• In addition to all previously assigned responsibilities, transition to partial onsite/partial remote program coordinator (Full remote during pandemic)• Continue to build relationships with primary client upper management to understand needs, create plans for achieving headcount requirements and suggesting process improvement before issues arise• Personally responsible for over half of the headcount hires in 2023• Assisted growth at primary client site to the extent that this client provided for over half of Acara’s Q3 hires company-wide• Adjust processes and hiring strategies throughout COVID Pandemic to ensure all safety precautions possible could be followed while still maximizing interviews and new hire strategies• Established set cadence of onsite hiring events, including handling all logistics and marketing on behalf of both companies and ensuring primary client had communicated all needs by required deadlines• Increased team of hiring managers from 1 to almost 30, handling 75-100 openings at a time• Conduct hiring events with needs ranging from 30-75 hires per event, including onsite offers and the new inclusion of onsite drug screenings and I9 completion to reduce onboarding timeframes• Participate in advisory meetings with client training, EHS and onboarding teams to minimalize candidate loss in onboarding and help to reduce attrition

• Assisted in the training and development of the Onboarding Specialist team, as the only one within the local branch with previous experience• Assigned to local primary client with sole-source expectations, responsible for partnering with hiring manager to establish new hiring processes• Advise primary client regarding hiring challenges, market fluctuations, and make recommendations for ensuring needs are met• Responsible for the recruitment and onboarding of over 100 contractors in 2019 for primary client, in addition to hiring completed for outlying clients• Completed sourcing of potential candidates via LinkedIn, Indeed, ZipRecruiter, Monster, SmartSearch and networking events, as well as building a pipeline of referrals from current employees• Host remote and on-site client hiring events to achieve hiring goals• Operated as functional backup for both management and operations as necessary to ensure onboarding was completed in a timely manner and expectations were clearly communicated to all clients for new hires• Processed terminations both in-person and remotely

• Work with onsite client managers to establish hiring needs, available interview timeframes, and provide qualified candidates to meet the requirements• Continue support for remote secondary clients’ hiring needs from a recruitment standpoint• Exceeded regular metrics of 75 prescreens, 15 submittals, 3 interviews and 1 hire per week on a consistent basis by a significant margin, often submitting upwards of 30-45 candidates in a week across multiple clients while still supporting the onsite client needs• Schedule and attend meetings with HR and hiring managers in person to be aware of forecasting and ensure candidates are prescreened and ready for submission when jobs are opened to shorten hiring process• Work with onsite client to smooth the hiring process to ensure fastest turn around with the best candidates in the market• Adhere to onboarding training needs and restrictions, including conducting orientation if necessary• Auditing defense client expense reports within DFAS guidelines• Established new Program Office for secondary client, dictating build and providing testing support for proprietary ATS• Manage 3 other staffing vendors as part of the onsite program, including a full audit of per diem practices ensuring governmental compliance

• Process weekly payroll for over 300 employees, including expenses and per diem• Utilize SAP based proprietary system WorkNexus for payroll entries• Access and navigate multiple applicant tracking systems including PeopleFluent, Fieldglass, WorkNexus, LexisNexis, Workday, etc, to obtain timecards for contractors• Follow up with employees for any missing time or information necessary to process a hire• Create work orders in SmartSearch to process all new hires each week• Update branch MS Excel tracker daily to ensure all payroll and new hires are processed in a timely manner• Responsible for all ISO:9001 quality verifications for paper and electronic files for employees• Function as backup for staffing coordinator to track background and drug screening processes for candidates undergoing onboarding processes• Assisted in the branch training as a power user to convert from paper onboarding to eStaff365 electronic paperwork• Coordinate with recruiters to communicate possible start dates, hiring concerns, payroll issues and ensure commission is correct• Trained and proficient in eVerify I9 verification, ISO Quality standards and state laws regarding payroll requirements where applicable

• Handled first tier collection support for Medical Record Requestors• Effectively diffuse customer issues, correct invoicing errors; averaging 120 calls per day• Achieved a high percentage of payment compliance by notifying customers of collection risks for refusals to pay• Increased revenue by negotiating and accepting payments

Senior member of the customer care team with multiple and varying responsibilities• Exceeded expectations of job responsibilities, resulting in 4 promotions over 2 years• Primary/continued responsibility for collection of hospital contracts; minimum 75 outbound contacts daily• Drafted letters for CFO and customers regarding escalation of hospital contracts to outside collection agencies• Prepared full SOP and trained multiple associates on all hospital contract collection processes • Designed, proposed, and implemented new collection departmental procedure and training protocol• Maintained monthly DSO Reports for executives, weekly reports from collectors info, pay-stat report and aging• Created, presented, maintained, and mentored for new customer care SharePoint site• First-line managerial support for insurance collectors and their customers

First Tier IT helpdesk support for six healthcare accounts• Responsible for meeting all SLAs, including 80% first call resolution rate and 95% answer rate• Assisted in training, SOP creation, and implementation for 4 new healthcare accounts as acquired• Revised procedures and updated training for established accounts• Advanced from novice with minimal prior knowledge to critical team member in less than a year