Thomas Chester

• Oversees all human capital functions for the institution; engaged in campaign to strengthen employee confidence in HR, build the employment brand and automate/update HR services
• Collaborates with CFO and VP of Academci Affairs to establish personnel, professional development budget
• Negotiates with health insurance providers for employee benefits renewal and services for self-insured plan
• Leads goal reporting to Board of Trustees for Seminary Strategic Plan, BoardEffect and dashboard.

Major Accomplishments:

· Developed plan for Presidential Transition Team, development of Cabinet model and new strategic plan

· Implemented Seminary’s first human capital management system, first applicant tracking system

· Developed and implemented first 360 review for the Seminary President, curating feedback for Board Chair

· Supported development and launch of Organizational Development Committee of Board of Trustees

• Lead all HR functions, programs and services; develop/execute University people strategies, member of President’s Executive Leadership; Salary Budget Planning, Policy Review, IT Project Priorities Committees
• Developed COVID-19 compliance plans, protocols, policies, communications for remote work options, masking, social distancing, daily check, vaccine mandate, exemptions, booster requirement, quarantine
• Oversight of Title IX function, implemented 2020 update to regulations, training, Title IX Advisory Board
• Development of GU Strategic DEIB Plan, DEIB Council, Diversity.Edu training requirement
• Leveraging IT: Implement Faculty Load and Compensation Module; Automation of I-9, UI and Employment Verification; Applicant Tracking Optimization, Right-Start OnBoarding; Benefits Admin System Upgrade
• Administer University Benefits, cost containment, increased workplace safety, reduced worker comp costs
• Implement Mission Integration strategy, hire for mission, diverse campus readiness and mission formation.

Major Accomplishments:

· Implemented Staff Compensation Program: updated 800+ positions description questionnaires, FLSA exemption audit, implemented Salary.com CompAnalyst, internal/external equity assessment

· Organizational Development: systematic departmental review with establishment of Provost model, reorganization of various divisions/departments, healthy workplace initiatives, COVID lessons learned

· University Training Plan: leadership program, monthly soft skills series, wellness, cyber security; customized offerings for intact groups/retreats; Employee Education Working Group; Developed University Work Values

· Led Policy development initiatives: COVID-19 Vaccination, Faculty Parental Leave, Children on Campus, Animals on Campus, Tuition Waiver update, Mission Leave, WA Sexual Misconduct, WA Paid Family Leave

· Community Partnerships: GU Haven Housing Initiative, Work Source Externships, Employee Emersions

· Led dissolution of The Ministry Institute (supporting 501c3), disacquisition and staff transition (layoff)

• Led all HR/Payroll functions, programs and services; develop and execute HR strategy for the University
• Execute leadership development cohort, essentials of management and respectful workplace initiatives
• Implement HR strategic response to the Campus Climate Survey
• Lead University response to Division of Civil Rights, Equal Employment Opportunity Division of Civil Service Commission, and Public Employee Relations Commission
• Implement comprehensive employee wellness programing including retention of an initial Employee Assistance Program provider
• Develop payroll and benefit plans for Board of Trustee Audit Committee
• Leverage technology for improvement, i.e
• HR Process Reform, workflows, Banner 9 implementation, performance management systems
• Align and direct team of HR professionals, manage HR functional areas and Payroll Department
• Manage employee and labor relations including grievances, discipline and contract interpretations for CWA, IFPTE, PBA, and AFT, University Local Negotiation Team
• Develop talent management strategies, including recruitment, retention, compensation system, organizational development, performance management and succession planning
• Ensure compliance with Federal, State regulations and University Policy/Procedures.

Major Accomplishments

· Implemented the University’s first Applicant Tracking System (HireTouch), improving the hiring/applicant experience, Vitae for pool generation, onboarding, report analysis, integrated background check, and I-9

· Prepared 1st University Affirmative Action Plan since 2001 with successive updates, additional data analysis

· Developed Labor-Management partnership, quarterly meetings, humane layoff of 33 employees, Respectful Workplace Committee, instituted annual recognition events

· Implemented IFPTE Local195 (2016), American Federation of Teacher (2017) Communication Workers of America (2018) contracts for 1100+ employees

· Instituted a Retiree Leave Pay Plan (457b) saving employee/employer FICA on leave payouts

· Executed employee retention strategy, created a University-wide Training Council, Affinity/Employee Resource Groups, Stockton Well, Total Comp Statement, engagement events, i.e. Administrative Professionals Day, Bring Your Child to Work Day, Recognition

· Led systematic revision of all HR Policy/Procedures,e.g. Whistleblower, Tuition Waiver, Donated Leave, etc.

