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Scott SPHR

Senior Leader of Enterprise Human Resources Services

Chief Human Resources Officer

Raleigh-Durham, North Carolina Area

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Scott SPHR's Email Addresses & Phone Numbers

Scott SPHR's Work Experience

Cleveland Clinic

Senior Leader of Enterprise Human Resources Services

May 2015 to Present

Cleveland/Akron, Ohio Area

Texas Children's Hospital

Vice President of Human Resources

September 2014 to May 2015

Houston, Texas Area

Cleveland Clinic

Executive Director of Talent Acquisition

June 2011 to September 2014

Scott SPHR's Education

TWU

Master of Business Administration (M.B.A.) Business Administration and Management General

2008 to 2009

University of Houston

Bachelor's Degree Finance

1989 to 1993

Scott SPHR's Professional Skills Radar Chart

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Scott SPHR's Estimated Salary Range

About Scott SPHR's Current Company

Cleveland Clinic

Strategic Leader for all Human Resources Services activities for the 45,000+ employees of the Cleveland Clinic System. Tasked with the development and construction of an Enterprise wide HR Shared Services Center. Shifting Human Resources skill sets and competencies through change management, training and behavioral selection Developing robust, functional and actionable Human Resources metrics/analytics to improve organizational effectiveness...

Frequently Asked Questions about Scott SPHR

What company does Scott SPHR work for?

Scott SPHR works for Cleveland Clinic


What is Scott SPHR's role at Cleveland Clinic?

Scott SPHR is Senior Leader of Enterprise Human Resources Services


What is Scott SPHR's personal email address?

Scott SPHR's personal email address is sc****[email protected]


What is Scott SPHR's business email address?

Scott SPHR's business email address is s****[email protected]


What is Scott SPHR's Phone Number?

Scott SPHR's phone (704) ***-*126


What industry does Scott SPHR work in?

Scott SPHR works in the Hospital & Health Care industry.


