Drive strategic HR-related planning, organization design & integration, talent management, compensation planning, employee development, succession planning, and performance management for a department of three. Oversee the execution of key HR initiatives by providing HR operational excellence, serving as a culture and engagement driver, managing our L&D initiatives, and overseeing employee relations escalations. Collaborate with the leadership team to provide guidance, consultation, and direction with day-to-day HR programs and initiatives. Oversees all aspects of quality improvement, policies and procedures and risk management systems of the organization while collaborating with leadership. In collaboration with the management team, develops and implements the agency’s quality improvement plan in a manner that fulfills the mission and strategic goals of the organization while complying with state and federal law and accreditation standards.Key Results: • Created a New hire Checklist, Manager Checklist, and monthly Orientation to streamline onboarding and orientation.• Created COVID-19 Safety Protocol for Clients and Staff that was adopted by the Mayor’s Office of Homeless Services and the local Office of Veterans Affairs to be used as the standard for other local non-profits.• Full ADP System Implementation. Served as project manager and system superuser.• Created Manager Training Series to drive performance enablement, reduce workplace conflict, and increase staff engagement. • Acted as Interim Deputy Director in the wake of the Executive Director’s sudden passing. Led strategically with the Board of Directors to manage staffing, programming, and financial planning to balance revenue against expenses and ensure the organization's sustainability.

Ensured the accuracy of all benefits enrollments in the Mercer Marketplace to provide vendors with accurate eligibility information. Managed vendor relationship with third party Mercer Marketplace; Advocated for plan changes, benefit claims and qualifying life events; Distributed all benefits enrollment materials and determined eligibility; Managed Leave of Absence Process including in-house calculations of Short-Term Disability and SDI payments; Transitioned and Outsourced Short-Term Disability and Long-Term Disability; Effectively interpreted FMLA and ADA implications as they relate to leave of absences/disabilities; Managed Tracking of Benefits Premium payments for employees on LOA & Workers Compensation; Responded to 401(k) inquiries from managers and employees relating to enrollments, plan changes, contribution amounts; Oversaw/Administered open enrollment process for over 800 employees; Administered Tuition Reimbursement Program; Conducted Biweekly Benefits Orientation; Ensured company compliance regarding 401k, dependent verifications, qualifying life events, Affordable Care Act, COBRA, HIPPA and non-discriminatory testing.Key Results:• Spearheaded creation and capture of the HR Shared Services knowledge base complete with training tools, scripts, employee flyers, and SOPs to enhance the employee user experience, and improved issue resolution times by 72 hours.• Managed pre-employment vendor selections and consolidation for background checks, drug screens, physicals, and DOT requirements resulting in an annual savings of $28,000.• Led the team responsible for UX during the ADP/UltiPro migration which included building self-service and onboarding modules, creating workflows and integrating with third party vendors, reducing the onboarding cycle time by 7 days.• Oversaw the annual 401k plan audit including managing the project plan, timelines, audit requests and stakeholder communication.

Full HR support in benefits administration, recruitment, and performance initiatives for 450 employee organization; Handled a variety of HR programs to help boost organization efficiencies; produce routine reports based on schedules and ad-hoc reporting upon request; lead HR invoice reconciliations; candidate sourcing and external requisition postings; create offer letters, facilitated offer letters; coordinate tuition reimbursements; facilitated monthly new hire orientation.

Managed a regionally based team of 200 nurse practitioners and physicians that conduct in home health assessments; Guided new practitioners through the new hire process and familiarize them with program policies; Screened practitioners with extensive questionnaire to determine best fit for program needs; Determined logical approaches to maximize departmental and company-based completion targets; Reviewed and analyzed reports/ data to determine where nurse practitioners time is needed; Reinforced network policies, procedures, and expectations; Tracked deficiencies in practitioners available hourly due to paid leave, sick time, or negligence; Determined how to maximize time of nurse practitioners through workforce labor management; Monitored inconsistencies, visit cancellations, sick time away from work, and paid time off; Investigated member complaints/ grievances.

Managed payroll administration, staffing, new hire onboarding, and customer service for over 300+ employees; Served as the focal point of new hire orientation, training, and integration for personnel joining the firm; ensured accurate and timely entry of new hires and terminations in PeopleSoft; managed the Unemployment Process including claims and hearings; managed the Worker’s Compensation Program including education, filing claims at alternate light duty locations; resolved all payroll and invoicing issues (adjustments, lost checks, invoice issues, etc.).

Caseworker for low-income families