• Served as a consultant in recruitment & staffing, benefits, payroll, HRIS implementations, compliance, employee relations and training for clients that included: Quick Service Restaurant Groups, El Santo Restaurant & Don Diablo, Kiki on the River, The Gramercy Miami, Salao & Old's Havana Restaurant, La Rosa Restaurant, Shooter’s Waterfront, Grant Cardone Enterprises, Elite Marine A/C, and other Confidential clients. • Maintained and analyze job surveys and recommend pay grade/salary structure changes to stay competitive in the marketplace, as well as variable pay incentives. • Oversaw benefits and leave of absence programs, day-to-day maintenance, and partner with the benefit broker for annual open enrollment negotiations and process.• Facilitated and oversaw full-cycle recruitment workflow to fill open and hard to fill positions.• Re-implementation of ADP WFN-Total Source and ensure optimal function of the HRIS system for the organization. This includes rolling out the ATS, compensation and performance module, as well as update security profiles for practioners.• Recommended best practices and areas to improve in the People & Culture functions for the organizations. • Led PMU (People Management University) in providing HR hot topics trainings relevant to supervisors/leaders and best practices.

• Develop and oversee various strategic projects and initiatives in providing HR solutions for clients according to their leadership roadmap.• Partner with key stakeholders to drive transformation, improve business performance, and process improve with automation and tools to ensure standardization and consistency.• Provide insight into best practices in areas such as performance management, Diversity and Inclusion, employee engagement, and cultural change.• Provide tactical support with various HR tasks, and resolve "sticky situations" in employee relations cases.

• Served as the internal consultant to the Administrative team and staff regarding HR policy and practice interpretation as it relates to operations.• Provided coaching and counseling in the areas of employee relations, policy interpretation and review, staffing, compensation & benefits, conflict resolution, performance management, talent development and succession planning.• Collaborated with managers and leaders on disciplinary issues and performance improvement plans and other difficult employee relation issues. Supports management with the handling and resolution of employee claims and grievances and conduct effective, thorough and objective investigations to reduce risks and ensure regulatory compliance.• Served as a resource to employees on issues of compensation, benefits, and issues of concern to the employee in the workplace.• Assisted with the administration of compensation analysis, including annual performance reviews, internal equity adjustments and market/salary surveys.• Supported the ongoing development of best practices and tools for HR project management and execution. Lead project implementation for HRIS software and payroll. • Maintained HR systems (People Matter, Benefits administration portal and Paycor), ensure data is kept up to date and correct and provide relevant analysis and ad hoc reporting as needed.• Conducted and Lead the annual Talent Review process and ensure succession pipeline for critical roles.• Recruited and integrate high quality candidates according to business needs, lead-time and recruitment cost targets.• Assisted and collaborate in the Benefits open enrollment process.

• Analyzed positions utilizing a point factor evaluation system, questionnaires, and market data, and recommends compensation ranges. • Led annual workforce planning and salary planning processes and performs annual compensation plan analysis. Presents findings to Director to highlight job families that may be lagging in the market. Ensured salary plans developed are accurately implemented and comply with budget objectives. Compiled input for annual reporting and developed recommendations.• Developed and wrote position descriptions and facilitates publishing of position descriptions in recruitment software. • Responded to and conducted classification, compensation, policy, and benefit surveys, as well as a variety of workplace concerns including HR processes, practices, policies and workflow. • Coordinated and led technology improvement initiatives for the department. Represents department on technology topics, interfaces with Information Technology resources, vendors and others as needed. • Supported change management efforts related to technology enhancement and changes to HR service delivery. Provided hands on training and guidance to HR staff and end-users as needed. • Developed and led department reporting function to improve awareness and use of HR analytics to support organization changes. Interpreted information and presented reports to identify workforce impacts. • Collaborated with management negotiation team by researching a variety of topics as needed for Human Resources subjects (examples: rewards/recognition, compensation, benefits). • Served as backup to the Benefits Coordinator.

