In addition to HR responsiblities, developed and streamlined key deliverables to support clinical staff, including leading RCA efforts, safety rounding, and staff/patient complaints for both outpatient and hospital related operations.

Established and streamlined HR processes within the high growth phase in the competitive and highly regulated Health Care industry in order to address promote a high reliability and high performance culture.

Collaborated across local executive team and corporate to drive change and staff retention in a challenging culture. Responsible for implementing staffing strategies during a staffing crisis and pandemic within Health Care. • Supported 1,300 union and non-union associates • Collaborated with VP of Nursing staffing plans to address vacancy gaps and volume needs; established internal pipeline of RN talent through creation of student nurse role• Facilitated team project work around creating a safe environment for our staff including addressing patient to associate violence (Workplace Violence process) and associate to associate violence (Guest Nurse Policy and Lateral Violence)• Led round table discussions with Surgical Techs to decrease voluntary turnover resulting in action plans and 0 voluntary turnover counts since open communication process established• Proposed new Language Services structure to address overutilization of vendors and mitigate compliance and regulatory risks• Restructured Education Department to align with best practice and better support managers and frontline associates in identified educational needs• Identified high potential talent and partnered with management to create development plans; established touch points to review bench strength

Executing strategic HR initiatives within Keurig Dr Pepper's Midcentral region through by streamlining consistent people practices across sites, developing front line leadership, and implementing key programs and processes to improve employee engagement and ultimately, driving higher branch performance• Managed a team supporting over 1,200 union and non-union employees across Indiana, Wisconsin, and Illinois• Consulted management on field engagement activities to improve engagement score by 11% points and the highest engagement score in the overall region• Engaged in quarterly talent reviews for focus facilities and created competency driven action plans to drive bench strength growth to be reviewed monthly• Partnered with site leadership to identify staffing and leadership gaps and roll out strategic action plans to address needs through internal development programs, compensation reviews, and external pipelining activities• Implemented updates onboarding training program for both frontline and management to share best practices and improve new hire retention• Successfully managed a localized restructure resulting in a reduction of force by creating deep communication plans, implementing leadership training, and facilitating before and after touchpoints with local teams• Led an organizational turnaround resulting in a decrease in absenteeism by 25%, clear understanding of safety protocols, and improved labor relations• Coached supervisors on addressing performance, behavior, and engagement issues• Responsible for localized COVID safety procedures including implementing safety processes, identifying gaps in execution, and contact tracingRecognition: Selected as field representation for COVID project management team; Selected for SPARK Your Potential Leadership program; selected as field representation for Frontline Retention project

Partnering with operations leaders to improve employee engagement and decrease turnover in order to driver higher plant performance through:• Supported over 400 union and non-union employees at our second largest manufacturing plant and distribution center• Partnered with site leadership to identify staffing and leadership gaps and roll out strategic action plans to address needs• Built and implemented onboarding training program for both frontline and management• Investigated employee relations issues, including performance gaps, behavioral and conduct, discrimination, and harassment• Collaborated with labor team successful contract negotiation, avoiding work stoppage• Coached supervisors on addressing performance, behavior, and engagement issues• Led Education and Training initiative for all Northlake Production Employees to identify training gaps and action plans to build cross-training efforts• Introduced a grievance tracking process for filed grievances to ensure timely and accurate resolutionRecognition: Selected as field representative for All HR Planning committee

Driving strategic HR initiatives across five branches by serving as the primary HR contact and providing consistent people practices across sites; partnering with operations and sales leaders to improve employee engagement and decrease turnover in order to driver higher branch performance • Supported over 500 employees in a union and non-union environment• Coached leaders through realizing the full potential of their team, including performance management, coaching, and engaging with our employees • Conducted investigations into employee relations issues, including fraud, theft, customer relations, and other workplace issues • Partnered with branch leadership to improve hiring and retention strategies, including rolling out Grow Your Own/Changing Lanes to ensure pipeline of internal driver talent and developing onboarding calendar for local leadership• Utilized employee feedback from round table and annual survey to create engagement action plans • Developed Visual Management Board for HR team to track progress towards 2017 goals and objectives• Identified high potential talent and partnered with management to create development plans; established touch points to review bench strength quarterly• Coordinated work stoppage contingency planning for Southern California • Lead development trainings for local management including Sexual Harassment and Anti-bullying, Performance Management, and Communication Skills• Collaborated with centers of excellence to ensure timely and effective customer service for business partners and employees

Partnering with Human Resource Business Partners and the business to deliver HR strategic initiatives across a variety of divisions. Daily activities include collaborating with different HR centers of excellence on resolving talent related issues facing the divisions I support. These include:• Aligned relevant talent analytics to each division to help leaders to understand their workforce planning needs• Supported and coached leaders through job evaluations, promotional requests, career pathing and progression, the performance management process, organizational realignments, and restructuring efforts• Collaborated with Business Partners to implement talent reviews and rollout of new leadership competency model; created tracking system for maintain accountability to development actions for identified HiPo employees• Developed new development program for Illinois division to attract and retain entry level talent to build bench for aging workforce• Provided employee support through various reductions in forces and a voluntary separation program•Streamlined HR processes in tracking program participation within HR programs, status of restructuring business case, and Voluntary Separation Program election status • Lead project management for HRBPs and Workforce Relations during our VSP program Recognition: Selected for various change initiatives within HR HCSC Connect Super User and BluePulse (Engagement Survey) Action Committee

Served as a Talent Development Consultant, introducing and improving programs such as:• Lead the implementation of Career Development Portal to enhance understanding of career paths at HCSC• Created a re-defined Summer Internship Development Program for 54 interns• Supported Executive Talent Reviews through analyzing internal talent trends for each division and partnering with HRBPs to update talent placement and high potential identification • Researched and supported the implementation of a new Onboarding program to actively engage new hires in company culture prior to Day 1 orientation• Collaborated with team on implementing new leadership development model, especially around development, onboarding program, and within talent reviews

Partnered with consultants across the Talent Management department on projects including: -Developed Career Portal with Director of Talent Management to support individual development up to leadership development -Coordinated progress and participation within a variety of Talent Management programs such as Coaching, Mentoring, and Leadership Development Programs -Researched and proposed best practices to establish a learning and leadership culture; presented findings to Talent Management Leadership Team -Exposure to Learning Measurement Systems, Executive Coaching programs, and Career Pathing tools

Assisted the Associate Vice President of Human Resources through a variety of projects included:• Improved the Performance Management Evaluation form for faculty and staff to include a descriptive rating scale and alignment between forms.• Created new Employee Engagement survey to measure engagement aligned with the Q12 Engagement Survey.• Updated HR policies and process, including process analysis of onboarding and off-boarding procedures.• Coordinated Wellness Initiatives- such as creating a monthly wellness newsletter, created Wellness Corner, and created marketing for the Lunch and Learn series• Designed a Transition packet for off-boarding of employees.