MICHELE PURCEY

VP / SR DIRECTOR:

HUMAN RESOURCES

CONTACT ME

602-385-3000
info@stewartcoopercoon.com
Phoenix, AZ 85044

Download My Resume

Forward-thinking Human Resources Executive with extensive experience leading and supporting HR strategic planning initiatives, operations, and process improvements for large public health care organizations – generating significant bottom line growth. Successful planning and execution of HR programs to strategically transform and manage change. Outstanding people, problem solving, and budget management skills.

Personnel Strategist

Strategic and tactical Operations Leader with in-depth understanding of effect HR policies and operations have on business. Offer options or strategies that provide solutions to business issues.

Employee and Labor Relations

Demonstrated successes in employee and labor relations in union environments. Management representative at all levels of grievance and arbitrations processes maintaining credibility.

Teambuilding / Coaching

Skilled and motivated leader with strong aptitude for identifying key resources, developing teams with core competencies/skill sets necessary to achieve department or agency objectives, and empowering staff to make independent decisions.

Business Process Improvement

Strong track record of successes in business process improvement/streamlining and reengineering resulting in cost savings or reductions in turnaround time.

Internal Consultant

Demonstrated ability to view and understand all sides of an issue as well as broker dialog and identify resources to effect a resolution.

Program Management

Highly successful in employee relations and performance management program development. Effectively train multi-disciplined teams in implementation aspects, resulting in significant increases in staff morale and performance.

ACHIEVEMENTS

Investor Return

2011

$3 Million in Sales
5% Investor Revenue

2012

$6 Million in Sales
12% Investor Revenue

2013

$7 Million in Sales
15% Investor Revenue

Technical HR Competencies

  • Resolved inconsistencies in disciplinary actions across the board and laid groundwork for effective terminations. Read Full Story
  • Created progressive disciplinary action program where none existed, so problem employees typically repositioned or “worked around” causing discontent among staff were eventually terminated.
  • Mitigated $750,000 potential liability by objectively assessing multiple employee discrimination claim, ensuring all documentation and subsequent actions were indisputable and in compliance with HR policies and procedures.
  • Achieved 92% compliance for on-time performance evaluation submissions.
  • Introduced performance management and progressive discipline programs with training components, resulting in management staff able to constructively confront employees with performance and/or behavioral issues.

Business Process Reengineering

  • Reduced pre-boarding processing by 12 days and exceeded monthly interview appointments through launch of aggressive recruitment program to appoint 180 public health professionals for 15 locations over 18-month period. Read Full Story
  • Restructured procurement process and implemented proactive acquisition model that regained inventory control and planning within four months; provided local shared storage facility and direction on budgeting issues as well as ability for divisions to work together in offering mission-critical supplies to staffs.
  • 40% reduction in recruitment events by restructuring associated programs to increase attendance/onsite job offers, providing a more streamlined, cost-effective process for quickly identifying and securing qualified candidates.

Leadership & Management

  • Achieved recruitment goals with 40% reduction in events (6 events versus 10) and reduced on-board process for new talent by 12 days through onsite weekend recruitment. Read Full Story
  • Mitigated liability claims due to exposure to pathogens by requiring staff to wear protective equipment. Based on compensation claims of other agencies’ exposed staff becoming ill after five years, this precaution resulted in saving millions of dollars in potential financial liability for agency.
  • Negotiated federally grant-funded hires through budgetary process with City Hall during hiring freeze, preventing unspent funding from being returned to federal government.

Organizational Development

  • Directed 12-on/12-off schedule, established emergency budget, moved payroll operations to ensure payment within 48 hours, expedited budgetary approval of 28 pending scientific and investigative hires, and arranged for food, sleep, and shower facilities to be provided to crew. Read Full Story
  • Reduced training costs and lowered attrition rate within one year by developing exit interview survey, resulting in mandated training to address lack of communication, poor interpersonal skills, unreasonable work expectations, and ineffective managerial style.
  • Reestablished Human Resources functions and addressed additional fiscal business requirements during emergency through organizational knowledge, technical competency, and negotiation skills.

Customer Relations

  • Halted six-week hiring delay by initiating innovative solution to staffing shortage, specifically consolidating hiring processes and coordinating recruitment event to conduct interviews and process all paperwork onsite.
  • Initiated and developed tracking database addressing ability to derive metrics regarding resumes, interviewing timelines, budgetary submissions for approval, and actual start dates; provided ability to respond to client concerns instantly vs. two or more weeks.
  • Aggressively expanded outreach and networking in public health community, meeting monthly recruitment goals within two months and increasing available applicant base 300% and candidate selection/appointment 200%.

Strategic Planning

  • Standardized administrative laboratory protocol to address different levels of laboratory breaches and provide a standardized recourse of actions if and when a laboratory or administrative procedure is not followed. Read Full Story
  • Drafted five-year hiring plan that projected staffing requirements based on planned growth in DNA samples submitted for analysis, as well as staffing modifications if projected increase in DNA analysis or expected budget did not materialize.

P&L / Budgeting

  • $520,000 recovered in reimbursable expenses by revamping personnel expense budget and submission processes – achieving accurate and timely submission of $14.4 million grant-funded budget three weeks ahead of schedule. Read Full Story
  • $1.8 million cost savings over payroll expenses by implementing cleaning contract for newly constructed Forensic Science and Medical Examiner facilities.

WORK HISTORY

CHIEF MEDICAL EXAM FIRM – 2008 -Present

Local government organization responsible for investigating and determining causes of death.

