Kathleen O'Halloran
Gaithersburg,MD
Summary
Forward-thinking Human Resources C-Suite Executive with over 20 years of expertise in culture building, leadership development, and all HR acumen in corporate human resources for senior living healthcare sector businesses. Cultivates rapport with individuals to optimize mission goals, resolve complex problems, and deliver innovative improvement strategies. Excels building training and leadership development programs to promote high-performing organizations. Knowledgeable about changing industry and employment market demands. Expertise includes culture building, organizational development, training and leadership development, benefits administration, compensation structuring, recognition program development, talent acquisition, employee relations, succession planning, corporate compliance and employment law, workforce planning and budgeting, and strategic planning.
Overview
12
12
years of professional experience
Work History
Chief Talent & Culture Officer
National Lutheran Communities & Services
2015.06 - 2023.10
- Developed effective improvement plans in alignment with goals and specifications.
- Implemented process improvements that streamlined workflows, reducing redundancies and increasing operational efficiency.
- Supported creation of detailed, technical financial models to value potential acquisition targets.
- Gathered, organized and input information into digital database.
- Established effective relationships with key stakeholders both internally and externally for increased collaboration opportunities.
- Spearheaded successful projects from conception through completion, showcasing strong project management abilities.
- Delivered high-quality training programs, enhancing employee skill sets and contributing to professional development efforts.
- Utilized data-driven decision-making techniques to inform strategic planning processes and measure progress towards goals.
- Fostered a culture of continuous improvement by encouraging staff to identify areas of opportunity and propose solutions.
- Negotiated contracts with vendors optimally, securing best deals for organization while maintaining excellent working relationships.
- Drove innovation within department by promoting creative thinking and supporting new initiatives.
- Evaluated customer needs and feedback to drive product and service improvements.
- Evaluated staff performance and provided coaching to address inefficiencies.
- Helped meet changing demands by recommending improvements to business systems or procedures.
- Developed and implemented strategic plans to meet organizational goals, ensuring alignment with company objectives.
- Educated staff on organizational mission and goals to help employees achieve success.
- Improved overall department efficiency by streamlining processes and implementing new policies.
- Devised and implemented processes and procedures to streamline operations.
- Championed diversity initiatives within department, promoting inclusive work environment where all employees felt valued and respected.
- Managed budgets effectively, prioritizing resource allocation for maximum impact on departmental goals.
- Mentored junior staff members, helping them develop their skills and advance in their careers.
- Enhanced communication between team members by organizing regular meetings and fostering open dialogue.
- Wrote detailed narrative reports for use in investigations.
- Cultivated interpersonal skills by building positive relationships with others.
- Demonstrated leadership skills in managing projects from concept to completion.
- Exercised leadership capabilities by successfully motivating and inspiring others.
- Learned and adapted quickly to new technology and software applications.
- Worked well in team setting, providing support and guidance.
- Increased employee satisfaction with constructive performance evaluations and targeted feedback.
- Boosted team morale through recognition programs, resulting in higher productivity levels.
- Championed diversity initiatives within the department, promoting an inclusive work environment where all employees felt valued and respected.
- Participated in team projects, demonstrating an ability to work collaboratively and effectively.
- Developed strong communication and organizational skills through working on group projects.
- Demonstrated strong organizational and time management skills while managing multiple projects.
Chief Human Resources Officer
National Lutheran Communities & Services
2011.06 - 2015.06
- Assisted managers and supervisors with employee disputes, disciplinary actions and other workplace issues.
- Conducted regular reviews of HR processes to identify inefficiencies or redundancies that could be eliminated or streamlined for increased effectiveness.
- Supported talent acquisition and allocation procedures by facilitating targeted recruitment campaigns.
- Processed paperwork and hiring details for promotions and lateral position changes.
- Implemented competitive compensation packages to attract top talent while ensuring cost-effectiveness for the organization.
- Reduced process gaps while supervising employees to achieve optimal productivity.
