program co-sponsored by Sutter's CEO and developed in partnership with Sacramento State University. The program is a 12 month 'MA degree style' program that leverages real-world experiential style learning and an academic curriculum to support Sutter's strategic imperatives.
- Leverage talent management methodologies that maximize internal talent in support of the deployment and execution of key business strategies (e.g.) Ambulatory Transformation, Workforce Optimization, New Front Doors/Minute Clinics and Virtual Care while providing change management support for the strategic plan.
- Transitioned 65% of Sutter's organizational learning services to asynchronous e-learning and virtually facilitated cohort based interactive learning experiences.
- Reimagined Talent Management function as strategic business partner, enhancing alignment with company objectives and demonstrating measurable impact on operations.
- Optimized the contingent workforce program by reviewing and rating all suppliers, reducing the supplier group by 67%.
- Led the critical duty of staffing Sutter's Northern California COVID-19 vaccination hubs. Simultaneously managed an internal clinical volunteer program while externally managing market competition to acquire the most talented contingent workers to quickly staff Sutter's mass vaccination plans. Reduced standard staffing and onboarding times from 4 weeks to 2.5 weeks for rapid deployment.
- Mandatory e-Learning Reduction Project successfully reduced the general Workplace Violence eLearning assigned to more than 51K Sutter Health employees by 38 minutes. Two clinical eLearning courses for 13,000 Sutter nurses were reduced by a total of 32 minutes. With an assumed average labor rate of $45/hr for all employees, the reduction in the length of the Workplace Violence course saved approximately $1.454 Million. For nurses, at an average labor rate of $55/hr, the reduction in the length of two clinical eLearning courses yielded savings of nearly $353,000.
- In 2019 Launched HR's Career Architecture project, and Sutter's Executive Coaching program.
- Established Sutter's first CEO supported Diversity & Inclusion system-wide strategy resulting in the 2017 launch of Inclusion Resource Groups (IRGs), Diversity Councils, and Health Equity Index taskforce for Culturally Competent Care.
- Led the system-level negotiations for contract employee services centralizing the function and gaining 3.2 million in cost savings in 2017.
VP, Talent, Change & Org. Development
MGM Resorts Intl
01.2012 - 08.2015
- Reported to MGM's global Chief HR Officer, charged with leading the alignment of MGM Resorts Intl's HR strategy with the enterprise business strategy of transformation from a gaming company to world-class 13 billion-dollar resort company of 72,000 employees across the US and Asia.
- Supported MGM's CHRO in the development MGM's 3-year enterprise-wide talent strategy of employee engagement, talent investment, and leader development to ensure the execution of MGM's transformational 'Profit Growth' plan.
- Led a team of 65+ talented HR professionals and a budget of $8 million.
- Delivered quarterly talent strategy and diversity plan progress reports to COO, Board Sub-Committee for Diversity and Philanthropic Initiatives, and CHRO, emphasizing culture, engagement, leadership skills, and guest experience enhancements.
- Led the development of the organization's leadership competencies supported by enterprise level executive coaching, career architecture projects, mentoring programs, performance management, and total rewards changes.
- Developed an award-winning corporate university to establish an agile learning organization aligned with evolving market needs.
- Led the company's annual goal setting, performance review, and performance calibration processes.
- Assisted the CHRO in transforming HR functions and redesigning processes.
- Co-led curriculum development team for MGM's executive high-potential leadership program with the global COO as executive in residence.
Regional Director, Learning and Org. Development
Kaiser Permanente Healthplan & Hospitals
11.2010 - 01.2012
- Developed a multi-year strategy for the regional learning, organizational development, and leadership coaching practices to drive employee and organizational performance in regional ambulatory care units.
- Assessed region's performance and organizational development needs; led design, development, and deployment of high-impact training, talent management programs, PMO support, and organizational effectiveness solutions with team of 10 LOD consultants across US Northwest Region.
- Directed HR initiatives for the regional cross-functional 'Change Leadership Team', offering resources, managing stakeholder relationships, and engaging sponsors to facilitate the execution of significant business development initiatives in the region, such as Electronic Medical Records, Medical Home Units, and the opening of a new Portland Hospital.
- Led rollout of national performance management training (philosophy, process, & PeopleSoft tool utilization) in collaboration with HR BPs and Regional Director of Compensation.