Assistant Commissioner, Human Resources (2012 – Present)
Promoted to lead HR department and programs with oversight for organizational development, strategic planning and execution, recruitment and staffing, employee and labor relations, and performance management. Accountable for 10-member HR team and $43 million personnel budget supporting 730 employees across six locations. Direct labor management meetings, grievance and employee arbitrations, disciplinary actions, interim employment contracts, payment and performance review processes, and agency expansions. Provide funding and staffing recommendations based on agency projections. Support strategic and policy development initiatives.

  • Minimized potential laboratory and administrative breaches through proposal and implementation of consistent approach for properly addressing issues regarding policy decision protocols for newly built forensic science laboratory.
  • Significantly reduced potential claims resulting from discriminatory cases by ensuring consistency in management of disciplinary processes and procedures across organization.
  • Saved millions of dollars in potential financial liability as result of enforcing and/or persuading staff to follow standard operating protocols, avoiding potential health hazards in response to 9/11 terrorist attacks.
  • Successfully reestablished HR functions within 48 hours of 9/11 attacks by identifying current and future staff/budget requirements and available resources needed to provide critical support during large-scale emergency.
  • Instrumental in rolling out a supporting recruitment processes, data management/statistical reporting, timekeeping and payroll processing.
  • Halted six-week hiring delay by initiating innovative solution to staffing shortage, specifically consolidating hiring processes and coordinating recruitment event to conduct interviews and process all paperwork onsite.

Director of Human Resources (2008 – 2012)
Selected to lead HR operations with accountability for strategic vision and direction, employee and labor relations, recruitment and staffing, compensation and benefits, organizational development, workplace safety, and performance management. Led and trained five direct reports. Oversaw up to $34 million personnel budget supporting 350 staff members across five locations. Served as management representative in employee grievances/arbitrations and disciplinary processes. Assisted in devising and executing strategic plans. Supported EEO investigations.

  • $750,000 mitigated in potential liability through objective assessment of employee discrimination issue, ensuring all documentation and subsequent actions were indisputable and in compliance with HR policies and procedures.
  • Captured significant cost savings by crafting five-year strategic staffing plan to accurately forecast laboratory and administrative staffing requirements for forensic science laboratory in anticipation of future growth.

GOV’T DEPARTMENT – 1997 – 2008

Local Government organization specializing in public health disease prevention, care, and control.

Assistant Director (2004 – 2008)
Directed all staffing activities for 900-member department to include life-cycle recruitment, policy development and implementation, employee orientation, and personnel services. Managed six direct reports. Planned and coordinated focus groups to address recruitment and retention issues. Prepared and launched university recruitment plans. Developed and managed multiple personnel expense budgets. Leveraged strategic partnerships to increase recruitment efforts by 12%. Streamlined internal recruitment processes to significantly reduce time for filling critical vacancies.

  • $520,000 recovered in reimbursable expenses through revamp of personnel expense budget and submission processes – achieving accurate and timely submission of $14.4 million grant-funded budget three weeks ahead of schedule.
  • Reduced pre-boarding processing by 12 days and exceeded monthly interview appointments as result of launching aggressive recruitment program to appoint 180 public health professionals for 15 locations within 12-month period.
  • 40% reduction in recruitment events by restructuring recruiting programs to increase attendance/onsite job offers and providing a more streamlined, cost-effective process for quickly identifying and securing qualified candidates.

HR Generalist (2002 – 2004)
Provided leadership and support for centralized human resource department serving more than 6,000 employee. Developed and managed expedited recruitment activities for health care professionals for Tuberculosis (TB) program. Tracked and managed applicant referrals, interviews, and offers. Established applicant referral database as well as statistical recruitment indicators that measured performance. Served as part of cross-functional team creating centralized database to track on-board processes.

  • Cut training costs and attrition rates by developing and implementing exit interview process that successfully identified and addressed employee issues regarding communications, work expectations, and managerial style.
  • Built application tracking tool to manage resumes for public health positions, addressing client concerns in “real-time” versus standard one week timeframe.

Deputy Assistant (1997 – 2002)
Led department administrative operations with 140 employees providing fee-based certificates and/or permits to public. Supervised and trained six-member team. Oversaw $3 million operating budget. Accountable for personnel policies and procedures, EEO investigations, and expenditure reviews/approvals. Served as labor representative for grievance procedures and program liaison for budget, grant personnel, and executive staff meetings. Worked closely with centralized internal accounting/fiscal/procurement departments regarding vendor payments, accruals, budget changes, and reconciliation.

  • Regained inventory planning and control through establishment of department’s first proactive procurement model.
  • Terminated unproductive employees and improved morale by initiating progressive disciplinary program to establish protocols/expectations for staff with remediation strategies for addressing behavioral and/or work performance issues.
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EDUCATION

Bachelor of Arts in Political Science

Training: Strategic Initiatives & Planning / Facilitation & Mediation / Aligning HR With Overall Business Strategy / OSHA / Consultative Strategies for HR Generalists / Dispute Resolution / Constructive Confrontation / Managing Difficult People & Situations / Coaching Defensiveness Out Of Employees

SOFTWARE APPLICATIONS
Peoplesoft • Cognos/CHRMS • Microsoft Office • WordPerfect Office

 

MICHELE PURCEY
MICHELE PURCEYVP / SENIOR DIRECTOR: HUMAN RESOURCES
602-385-3000
info@stewartcoopercoon.com
Phoenix, AZ 85044

CONTACT ME