About Scott SPHR

đź“– Summary

Human Resources Executive Leader with more than 20 years of experience in the areas of Strategic Business Partnering, Talent Acquisition and Mobility, Employee Relations, Shared Services, Change Management, Engagement and Retention, Leadership/Employee Development and Compensation Management. Proven record of achieving results by building, improving, modernizing and managing multiple complex Human Resources functions across several (profit and not-for-profit) "Best in Class" and Fortune 500 organizations and industries. Career Highlights: At Cleveland Clinic - Turned around a large transactional and reactive Staffing and Recruitment organization and built it into a transformational and sophisticated Talent Acquisition and Mobility program. Decreased enterprise vacancy from 6% to 2% and Nurse vacancy from 8% to 2.5%. At MD Anderson - Took two disparate and siloed departments (Recruitment and Employee Development) and built them into one high functioning organization - Talent Management. Decreased 1st year turnover from 25% to 8%. At HCA - Focused on leadership development and built a culture of engagement that increased employee satisfaction (4th quartile to 1st) and decreased employee turnover from 11% to 5%.Senior Leader of Enterprise Human Resources Services @ Strategic Leader for all Human Resources Services activities for the 45,000+ employees of the Cleveland Clinic System. Tasked with the development and construction of an Enterprise wide HR Shared Services Center. Shifting Human Resources skill sets and competencies through change management, training and behavioral selection Developing robust, functional and actionable Human Resources metrics/analytics to improve organizational effectiveness Constructing a "tiered" delivery system within the Shared Services Operating Model Developing and deploying a Knowledge Base and Sophisticated Case Management Tool Identifying innovative "tier 0" self-service and mobile technologies Moving employee files to a cloud database to increase accessibility, alignment and speed of service Building a culture of engaged customer service From May 2015 to Present (8 months) Cleveland/Akron, Ohio AreaVice President of Human Resources @ Strategic Leader for all Talent Acquisition, Organizational Development and Employee Relations activities for the 10,000+ employees of the Texas Children’s System. Redesigning a transformational Talent Acquisition and Internal Mobility program Building a culture of engagement, experience, retention and inclusion Developing next generation leaders through assessment, talent reviews, and acceleration pools Focusing on Organization Development and change initiatives that redesign workflow, establish effective communication channels and define TCH as an Employer of Choice From September 2014 to May 2015 (9 months) Houston, Texas AreaExecutive Director of Talent Acquisition @ Strategic Leader for all Talent Acquisition activities for the 45,000+ employees of the Cleveland Clinic System. Tasked with the creation, development and rollout of a complex (multi-site, multi-state and global) Talent Acquisition and Internal Mobility program. Partnered with the Executive Management team to identify enterprise-wide talent acquisition and mobility needs and assess operational capabilities to determine metric-based goals and objectives for strategic process improvements across the staffing function. Engaged buy-in of key stakeholders and drive adoption of consistent recruiting, interviewing and hiring practices that support a highly positive candidate experience and recruiter/hiring manager efficiencies to meet talent acquisition objectives and metrics. Identifyied, captured and repored relevant recruitment metrics to assess candidate fit and longevity, and use information to identify trends and make ongoing process improvements aligned with business objectives. Created an engaging Employment Brand and utilized social content to drive candidate flow. Developed sources of diverse hires including employee referrals, internet, executive recruiting resources, university recruiting and professional groups. Lead, coached, mentored, and managed performance of global staffing team, and collaborated with global HR business partners to achieve customer objectives. Established working relationships with the Executive Management Team through solid communication and partnerships and providing guidance to all management levels on successful recruiting strategies. Established and tracked recruiting metrics, such as quality of hire, time to hire, cost per hire and vacancy. Provided regular management reports summarizing progress towards recruiting metrics and identifying trends that have an impact on the business. Partnered with Finance and HR Functions to forecast, develop and drive achievement of the workforce plan. From June 2011 to September 2014 (3 years 4 months) Executive Director of Talent Management @ Strategic Leader for all Talent Attraction and Employee/Leadership Development activates for the 18,000+ employees of MD Anderson Cancer Center. The TM organization was responsible for the entire first year employee experience and beyond - from attraction, acquisition and pre-boarding to on-boarding, employee connection and career/leadership development. Innovative TM programs created: Proactive and scalable recruitment model, Tiered recruitment delivery system, Employee career developmental program (Red Carpet), Transition assistance program (TrAC), Comprehensive first year on-boarding resource for managers (NEOP 365), Career Crossroads Model for Leadership Development. Provided overall leadership and direction for all recruitment, attraction and sourcing initiatives supporting the nursing, allied health, non-clinical and executive recruitment functions. Established training systems, policies, objectives, initiatives and organizational structures that supported the organization’s growth goals and reputation as an employer of choice. Developed retention strategies focused on improving engagement and satisfaction within the organization. Designed and implemented Leadership learning and development programs to build on MD Anderson’s capabilities and to sustain a high level of organizational performance. Developed and delivered detailed and specific behavioral and compentency based tools to improve selection. Identified, developed and facilitated training for all levels throughout the organization. Built robust diversity recruitment and pipelining strategies. Drove functional automation to ensure efficiency and effectiveness through the latest technology. Worked closely with the Executive Leadership Team to identify key issues and ensured development and delivery of effective training tools. From July 2008 to May 2011 (2 years 11 months) Houston, Texas AreaHuman Resources Director @ Executive Leader for all Human Resources activities for HCA's Spring