Michael Peterson, PHR

Current

• Recruitment Supervisor at Sharp HealthCare- a 2007 National Malcolm Baldrige Award Recipient

Past

• Nurse Recruiter at Palomar Pomerado Health
• Sr. Recruiter/Staffing Manager at HG Fenton Company
• Sr. Recruiter at Sharp HealthCare

• Compensation/EEO Analyst at SAIC- a Fortune 500 Company
• Employment Representative at SAIC- a Fortune 500 Company
• Service Representative/Recruiter at Manpower Temporary Services- a Fortune 500 Company
• Accounting Specialist at Costco Wholesale- a Fortune 500 Company

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4 more...

Education

• The Human Capital Institute
• University of California, San Diego
• Human Resource Certification Institute

• San Diego State University
• San Diego State University-California State University

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2 more...

Recommended

4 people have recommended Michael

Connections

453 connections

Industry

Hospital & Health Care

Websites

• My Company
• SDAHCR

Michael Peterson, PHR’s Summary

Mr. Peterson has previously worked for three Fortune-500 companies and currently works for one of the top healthcare systems which was recognized as a 2007 Malcolm Baldrige National Quality Award recipient, the nation's highest Presidential honor for quality and organizational performance excellence.

He has recruited candidates for positions within a wide variety of industries including Real Estate Development and Management, Healthcare, Software Development, Hardware Engineering, Defense, Telecommunications and Manufacturing.

Michael holds a Bachelors Degree in Public Administration and a Professional Certificate in Human Resource Management, both from San Diego State University. He is also certified as a Professional in Human Resources (PHR) awarded by the Human Resource Certification Institute (HRCI). In addition, he is a graduate of the Human Resource Leadership Program at the University of California San Diego (UCSD).

Mr. Peterson currently also serves as President of the San Diego Association for Health Care Recruitment, an affiliate of NAHCR. In the past he has been a member of the Human Capital Institute, the National Society for Human Resource Management, Human Resources Planning Society, San Diego Society for Human Resource Management, American Compensation Association and the National Human Resources Association, where he was a two-term Vice President of Membership for the San Diego affiliate.

Michael Peterson, PHR’s Specialties:

Recruitment operations, project management, data analysis, business process design/redesign, brand development, media planning, vendor management, immigration and staff supervision.

Michael Peterson, PHR’s Experience

• Recruitment Supervisor

  Sharp HealthCare- a 2007 National Malcolm Baldrige Award Recipient

  (Non-Profit; 10,001 or more employees; Hospital & Health Care industry)

  March 2005 — Present (3 years 7 months)

  Manage all aspects of recruitment operations for San Diego’s largest private employer. Responsibilities include: staff development & supervision (13 direct & 7 indirect reports), problem identification & resolution, project management, data analysis, vendor management, media plan development, immigration, etc. Played a key role in a Six Sigma project that led to improvements throughout the talent supply chain. Achieved critical objectives including: a “cultural change” initiative which established a philosophy to consistently meet client needs & improve outcomes, restructuring the departments support function to increase employee satisfaction while creating higher levels of accountability, service & responsibility; redesigned the department’s business processes to align them with best practices & strategic objectives. Developed a wide variety of reports & forecasting tools that allow leadership to make more informed critical decisions.

• Nurse Recruiter

  Palomar Pomerado Health

  (Non-Profit; 1001-5000 employees; Hospital & Health Care industry)

  November 2004 — March 2005 (5 months)

  Actively recruited Registered Nurses for the entire organization, including Clinical Nurse Specialists, Nurse Supervisors, Managers and staff RN positions in Medical/Surgical, Telemetry, Surgery, Emergency Room, Intermediate Care, Intensive Care/Critical Care, Labor and Delivery, PACU, Sub-Acute, LTC/SNF, etc. Implemented new service standards for the organization that included responding to candidates within 1 business day. Played a key role in the launch of a new advertising campaign utilizing a variety of media which resulted in a significant increase in call volume, resume traffic and hires.

• Sr. Recruiter/Staffing Manager

  HG Fenton Company

  (Privately Held; 51-200 employees; Real Estate industry)

  November 2003 — November 2004 (1 year 1 month)

  Responsible for all aspects of recruitment and selection including process improvement, candidate interview and testing, applicant tracking system administration, Affirmative Action and EEO programs, job description development, performance appraisal and recruitment selection guide development. Evaluated, selected and implemented the company s first applicant tracking system (ATS) which was one of the most successful software implementations in the organizations history. Contributed to a 47.5% decrease in turnover in one of the organizations key business areas by significantly increasing the quality of new hires and improving intermediate term employee success. Redesigned key aspects of Affirmative Action Plan to ensure better compliance for the long-term.

• Sr. Recruiter

  Sharp HealthCare

  (Non-Profit; 10,001 or more employees; Hospital & Health Care industry)

  April 2000 — November 2003 (3 years 8 months)

  Led several efforts in the overall improvement of the departments operations including the development of an ATS user’s guide, ATS training for recruiters and staff, new recruiters training program and new standards for department operations. Responsible for identifying and assessing professionals in the following fields: Information Systems, Accounting, Finance, Marketing, Human Resources (Safety), Facilities, Fund Raising (Sharp HealthCare Foundation), Legal and Pharmacy. Led a variety of new initiatives including process improvement, Internet job board evaluation and strategy, new candidate search and evaluation techniques, recruitment staff training and development, source effectiveness metrics and workforce needs forecasting. Played a key role in department improvement projects including: evaluation and implementation of a new applicant tracking system, identification of new candidate sources for the organization and the development of a new branding campaign.