• Provided strategic HR support to 63 Academic and Administrative Departments
• Led a team of HR functional area professionals, i.e
• HR Generalists, Recruitment, Compensation, and Learning and Training/Development Specialists
• Developed plans for talent management, staffing, training, executive coaching, succession planning
• Initiated HR project teams to review HR Policy and processes, and continuous improvement through innovation and implementation of technology.

Major Accomplishments

· Led teams to implement new University-wide HR Systems, 1) absence tracking system, Centralized Automated Leave Management (CALM), with updated leave polices and employee training; 2) Automated HR Form Processing workflow using imaging technology

· Transitioned the Princeton-Blairstown Center from supporting organization to affiliate (501c3)

· Managed the Division of Finance and Treasury update of all position descriptions with the launch of a competency-based talent management program and compensation review

· Supported multiple reorganizations of departments for process improvement and efficiency (e.g. Procurement Services, Risk Management, Registrar, Graduate School, Financial Aid)

· Revised academic manager evaluation instrument, with an interim review and goal setting process and establishment of compensation metrics

• Provided strategic HR leadership for 21 business units, Led Negotiations for AFSME, Local 54, Negotiation Team for AFL CIO Local 835 and Teamsters Local 115
• Insured high quality HR service delivery through partners in recruitment, professional development, benefits, compensation, employee relations, AAO
• Created divisional strategic plans for talent management, training needs analysis, executive coaching, talent audit/succession, HR and departmental balanced scorecards, analysis of critical data for organizational decision making
• Advised Directors regarding departmental restructuring and employee relations solutions
• Created customized training solutions to develop key competencies
• Supervised Penn Children’s Center, provided budget and managerial leadership, cultivated Center’s reputation, engaged parents, and built a community of (28) teachers, maintained NAEYC accreditation.

Major Accomplishments

· Negotiated favorable settlements for 3-year Contract with AFSCME Local 54 (2007), 4-year Contract with AFL CIO Local 835 (2008), 4-Year Contract with Teamsters Local 115 (2009)

· Developed the “Penn BSD Learning Community”, a 3-year leadership development program

· Served on University taskforce for FML/STD/LTD, QOWL and I-9 policy revisions

· Developed 11 departmental reorganization plans realizing initial savings of $217,000

• Supervised all HR functions including: recruitment, employee relations, benefits, HRIS
• Coordinated the faculty reappointment, sabbatical, promotional & tenure processes
• Served as internal consultant on HR policy, employment law, chief labor negotiator
• Facilitated internal training programs, administrative retreats, new employee orientation and recommended professional development requests (Presidential Grants)
• Served as Custodian of Governmental Records for average of 25 OPRA requests annually
• Served as Lead Negotiator, represented BCC before Public Employee Relations Commission (PERC) for 10 Arbitrations, 3 Unfair Labor Practice claims, 3 Unit Clarifications; Settled 5-year Contracts with Faculty (2004) Support Staff (2005), Public Safety, (2006), and Instructional Assistants (2006).

Major Accomplishments

· Implemented annual “total comp” statement to coincide with annual increases

· Instituted a Benefits Waiver Section 125 (Premium only) Plan for medical and dental coverage saving $283,867 (2004) and $308,000 (2005)

· Chaired and authored Standard VII: “Governance, Leadership and Administration,” for Middle States Interim Report

· Revised Policies, including OPRA, Adjunct Faculty, FMLA, Background Check, CEPA

· Implemented software solutions, i.e. Daily Time Tracking, OrgPlus, PeopleAdmin, Imagenow

• Supervised Department of 13 HR Professionals under the direction of Director of Personnel
• Managed Employee Relations, EEO/AA Officer, EAP, training program, recognition program
• Managed Labor Relations with 22 bargaining units, PERC, grievances, hearing officer.

Major Accomplishments

· Coordinated 5 layoff plans with resulting separations, demotions and/or reintegration of staff

· Managed 9 PBA Arbitrations for 5-year contracts including first health benefits premiums co-pays

· Coordinated the revision of the employee handbook, updated policies and procedures

• 1992-94 St. Mary’s (Medford, NJ), 1994-1996 St. David the King (Princeton Junction, NJ), 1996-98 St. Anne’s (Lawrenceville, NJ)