- Provided thoughtful and engaging new employee onboarding presentations to energize workforce and set organizational expectations.
- Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance.
- Liaised between multiple business divisions to improve communications.
- Enhanced employee satisfaction by implementing innovative HR policies and programs.
- Increased diversity within the workforce by promoting inclusive hiring practices and supporting various diversity initiatives.
- Improved leadership development by designing and implementing targeted training programs for managers and executives.
- Utilized compliance tools, corrective actions and identification of deficiencies to mitigate audit risks.
- Managed labor relations by facilitating open communication between management and employees, fostering a collaborative work environment.
- Collaborated with legal and compliance teams to review paperwork, obtain feedback, and procure available information for new training processes.
- Recruited top talent to maximize profitability.
- Developed comprehensive process for new hires and reviewed new hire productivity, optimizing onboarding effectiveness.
- Coordinated new hire onboarding, completing background checks and reference checks to complete screenings.
- Discovered and resolved complex employee issues that affected management and business decisions.
- Created and implemented forward-thinking initiatives to improve employee engagement.
- Facilitated successful policy implementation and enforcement to maintain legal and operational compliance.
- Developed effective internal communication strategies, keeping employees informed and engaged on company updates, policies, and initiatives.
- Promoted employee engagement with organizational objectives during new employee orientations and industry conventions.
- Promoted a culture of learning within the organization by offering various professional development opportunities to employees at all levels.
- Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes.
- Structured compensation and benefits according to market conditions and budget demands.
- Conducted check-ins with employees to assess workplace health and personnel engagement.
- Established strong relationships with external partners, such as universities, professional associations, and recruitment agencies, to expand talent pools.
- Evaluated HR metrics to identify trends, areas of improvement, and opportunities for strategic decision-making based on data-driven insights.
- Maintained compliance with employment laws and regulations through continuous monitoring of legal updates and prompt implementation of required changes.
- Optimized performance management systems for better alignment with organizational goals and employee expectations.
- Developed comprehensive onboarding procedures to ensure smooth integration of new hires into the organization.
- Spearheaded change management efforts during organizational restructuring, minimizing disruption to employees and maintaining productivity levels.
- Facilitated employee relations, benefits administration and performance management initiatives to support workforce needs.
- Coordinated employee placements and administrative details.
- Enhanced team workflows and employee job satisfaction by coordinating communication between managers and employees.
- Developed and implemented comprehensive human resources policies and procedures in compliance with applicable federal and state laws.
- Coordinated benefits administration process, ensuring accurate enrollment in health insurance, retirement plans, and other employee benefit programs.
- Updated training processes by reviewing existing documentation, leveraging feedback from associates and working with legal and compliance teams.
- Collaborated with cross-functional teams to address employee concerns and provide innovative solutions to complex HR challenges.
- Drafted and documented employee handbook and company policies to reduce compliance risks.
- Conducted job analysis, salary surveys and market analysis to deliver competitive compensation and benefits packages.
- Instructed senior leaders on appropriate employee corrective steps.
- Fostered positive work environment through comprehensive employee relations program.
- Identified and implemented appropriate strategies to increase employee satisfaction and retention.
- Boosted retention rates by developing customized career development plans for high-potential employees.
- Streamlined recruitment processes for improved efficiency and faster candidate selection.
- Supported succession planning efforts by identifying key roles within the organization that required proactive talent pipeline development strategies.
- Reduced turnover rates through effective talent management and employee engagement strategies.
- Supervised job interviews and conducted exit surveys to verify compliance with HR best practices.
- Distributed employee engagement surveys to identify areas of improvement.
- Cultivated interpersonal skills by building positive relationships with others.
- Proven ability to learn quickly and adapt to new situations.
- Developed strong organizational and communication skills through coursework and volunteer activities.
- Demonstrated respect, friendliness and willingness to help wherever needed.
- Demonstrated creativity and resourcefulness through the development of innovative solutions.