• Compensation/EEO Analyst

  SAIC- a Fortune 500 Company

  (Public Company; 10,001 or more employees; SAI; Defense & Space industry)

  March 1999 — April 2000 (1 year 2 months)

  Responsible for all aspects of compensation planning, design and implementation including the creation of new job families, examination external benchmark information, analysis and correction of both internal and external equity issues as well as the resolution of classification issues. Developed the business unit's AAP comprised of four planning units in seven regions. Played an integral role during an OFCCP on-site audit, which included the analysis of all salaries and employment activities to identify potential vulnerabilities for an employee population of nearly 3,000.

• Employment Representative

  SAIC- a Fortune 500 Company

  (Public Company; 10,001 or more employees; SAI; Defense & Space industry)

  April 1996 — March 1999 (3 years)

  In charge of a variety of Human Resource projects and functions. Creatively and effectively developed a pool of qualified applicants through the use of employee referral programs, career fairs and advertising campaigns, including those with high level security clearances. Duties included evaluation and distribution of incoming resumes, outplacement, developing several statistical reports and placement of recruitment advertising in a variety of media. Substantially improved departmental efficiency through the evaluation and implementation of a resume scanning system that resulted in a 30% increase in departmental capacity and annual cost savings of $20,000. Administered workers compensation for more than 3,000 employees in multiple states, provided outplacement services during project closures and authored a comprehensive policy and procedures manual.
  Note: Recruiting Assistant 4/96- 4/97

• Service Representative/Recruiter

  Manpower Temporary Services- a Fortune 500 Company

  (Public Company; 10,001 or more employees; MAN; Staffing and Recruiting industry)

  February 1995 — April 1996 (1 year 3 months)

  Managed all aspects of a diverse 500-person-strong temporary employee workforce that ranged from janitorial staff to journey level maintenance engineers to research biologists. Responsibilities included recruitment, employee assessment and development, employee relations, benefits, employee termination and unemployment administration. Played a key role in ISO 9002 certification activities.

• Accounting Specialist

  Costco Wholesale- a Fortune 500 Company

  (Public Company; 10,001 or more employees; COST; Wholesale industry)

  June 1990 — February 1995 (4 years 9 months)

  Responsible for high volume merchanside accounts for one of the world's leading retail operations. Different assignments included: Freight Accounting, Expense Accounting and Merchandise Accounting for Perishables and for highly regulated and complex Beer, Wine and Spirits Accounting which required extensive knowledge of a wide variety legal requirements that varied from state to state and in some cases county to county.

Michael Peterson, PHR’s Education

• The Human Capital Institute

  Certificate, Recruitment Leadership, 2007 — 2009 (expected)

• University of California, San Diego

  Professional Certificate, Human Resource Leadership Program, 2003 — 2003

• Human Resource Certification Institute

  PHR, Human Resources, 2002 — 2002

• San Diego State University

  BA, Public Adminiatration, June 1996 — August 1999

• San Diego State University-California State University

  Professional Certificate, Human Resource Management, 1994 — 1996

Additional Information

Michael Peterson, PHR’s Websites:

• My Company
• SDAHCR

Michael Peterson, PHR’s Interests:

data driven/evidence based recruitment, integrating new technology, ATS, metrics, interviewing & selection, sourcing, employer branding, corporate careers website, job boards, testing & assessment, hiring process improvement, employee referral programs, recruitment advertising, industry trends, legal issues in recruiting, etc.

Michael Peterson, PHR’s Groups:

San Diego Association for Health Care Recruitment 2003- Present
President- 2007 to Present

National Association for Health Care Recruitment 2007- Present

National Human Resources Association 1995- 1997
Vice President of Membership, San Diego Chapter 1995- 1997

Electronic Recruiter's Exchange 1998- Present

Ecademy 2008- Present

•    Obama for America
•    LinkedHR
•    ERE.net
•    SHRM (Society for Human Resource Management) UV SHRM Chapter Networking Tool<2716 members & growing>
•    Recruiting Professionals Network
•    TalentBar: HR and Recruiter Network
•    San Diego Association for Health Care Recruitment (SDAHCR)
•    I am Sharp HealthCare
•    Generation X
•    Career & Workforce Management Solutions
•    The Talent Buzz
•    Networking Daddies
•    RecruitingBlogs.com Group
•    Subject Matter Experts

Michael Peterson, PHR’s Honors:

Publications:

Advance for Health Care Careers June 2008
Electronic Magazine Article: "What We Did Last Summer: Three Things to Stay Competitive"

Weddle's Recruiters Guide to Employment Sites 2003
RecruitersReview - Bilingual-Jobs.com

Weddle's Recruiters Guide to Employment Sites 2002
RecruitersReview - TalentManager.it

Presentations:

American Society for Training and Development International Conference- San Diego, CA
Panel Discussion: Strategies for Navigating Your On Line Job Search

Finding and Recruiting Passive Job Seekers- Phoenix, AZ
Panel Discussion: Recruit Them! - How to Attract, Recruit, and Actually Hire Passive Job Seekers
Sponsored by the International Quality and Productivity Center

Skills2000 (MCSE Program Launch)- San Diego, CA
Population Trends and Their Impact on Employment
Jointly Sponsored by New Horizons and Microsoft

Michael Peterson, PHR’s Contact Settings

Interested In:

• career opportunities
• consulting offers
• job inquiries
• expertise requests
• business deals
• reference requests
• getting back in touch