• Managed the day-to-day employee benefit programs, leave of absences & HRIS administration; interpret plan provisions and requirements; resolve administration/policy issues and questions; coordinate activities with vendors/internal business partners.• Analyzed cost and utilization data and recommend changes to achieve cost containment goals. • Led all aspects of the annual open enrollment process including preparing communication materials.• Ensured benefit plans remain in compliance with Federal & ERISA laws and are managed per plan guidelines.• Created BI Cognos reports, runs ad hoc reports as needed, and establishes a comprehensive HRIS reports library and schedule for regular file transfers and HRIS activities. • Developed training curriculum and conducted formal and informal training sessions regarding the HRIS. • Partnered with Payroll to ensure data integrity and efficient analytical reporting capabilities. • Oversaw the implementation/data conversion to ensure integration is migrated into HR systems.• Made recommendations to improve the functionality and effectiveness of all HR systems.• Ran periodic system audits, review and distribute to users for corrections• Prepared and trained others on standard operating procedures and system functionality.• Designed and develop custom reports, dashboards, and analytics to identify trends and assist with decision making.• Managed the portfolio of HRIS projects as needed.

• Acted as an HR Business Partner to include benefit administration, talent acquisition, on-boarding, new-hire orientations, employee relations, performance management, compensation, employee engagement, legal and compliance issues, and training & development. • Partnered with the Senior Recruiter in developing efficient strategies in lowering the cost to fill, and aligning staffing plans to meet the staffing objectives. This recently led to the placement of 28 new hires and the largest new hire class for Arc Broward. • Provided consultation in partnership on issues such as job descriptions, market pricing and internal equity issues. • Supervised & mentor the Front Desk and the First Impression Ambassador Team.• Successfully oversaw multiple regulatory audits with no HR chapter findings, which resulted in favorable outcomes. • Designed and Implemented HR Issues and New Hire Orientations trainings utilizing the ADDIE+R model.• Created and produced ad-hoc reports through the HRIS system in providing the key analytics and metrics needed to make informed strategic decisions.• Managed formal internal communications for the HR Department.• Collaborated with the Vice President and Directors to implement a Training and Development committee.• Partnered with the HR team to successfully lead the implementation of a new HRIS system (Ultipro) and serve as the liaison for any organizational employee trainings. • Acted as an advisor to employees and managers regarding employee relation issues, and conduct root cause analyses of any issue and provide methods and suggestions on the best way to resolve and move forward.• Operated as an organizational leader and internal consultant on various HR related policies and best practices.

• Provided high quality pre-hospital advanced life support care from the initial contact until patient care is relinquished to the accepting medical facility; includingassessment, triage, and treatment utilizing standards and guidelines established by the Florida Regional Protocol(s) within scope of practice.• Responsible for carrying out the mission and goals of Trinity Air Ambulanceassuring that safety remains the highest priority throughout the transportcontinuum.• Maintained competency in knowledge and psychomotor skills by participating inongoing clinical and in-service training experiences.• Attended pre-mission briefings and mission debriefings and completed necessarydocumentation.

• Superior performance, accuracy and decision-making skills in diagnosing and treating patients demonstrated with intense trauma and emotional emergencies.• Provided fast patient service, life support and ambulatory care to extremely ill and injured utilizing a wide variety of basic and advanced techniques.• Utilized advanced medical equipment and procedures including defibrillator, EKG monitor, oxygen and suction devices, intravenous fluids, CPR, and cardiac life support medications as required, to provide advanced medical care.• Assessed each call situation to determine the best course of action and appropriate protocol.• Acted as team leader and take responsibility for scene management as needed.• Developed and utilize triage skills to provide optimal efficiency during calls.• Communicated with dispatcher to receive and understand call data and customer feedback.• Assigned to Lauderdale-by-the Sea (Rescue Zone) aboard Medical-12 and Medical-212. • Contracted with FEMA as part of the National Disaster Response Team.• Recognized as: Employee of the Month for October 2013.

• Recruited and Placed numerous Allied Health Professionals at our main vendor hospital, "Jackson Memorial Systems." Successfully grew the Allied Health division by 30% due to the increased filled contracts.• Recruited viable candidates from all sources by prospecting and generating referrals. • Conducted in depth telephonic interviews with potential applicants and built a pipeline of qualified candidates for assignment. • Facilitated placement of healthcare providers into clients’ medical facilities by matching skill level, licenses, preferences, board status and credentials.• Sold assignments to prospective candidates and submitted qualified applicants to fill open positions.• Worked with account management and sales departments to generate new opportunities.• Established and maintained communication and rapport with providers and/or clients to encourage a long-term working relationship.