Temporary employment as a HR Business Partner assisting and reporting to Executive Leadership as a vital remote member of the growing HR Function, responsible for shaping, developing, and delivering people plans and solutions. Collaborate with leaders, key stakeholders, and HR to create environments where everyone can thrive, ensuring success aligns with Pipeline Health's Strategy and Core Values. Provide support and guidance to Senior Leaders and management teams playing a key role in meeting strategic and operational needs while promoting HR Best Practices and assisting executive leadership with HR functions.

Created department’s internal policies and developed processes to answer and respond to performance related inquiries and disciplinary processes to include the Guide Book for all Performance Management Specialists to aid in day to day activities for the department. Responsible for maintaining and updating company HRIS systems for all departments and responbilities in ServiceNow, SAP, and ADP. Reviewed all termination and performance management plans, analyzing risk associated and provided education and recommendations back to the business on risk assessment and final recommendations of approving next steps or providing alternative paths. Provided sound recommendations on how to handle complex Employee Relation matters.Drove performance management process and training with business leaders to ensure consistent compliance with KPIs measuring at an average of 98% compliance for the first initial year of program implementation Drive organizational performance excellence and individual development through these elements and implement methodologies around behavioral and technical development, performance and change management.Evaluate the effectiveness of performance solutions against business needs; provide metrics summarizing effectiveness and make recommendations for improvement to key stakeholders.Recommends implementation strategies, maintains controls, and helps drive team and individual performance effectiveness.Subject matter expert in federal and state employment laws as well as internal policies and procedures to drive consistency and improve customer experience.Perform periodic reviews of internal trackers and reports, following up on action items to ensure compliance, and help to identify training or development opportunities where necessary.Provide compensation analysis to determine appropriate compensation based on job level and performance.

- Established successful relationships with VPs and SVP, to ensure business decisions consider the people implications and minimize company exposure- Ensure compliance and management understanding of employment labor laws for the Western Region comprising of 167 properties and greater than 3,000 employees across Arizona, British Columbia, California, Colorado, Idaho, Kentucky, Nevada, Oregon, Texas, Utah, and Washington - Provides strategic advice, counsel and consultative solutions to leaders, including executives, on people management aspects of their business to include driving organizational development, team effectiveness, executing change management strategy and employee engagement solutions - Partner and coach managers in key HR processes (recruitment and selection, performance management, talent management) and continuously improve HR practices/processes - Work effectively with leadership team regarding recruitment, performance management, restructuring, coaching, training and special projects- Managed Western Regional Performance Appraisal and Annual Compensation Review process, determining appropriate compensation based on performance and job function level- Established and developed new people leader training and education in a consistent manner across all states of operation. Improving retention of newly hired leaders by 32% within the first year of employment. - Drove implementation and training for new HRIS system rollout of Workday with all business leaders and front-line staff. - Reviewed all performance management plans and terminations prior to execution. Providing either support or alternative pathways to address issues to lessen risk presented to organization. Educating leaders on the importance of documentation and following company policies.

- Responsible for Arizona region serving approximately greater than 600 employees for Adeptus Health Dignity Health Arizona General Hospital & Hospital Outpatient Departments- Serve as a trusted advisor by providing proactive, practical and valued HR and business leadership while ensuring alignment with corporate culture and business initiatives- Drove consistent termination processes across all facilities to include providing recommendations on best practices and HRIS system processing. - Formulated and implemented communication programs to ensure high employee morale, performance and retention, increasing staff retention by 58% within first 6 months of employment- Played an integral role in evaluating compensation and performance while creating recommendations to drive higher productivity- Partnered with leadership to resolve sensitive and complex employee relation issues; conducted effective and thorough investigations - Provided day-to-day performance management guidance to all management (e.g., coaching, counseling, career development, disciplinary actions)- Executed staffing and on-boarding processes for all levels of employees - Active participant in hospital’s Quality and Performance Improvement Committee, identifying and implementing continuous performance improvement initiatives• Drove consistent termination processes across all facilities to include providing recommendations on best practices and HRIS system processing.

- Prepared 200+ employees for assignments by developing and conducting hospital wide orientation and training programs for new hires and on-going employees- Developed hospital’s Workplace Violence Protection Plan, to include training programs for all staff members - Reviewed and consulted management regarding various Human Resources related matters such as: performance management, employee evaluations, leaves of absence, new hire processing, promotions, terminations, organizational design, job documentation, and salary administration - Lead, reviewed, conducted, and documented employee related investigations - Oversaw employee benefit program enrollment, maintenance, and staff education regarding benefit programs and policies - Record keeping compliance, recruitment, and interim management of departments as assigned- Medical Staff Coordinator – coordinating the processing of medical staff applications, appointments, reappointments, and administrative support services for hospital medical staff performing primary source verifications meeting the Arizona Medical Board’s physician credentialing requirements

- Provided ongoing training, coaching, guidance and instruction for department directors and staff through motivation and mentoring in areas of skill development and employee relations in alignment with organizational goals - Process unemployment claims, FMLA administration, ADA accommodations, and EEO compliance- Responsible for all recordkeeping which resulted in successful completion of all state inspections without deficiency - Created and maintained all Human Resources policies and procedures including employee job descriptions hospital wide for 300+ staffed general-acute care hospital - Developed and maintained first HR employee database used for recordkeeping