As Executive Vice President and Chief Human Resources officer, Jeff focuses on moving forward many of Jefferson’s strategic HR initiatives. A mission-critical area that Jeff focuses on is the seamless integration and alignment of enterprise-wide benefits, cultures, and talent management practices and processes. 

Jeff is also instrumental in the work of developing Jefferson’s mission, vision and values for its new enterprise, rolling them out to all employees and integrating them into the organization’s performance management processes, learning curricula and other supports.

Employee engagement, satisfaction, and cultural diversity and inclusion contribute significantly to the patient and student experience at Jefferson, and to the recruitment and retention of top talent that sets Jefferson apart. These areas are of significant importance to the enterprise. Jeff works closely with Jefferson’s Chief Diversity Officer to foster a culture of diversity and inclusion throughout Jefferson.

Jeff has more than 20 years of human resources experience. Prior to joining Jefferson, Jeff was Chief Human Resources Officer at the University of Rochester Medical Center (URMC), a system of three hospitals employing more than 18,000 people. While heading HR at URMC, he created a highly-rated HR business partner model; introduced a talent management system for 27,000 users; redesigned the benefits platform – including spearheading a physician network contract, establishing wellness programs, and changing disability formulas to save the organization $8 million annually; converted 30 performance management tools into one enterprise tool; and managed labor relations for five bargaining units. He has also held leadership roles at University of Massachusetts Memorial Healthcare and Northern Berkshire Healthcare, also located in Massachusetts.

Jeff received his undergraduate degree in economics from Clark University and his MS in Industrial and Labor Relations from Cornell University and Baruch College.

Alan Cabelly, Professor Emeritus, Portland State University, is a nationally and internationally recognized speaker, teacher, and consultant, the recipient of numerous teaching and other HR awards. His work focuses on leadership excellence in the 21st century, generational relationships in the workplace, and teambuilding with the DiSC. His personal mission is to help individuals increase their leadership skills and improve the functioning of their work teams. Alan helps people find passion in their work life environment, leading to greater individual engagement and satisfaction, and increased organization productivity. 

Jameel has his Master’s Degree in Organizational Leadership and Development from St. Joseph’s University and is a graduate from Temple University with a Bachelor in Business Administration focusing on Human Resource Management and Management Information Systems. He has obtained Human Resource certifications from Villanova University, his Professional in Human Resources Certification (PHR) from the Human Resource Certification Institute, and is a SHRM Certified Professional (SHRM-CP). Jameel serves as the President-elect for the Philadelphia Society for Human Resource Management, the board of People for People Inc., the Graduate Advisory Board for Peirce College, and the Advisory board for Jane Hires.

John Baldino founded Humareso to strategize with companies to develop plans to manage talent, recruit for skills gaps based on employee inventories, assess markets for growth, develop long-range succession plans and influence a culture of enthusiastic buy-in.  Humareso provides outsourced human resource services, including its flagship HRO plan, which helps businesses save money, increase productivity and reduce legal risks by providing dedicated HR consulting for compliance, training, performance management, employee relations, workplace management, discipline and other important HR best practices.

Humareso handles all facets of employee engagement and business development, providing strategic direction to help employers manage talent, recruit for skills gaps, assess markets for growth, assess competition, increase employee performance, develop long-range succession plans and influence an enthusiastic, innovative culture.