- Organized and detail-oriented with a strong work ethic.
- Applied effective time management techniques to meet tight deadlines.
- Worked effectively in fast-paced environments.
- Passionate about learning and committed to continual improvement.
- Exercised leadership capabilities by successfully motivating and inspiring others.
- Demonstrated strong organizational and time management skills while managing multiple projects.
- Developed and maintained courteous and effective working relationships.
- Participated in team projects, demonstrating an ability to work collaboratively and effectively.
- Adaptable and proficient in learning new concepts quickly and efficiently.
- Self-motivated, with a strong sense of personal responsibility.
- Skilled at working independently and collaboratively in a team environment.
- Strengthened communication skills through regular interactions with others.
- Devised hiring and recruitment policies for 800-employee company.
Human Resources Director
The National Lutheran Home
2000 - 2010
- Evaluated HR metrics regularly to assess program effectiveness and make data-driven decisions for continuous improvement.
- Led successful labor relations negotiations, maintaining positive relationships between management and union representatives.
- Updated training processes by reviewing existing documentation, leveraging feedback from associates and working with legal and compliance teams.
- Conducted company-wide town hall meetings to convey updates.
- Championed change management projects, effectively communicating new policies or processes throughout the organization.
- Developed comprehensive process for new hires and reviewed new hire productivity, optimizing onboarding effectiveness.
- Educated employees on company policy and kept employee handbook current.
- Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance.
- Established onboarding procedures to facilitate smooth transitions for new hires into the organization.
- Collaborated cross-functionally with other department leaders to align HR strategy with overall business objectives.
- Implemented policies and procedures to ensure compliance with federal, state, and company regulations.
- Answered employee inquiries regarding health benefits and 401k options.
- Optimized HRIS systems for better data accuracy and ease of use by both HR professionals and employees.
- Fostered positive work environment through comprehensive employee relations program.
- Managed other HR staff and oversaw completion of tasks and initiatives.
- Instructed senior leaders on appropriate employee corrective steps.
- Liaised between multiple business divisions to improve communications.
- Oversaw workers' compensation program for employees injured on job.
- Monitored administration of benefits program to maintain compliance with employee insurance program.
- Developed succession plans and promotion paths for staff.
- Interviewed potential hires, negotiated salaries and benefits and performed reference checks.
- Created and implemented forward-thinking initiatives to improve employee engagement.
- Worked flexible hours across night, weekend, and holiday shifts.
- Assisted with day-to-day operations, working efficiently and productively with all team members.
- Gained strong leadership skills by managing projects from start to finish.
Education
Bachelor of Arts - Human Resources Management
University of Maryland University College
Rockville, Maryland05.2008
Skills
- Customer Service
- Social Perceptiveness
- Customer Relations
- Team Management
- Teamwork and Collaboration
- Diversity and Inclusion
- Recruitment and hiring
- Human Resources Department Processes
- Employee Recognition Programs
- Career Development
- Compliance
- Onboarding, Training, and Development
- Employee Retention
- Talent management
- Workforce Planning
- Professional Development
- Recruitment
- Onboarding Programs
- Performance Evaluation
- Career Pathing
- Compensation Structuring
- Organizational Culture
- Employee Engagement Strategies
- Executive Recruiting
- Company Leadership
- Organizational Development
- Job Analysis
- HR policies and procedures
- Budget Administration
- Corrective Action Planning
- Leadership Development
- Benefits Administration
- Compliance Management
- Onboarding
- Compensation and benefits
- Relationship Building
- Benefits and compensation management
- Human Capital Management
- Recruitment Strategies
Timeline
Chief Talent & Culture Officer
National Lutheran Communities & Services
2015.06 - 2023.10
Chief Human Resources Officer
National Lutheran Communities & Services
2011.06 - 2015.06
Human Resources Director
The National Lutheran Home
2000 - 2010
Bachelor of Arts - Human Resources Management
University of Maryland University College
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