Branch Medical Center. Member of the Executive Team JCAHO Senior Leadership Committee Member Chair of the Diversity Council Chair of the Rewards and Recognition Team Strategic Business Partner/Talent Management/Leadership and Employee Development Provided consultative services to the Executive Leadership team to encourage effective communication and implementation of all human resources led activities Planned and directed all recruitment activities - applicants sourcing, behavioral interviewing, assessments, reference and background checking, preboarding and all orientation programming. Served as a strategic business partner in identifying and developing HR initiatives to support business strategies, objectives and organizational goals Built robust Total Rewards and Executive compensation programs that tied to the business strategy Directed effective collection and analysis of HR key metrics (exit interviews, turnover, vacancy, employee injuries, etc.), identify issues proactively and provided sound basis for HR decision making and problem solving Developed succession plans and retention strategies that tied rewards to performance Created a workforce planning/position control system that connected planning to strategies/goals Designed and deployed best practice solutions around succession planning, performance management, leadership development, and change management Identified potential workforce opportunities and provided union avoidance training, awareness and guidance Developed and recommended comprehensive performance change solutions to enhance employee development and productivity issues Identified, and delivered all DDI training programs and initiatives, including the Targeted Selection program (behavioral interviewing tool) Managed the Human Resources department/staff, optimized talents and fostered teamwork From September 2003 to July 2008 (4 years 11 months) Houston, Texas AreaSenior Employee Relations Specialist @ Organizational Leader for all Employee Relations, Retention and Union Avoidance activities. Investigated, responded and resolved all activities related to internal employee relations complaints and State, Federal and Local employment related laws Strategized with human resources training and development professionals to design and enhance talent and performance management programs Provided consultation and guidance to employees and management on human resources related issues, recommended solutions and negotiated “win-win” outcomes Developed, interpreted and consistently applied the organization’s polices and procedures and assisted in the development and interpretation of departmental guidelines Researched compensation issues, developed proposals for plan changes/additions/ subtractions, calculated related costs and proposed direction Managed the Exit Interview program. Analyzed data and worked with the organizational development group to create climate dashboards Partnered with business leaders to drive successful talent review processes, and assisted in the development of succession and development plans for their organizations Managed and facilitated the “Employee Problem Solving” (Alternative Dispute Resolution Program) Provided Employee Relations and Union Avoidance training to all leaders Established and maintained effective performance evaluation and educational programs to support human capital developmental needs From August 1999 to September 2003 (4 years 2 months) Houston, Texas AreaHuman Resources Consultant @ Divisional Business Partner for all Human Resources Consultation, Recruitment, Retention and Employee Relations guidance and assistance Provided leadership, business partnering and project management for all talent initiatives such as staffing, leadership assessment, succession planning, development planning, employee satisfaction, retention and career development Performed high volume, full life cycle recruiting while guiding hiring managers and candidates through the selection process Provided Employee Relations support to management and employees and responded to all internal and external Employee Relations issues Managed the screening, interviewing and selection process Developed ongoing innovative “out of the box” recruitment methods Coordinated activities and procedures regarding wage and salary supervisor training Conducted exit interviews, analyzed the data and reported findings within organizational dashboards Utilized the latest recruitment tools and technologies - including behavioral interviewing training Developed and utilized multiple communication avenues to identify traditional and “creative” retention strategies Developed and monitored workforce skills inventory and succession planning programs Analyzed and evaluated pay grades based on internal equity and external market conditions From November 1996 to August 1999 (2 years 10 months) Houston, Texas AreaMarket Training Manager @ Operational Leader for all Recruitment, Leadership/Employee Training and Employee Relations activities for a multi-site market with 25 locations. Partnered with management to plan and identify future workforce needs Provided employee relations guidance and assistance to the entire market Sourced, recruited and selected General Managers for single and multi-unit facilities Routine liaison with market managers, reviewed goals, directives and operations; discussed training implications, organizational impact and impact on staff in order to assist in planning and coordination of training and organizational development efforts Managed an intensive, formalized eight week management training program Identified and mentored high performers for succession roles Provided employee engagement strategies connected to the engagement survey Managed and delivered the market orientation program From May 1994 to November 1996 (2 years 7 months) Houston, Texas AreaCombat Signaler @ Served at Yongsan Garrison, Republic of Korea; Fort Gordon, GA and Fort Bragg, NC Received multiple Army Achievement medals, Paratroopers badge, three promotions and a Honorable Discharge From October 1985 to September 1988 (3 years) Master of Business Administration (M.B.A.), Business Administration and Management, General @ TWU From 2008 to 2009 Bachelor's Degree, Finance @ University of Houston From 1989 to 1993 Scott SPHR is skilled in: Onboarding, Employee Relations, Talent Acquisition, Applicant Tracking Systems, Workforce Planning, Talent Management, Succession Planning, Recruiting, Performance Management, Healthcare, Employee Engagement, Development Of Employees, Union Avoidance Training, Overseas Experience, Change Management


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In a nutshell

Scott SPHR's Personality Type

Extraversion (E), Intuition (N), Feeling (F), Judging (J)

Average Tenure

2 year(s), 9 month(s)

Scott SPHR's Willingness to Change Jobs

Unlikely

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