Sr. Manager, Enterprise Management Development
Kaiser Permanente
12.2005 - 12.2010
- Led a team of learning, change, and communications experts in the development, implementation, and continuous improvement of a highly effective Management Development strategy. Assessed enterprise needs, designed, developed and directed the deployment of an enterprise-wide core learning strategy for Kaiser Permanente's 150,000 employees, along with specialty programs for the company's 10,000 managers and executives.
- Led the corporate initiative and developed Kaiser Permanente's Executive On-boarding program that incorporates organizational acculturation with a new executive's 90-day Goal setting & Effectiveness Plan.
- Reduced KP's average on-boarding time by 3 months and executive turnover by 8% in the first year of program implementation.
- Collaborated with HR BPs to identify high-potential leaders, manage executive talent pipelines, and deliver professional coaching.
- Served as primary SME and advisor in defining philosophy, process, and resource needs for Kaiser Permanente's Performance Management System, aligning all 8 regions.
- Facilitated strategic planning, annual goal setting, leadership development, and organizational development activities across business units as Executive Support.
Sr. Corporate Projects & Org. Effectiveness Manager (Sales & Marketing Division)
AT&T Communications
10.1999 - 12.2005
- Served as a strategic thought partner, consulting with executive clients to establish performance metrics, compensation programs, analyze trends, and track the performance drivers that ensured the success of regional sales teams.
- Led cross-functional team to deploy pay-for-performance rewards program, ensuring alignment with sales quality targets.
- Developed sales, quality, and customer engagement training programs, tracking and reporting training impact on sales drivers to enhance performance.
- Managed team of 8 vendor sales managers and 3 sales training OD consultants to provide training, coaching, and organizational development support for sales and marketing leaders in telecommunications and technology across Western US and Mexico.
- Led a team of regional HR/Capabilities Managers to design and implement the Business Sales Solutions performance management process affecting 10,000+ employees.
- Developed a competency-based performance review process that aligned performance goals with sales targets and behaviors while recognizing strong contributors, thus increasing regional sales revenue by 15 % in 2004.
- Designed and led results based organizational change management initiatives that included job reassignments, organizational restructuring, employee compensation and performance improvement strategies that increased performance, efficiency and revenue.
Education
Doctorate of Education - Organizational Leadership and Business
Argosy University
San Francisco, CAMaster of Arts - Psychology Industrial and Organizational Behavior
Golden gate University
San Francisco, CABachelors of Arts - Psychology and Spanish
Knox College
Galesburg, ILAwards
- 2021, Presenter - Leadership 2021 & Beyond, Best practices, strategies and success stories of talent management in a virtual environment
- 2020, Diversity Leadership Talent Officer Award, Recognized by the National Diversity & Leadership Council as a top minority leader.
- 2019, Association of Training and Development (ATD) Best in Practice Award, Sutter Health
- 2019, Lean Human Capital Elite Honor Roll, Best Improvements in Talent Acquisition Lean Based Process Improvements - Sutter Health
- 2019, Staffing Industry Analyst Contingent Programs Game Changer Award, Sutter Health
- 2015, Achievers Most Engaged Workplace Award, MGM Talent Management
- 2014, Universum's Top 100 Most Attractive Employers for US College Students, MGM College Recruiting Team
- 2014, Association of Training and Development (ATD) Best Award, MGM International Corporate University
Languages
Spanish
Professional
Certification
Prosci - Change Management
Timeline
VP, Talent & Change Management
Sutter Health
08.2015 - 12.2021
VP, Talent, Change & Org. Development
MGM Resorts Intl
01.2012 - 08.2015
Regional Director, Learning and Org. Development
Kaiser Permanente Healthplan & Hospitals
11.2010 - 01.2012
Sr. Manager, Enterprise Management Development
Kaiser Permanente
12.2005 - 12.2010
Sr. Corporate Projects & Org. Effectiveness Manager (Sales & Marketing Division)
AT&T Communications
10.1999 - 12.2005
Doctorate of Education - Organizational Leadership and Business
Argosy University
Master of Arts - Psychology Industrial and Organizational Behavior
Golden gate University
Bachelors of Arts - Psychology and Spanish
Knox College