roroop@webster.edu | (301) 525-9505

Robert’s credentials include a MA in Community Counseling Psychology, SHRM – SCP, recognized by Webster University Panel of Experts (http://experts.webster.edu), and Successful Completion of the Coaching Program as approved by the International Coach Federation.With significant Human Resource experience, Robert Roop is a tested and successful Human Resource Executive.

During his career, Robert has conducted successful union avoidance campaigns and served as chief labor contract negotiator. He understands compensation change programs and the communication plans necessary. Robert has hands-on experience with 8 national unions. Experiences include successful union avoidance campaigns, day to day labor relations, grievance hearings CBA negotiations and testimony before the NLRB Regional Director.

After he completed graduate school, Robert started his career with the Marriott Corporation. He started as an entry-level recruiter and when he left Marriott (after 15 years) he was a Regional Director of Human Resources. In his region were 30,000 nonexempt and 3,000 exempt employees.

After Marriott, Robert joined the Humane Society of the United States. While at the HSUS, Robert was promoted to Vice President, Human Resources. Here he researched from the ground up and developed and implemented a nationwide compensation program. A nationwide data collection on performance was a follow-up to the compensation program. The data serves as the foundation for a succession planning program. Implementations include an enterprise-wide change management program.

Robert left the HSUS and went for an 8(A)-government contractor. During his 4-year tenure, Robert implemented a full-service Human Resource Program.

Robert joined the American Diabetes Association as CHRO. The ADA had over 800 employees in all 50 States. Here, he oversaw the turnaround of the nationwide talent acquisition program to include a turnaround of the nationwide fundraising approach.

After the ADA, Robert joined Montgomery College as CHRO. Here under his direction, a market-driven compensation program was implemented with a saving of over $2,000,000.00 per year. With both nonunion employees and employees in 3 unions, he served as chief union strategist and co-lead negotiator. These saving programs include significant change management in labor and compensation programs.

Robert teaches in the graduate Human Resource Program at Webster University. He teaches labor relations, compensation, benefits, labor and the research capstone course.