Richard Fitzpatric is an accomplished Human Resources Executive with diverse leadership experience in all facets of the Human Resources function. He possesses extensive knowledge of the strategic management of employee and executive compensation including development and administration of variable incentive plans and non-qualified arrangements. Richard is a proactive leader of employee engagement and organizational development initiatives.
RICHARD T. FITZPATRIC, SPHR E-mail: firstname.lastname@example.org 3837 Monet's Lane Home: (513) 769-6225 Cincinnati, Ohio 45241 Cell: (513) 218-0485 SUMMARY Accomplished Human Resources Executive with diverse leadership experience in all facets of the Human Resources function. Extensive knowledge of the strategic management of employee and executive compensation including development and administration of variable incentive plans and non-qualified arrangements. Proactive leader of employee engagement and organizational development initiatives. Areas of expertise include: Total Rewards – Design & Administration Talent Acquisition & Management Qualified & Non-qualified Retirement Plans Leadership Development Corporate Governance Succession Planning PROFESSIONAL EXPERIENCE Federal Home Loan Bank of Cincinnati, Cincinnati, Ohio 1988 – October, 2009 The Federal Home Loan Bank of Cincinnati, one of the twelve FHLBanks and an instrumentality of the Executive Branch of the federal government, is a private sector cooperatively-owned wholesale bank with $90B in assets. Vice President, Human Resources & Administration Chief Human Resources Officer providing leadership, strategic planning, and execution of the Human Resources (HR) function. Key Results – Total Rewards Introduced a total rewards strategy which reduced annual compensation and benefits expenses to one of the lowest in the FHLBank System while maintaining highly competitive, superior quality programs. Designed and introduced annual and long-term incentive plans for executive and corporate officers. Created annual incentive plans for line management, exempt and non-exempt staff which shifted a large percent of annual compensation cost from a fixed to variable expense. Revised employee benefits programs resulting in cost savings that exceeded $500,000 annually. Initiated comprehensive revisions in two qualified retirement plans, which resulted in a 40 percent reduction in the normal cost of these plans. Revised non-qualified SERP and Deferred Compensation Plan along with introduction of excess contribution/excess 401(k) plan resulting in improved participation and retention of key executives. Installed grantor (rabbi) trust which increased security of the benefits obligations associated with non-qualified plans. Utilized as internal consultant/subject matter expert by the other FHLBank System HR officers on compensation topics including executive compensation, qualified and non-qualified retirement plans, health and welfare benefit programs. RICHARD T. FITZPATRIC, SPHR Page Two E-mail: email@example.com Key Results – Organizational Development Authored initial Management Succession Plan and subsequent revisions. Introduced leadership development programs for potential successors and other high performing individuals. Developed and implemented diversity recruitment strategy to enhance minority and female representation in the workforce. – Introduced minority internship program subsequently adopted by other FHLBanks. – Led development of system-wide diversity recruitment strategy. Initiated programs targeted at maintaining employee engagement and improving retention while the company underwent federally mandated restructuring and subsequent downsizings. – Outsourced and transitioned two major divisions affecting over 500 employees without incident. Successfully resolved a variety of complex employee relations issues, including matters with the EEOC, IRS and other regulatory agencies. Negotiated settlements were finalized at or below authorized amounts. Key Results – Corporate Governance Routinely interacted with the Personnel Committee of the Board of Directors, prepared exhibits and led presentations on executive compensation programs, incentive plans, qualified and non-qualified benefits, HR programs; prepared and maintained Committee minutes. Authored the Compensation Discussion and Analysis report (describing executive compensation practices) for Personnel Committee and Board approval included in the annual Form 10K filing with the SEC. Drafted HR-related 8K releases in compliance with SEC requirements. PROFESSIONAL EXPERIENCE PRIOR TO 1988 Providence Hospital, Cincinnati, Ohio Director, Employee Relations Marion General Hospital, Marion, Ohio Director, Human Resources & Labor Relations Key Results: Member of senior administrative team with regular interaction with the Board of Directors; led presentations on employer relations matters and employee compensation topics. Implemented comprehensive revisions in compensation and fringe benefits programs, including the design and introduction of the first private pension plan. Introduced employee relations programs to maintain non-union status; chaired negotiating committee for initial collective bargaining agreement and two subsequent economic reopeners. EDUCATION University of Cincinnati, Cincinnati, Ohio Bachelor of Arts, Major: Personnel/Industrial Relations. Completed additional graduate level courses in Human Resources and Industrial Relations. PROFESSIONAL CERTIFICATIONS Senior Professional Human Resources (SPHR) – Life Certified Lean Six Sigma White Belt PROFESSIONAL ASSOCIATIONS Greater Cincinnati Compensation & Benefits Association – Board Member Greater Cincinnati Human Resources Association Society for Human Resources Management World at Work
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