Nick Bert Email and Phone Number

• Designed and implemented multiple ad campaigns with a concentration on recruiting but also building company recognition among potential candidates. • Stay up to date with current competitive data, industry trends, labor market conditions, and sourcing methods to better recruiting process. • Created/updated verbiage of posted job descriptions this also includes personalized direct messages as well. • Sourced candidates through multiple databases (Company ATS, indeed, etc.) and popular social medias (LinkedIn, Facebook, Instagram, Snapchat). • Allocated monthly recruitment funds for sponsored positions • Screened Resumes, Interviewed Candidates, and set up onsite Interviews as needed • Reallocated surplus applicants to the nearest facility or position that best matches their skills. • Developed and grow a resource pool of Nurses to place in multiple facilities (DONs,RNs, LPN, CENAs) • Worked directly with regional directors of operations to determine staff needs and what recruiting/marketing strategies to implement to fill those needs. • Filling senior-level positions, as well as positions in regional operations and management • Researched, set up, and attended Career Fairs and Recruiting events • Kept track of all KPI’s pertaining recruitment efforts and complied into weekly reports to show and recommend best practices that optimize recruiting efforts so that funds aren’t wasted. • Lead Monthly Regional meetings to showcase current Talent Team efforts and discuss current urgent needs of the region • Decreased total amount of monthly open positions for 17 skilled nursing facilities by over 100 close reqs • Assists with background and reference checks for all corporate positions, and community position as needed • Provided and assisted with ATS training with facility staff involved in the full cycle recruitment process

• Created a recruiting strategy for five nursing home facilities in MI • Implemented new job descriptions for posted positions to increase applicant flow • Sourced new talent lines for recruitment • Maintained spread sheets of all applicant’s info to better sourcing process • Established lines of communication to all CNA training facilities and Universities in a radius of 35 miles from each nursing home • Pre-screened all potential candidates and contacted professional references provided • Arranged interviews for qualified candidates with department directors • Assist Director of Recruiting for parent company when needed • Sourced and recruit for executive level positions (DONs, LHNAs, etc.) • Develop, implement and maintain spreadsheets regarding turnover, retention and new hire ratio • Monitor all termination causes to better retention strategies• Ensure that the facility is in compliance with current applicable federal and state employment regulations regarding wages, overtime, work hours, workers compensation and unemployment. • Oriented new personnel to facility and explain personnel policies, procedures, payroll procedures, safety regulations, etc., as established in our operational policies and procedures

• Schedules on-site interviews with management, professional, and craft labor • Performs background checks for new hires. • Responsible to ensure pre-employment, random, post-accident and reasonable suspicion drug and alcohol tests are complete and compliant. • Monitors compliance with clients I-9 requirements with Subcontracts and Payroll Administrators • Conducts new hire orientation for the Detroit region craft and non-craft personnel. • Ensures compliance with DOT agency regulations, maintaining thorough familiarity with state and federal regulations, company policy, union agreements and daily operating procedures. • Ensures program confidentiality, making sure the program complies with Department of Transportation (DOT) regulations and maintaining all documentation • Orders and maintains inventory of new hire orientation. • Monitors annual and semi-annual required re-training requirements and ensures compliance with employees. • Ensuring compliance with customer contract terms and conditions

• Pre-screened applicants then narrowed down the most suitable to be interviewed by the managers • Completed and verified hiring documentation and government forms • Redeveloped paper work and implementing new strategies to shorten the hiring process • Converted preexisting paperwork into fillable pdf forms • Processed newly hired Team Members into various IT & Payroll Systems • Facilitated orientation for new Team Members • Explained company Benefits to new and existing employees • Created and maintained matrix regarding talent acquisition and terminations • Created Monthly and Yearly employee turnover and retention reports for 14 locations containing 500-600 employees • Conduct Investigations on Suspended employees, then partner up with the HR director to move forward with decision • Followed rules corresponding to the Unions collective bargaining agreement • Maintained various HRIS programs regarding confidential employee information