Theresa M. Morgan is an experienced director of human resources with a strong background in employee relations, legal compliance, training, and recruitment across various sectors, including higher education and non-profits. Notable achievements include transforming HR departments to improve morale and retention, implementing compliance training, and managing collective bargaining agreements. She has also successfully reduced recruitment costs and enhanced staff training and development initiatives.

1. Tarrytown, NY
C. (914) 606-0745 H. (914) 631-7683 | Morgantma@msn.com
Collaborative Leadership that Cultivates Environments of Excellence
AREAS OF EXPERTISE
 Employee Relations/Labor Relations
 Legal Compliance
 Training and Development
 Recruitment /Employment
 Performance Management  Talent Management and Selection
 Benefits Plan Development and
Implementation
 Human Resources Information Systems
(HRIS) – ADP, Ulti-Pro, SCT
PROFESSIONAL EXPERIENCE
ROCKLAND COMMUNITY COLLEGE – Suffern, New York 2012 - 2016
Diverse higher education community comprised of both salaried and grants funded employees.
Director of Human Resources
Worked in close collaboration with the President’s Executive Cabinet to execute best practices for the HR
function, which supported1200 employees. Managed five Collective Bargaining Agreements. Utilized a shared
governance model in college- wide decisions. Represented the HR Department in the College Middle States
Self-Study. Identified and implemented compliance training to protect against the threat of litigation.
 A key member of the collective bargaining committee that reached an agreement with Local 100 to prevent a
walk out of 400 adjunct professors.
 Initiated contact with representatives of the Disney Institute, for a Strategic Innovation Grant to train 200 staff
to increase customer service excellence.
 Directed a 20-person Diversity Task Force credited with the development of strategies for inclusiveness,
along with revising the Rockland County Community College Diversity Statement.
 Coordinated the outsourcing of our food services with local100 to a more compatible vendor.
 Implemented changes to benefits that were in compliance with the Health Care Reform Act.
 Standardized the recruitment process to attract successfully better talent.
 Transformed relations with shop stewards from a contentious to a cooperative environment.
NON-PROFIT | HIGHER EDUCATION | HEALTHCARE
Recruitment | Training & Development | Employee Relations
RRRelations|RelationBenefits
HUMAN
RESOURCES
EXECUTIVE
Theresa M. Morgan
MS, SPHR

2. Theresa M. Morgan | C. (914) 606-0745 | H. (914) 631-7683 | Morgantma@msn.com
NADAP, INC. - New York City, New York 2009 - 2012
Through a partnership with the City of New York, NADAP, a non-profit organization, provides employment,
training, assessment, and case management programs in New York City and Westchester County
Director of Human Resources
Transformed the HR function from a department with inadequate policies and procedures to a highly visible, top-
performing unit that reversed morale, improved communications, and strengthened retention. Conducted training
needs analysis and a comprehensive review of goals and objectives to identify areas of opportunity and need for
improvement.
 Reduced recruitment costs by 50% with the transition to HRIS and online recruitment programs.
 Gained a 50% retention rate, energized performance with the introduction of a mentorship program and
organizational perks.
 Changed employee’s perception of salary and benefits with full disclosure of the compensation package.
 Collaborated with Department of Labor (DOL) and an outsourcing firm in preparation to reduce headcount
due to loss of funding from the City of New York.
YOUTH CONSULTATION SERVICE - East Orange, New Jersey 2006 - 2009
Behavioral health organization with 1200 employees in various locations throughout New Jersey
Associate Director of Human Resources/Training and Development
Oversaw daily human resources operations 25 locations in Southern, Central, and Northern New Jersey
Supervised eight direct reports (support staff, benefits manager, employee relations manager, assistant
directors)
 Cut annual insurance costs by $500,000 as a key contributor to the design of a new program.
 Brought supervisory leadership from zero to 80% compliance with JCAHO regulations.
 Slashed recruitment costs by 25%, cut staffing time by 50% with the transition from outdated methodologies
to a 21st-century model.
 Staffed a new program with 35 residential assistants, social workers, psychologists, site management and
medical staff within three months.
 Improved retention, raised performance, boosted morale with competitive compensation tiers and low-cost,
voluntary benefits programs – Flexible Spending Account (FSA), credit union, Employee Assistance
Program (EAP).
 Reversed a trend of unwarranted complaints and insulated organization from litigation with training programs
that addressed workplace violence, sexual harassment, and HIPPA policies.
HUMAN RESOURCES CONSULTANT / CONTRACT ASSIGNMENTS IN HEALTHCARE 2003-2006
CARDIOVASCULAR RESEARCH FOUNDATION
 Sourced and recruited for clinical researchers and medical staff
NEW YORK PRESBYTERIAN HOSPITAL
 Worked with Employee Relations Specialists to develop new HIPPA policy and training guidelines
MERCY COLLEGE - Dobbs Ferry, New York 1989-2003
Human Resources Director
 Advanced to a leadership position within less than one year.
 Advocated on behalf of employees for a favorable resolution of insurance benefits claims.
 Orchestrated two executive retreats to improve cohesiveness across the executive team.
 Project managed the conversion from DOS to a Windows based SCT.
 Developed a managerial excellence program to position first-line supervisors for advancement
EDUCATION AND CERTIFICATIONS
HR CERTIFICATION INSTITUTE
Certification: Senior Professional in Human Resources (SPHR)
MERCY COLLEGE – Dobbs Ferry, NY IONA COLLEGE – New Rochelle, NY
MS: Human Resources Management BBA: Business Administration