Redox is the modern API for healthcare. At our core, we enable best-in-class software to easily and securely interoperate with EHRs. By connecting to Redox once, applications can utilize existing infrastructure to integrate with any health system they choose via our standardized data models.Redox offers our team members a distributed, remote work environment across the US, and the opportunity to be part of our effort to improve how health data is shared between health systems and outside companies.Interested in learning more about our career opportunities? Visit our careers page at https://www.redoxengine.com/company/careers/#openings . We'd love to hear from you!

Aegis Living is a national leader in senior assisted living and memory care with a simple philosophy: make every day count. With more than 20 years of experience, it is known for its employee-centric company culture, unique point of view and eye for innovation.The privately-held company is headquartered in Bellevue, Washington and operates 33 communities in Washington, California and Nevada, with six additional communities in development.

Owned recruiting/talent acquisition, onboarding and employee engagement for Entertainment team.• Concurrently managed up to 12 new and ongoing job requisitions, including administrative, leadership and guest facing positions. o Closed over 160 open positions, with an average time to fill of 30 days. • Defined, designed, implemented and refined Recruiting standards, programs processes and tools, from intake to close out. • Partner with hiring managers and business leaders to identify needs and develop innovative sourcing and recruiting strategies.• Sourced, screened, interviewed and evaluated candidates for job and culture fit.• Developed, negotiated and closed offers to ensure acceptance and retention of key talent.• Collaborated with HR and operational teams to implement HR programs, including Workforce Planning, Employee Development and Performance Management.

2rbConsulting is a Service-Disabled Veteran-Owned, Woman-Owned, LGBTE Certified leading provider of staffing and consulting solutions. We work with clients ranging in size from start-ups to Fortune 500 enterprises nationwide. 2rbConsulting is focused on the placement of professionals in contract, contract-to-hire and full-time employment positions across all IT disciplines. Along with our multiple diversity-based certifications (SDVOSB, NGLCC/LGBTE, and SBA WOSB), 2rbConsulting works closely with corporations in developing military and diversity hiring solutions.

2rbConsulting is a Service-Disabled Veteran-Owned, Woman-Owned, LGBTE Certified leading provider of staffing and consulting solutions. We work with clients ranging in size from start-ups to Fortune 500 enterprises nationwide. 2rbConsulting is focused on the placement of professionals in contract, contract-to-hire and full-time employment positions across all IT disciplines. Along with our multiple diversity-based certifications (SDVOSB, NGLCC/LGBTE, and SBA WOSB), 2rbConsulting works closely with corporations in developing military and diversity hiring solutions.

Own the design, development, and execution of new hire onboarding across Zillow Group’s eight offices. Ensure new employees are successfully integrated into the organization to fulfill Zillow Group’s strategic ambitions.• Created comprehensive Onboarding program to engage and assimilate new employees, reduce turnover, and increase speed to productivity.• Designed 90 day Onboarding Roadmap to ensure consistency, scalability and sustainment and enable future growth.• Developed and delivered “Day 1” experience to welcome and orient new employees to Zillow Group, introduce key systems, tools and resources, and acclimate to their office and team.• Implemented core Orientation programs across all offices to ensure critical information is messaged consistently to all new employees. • Surveyed new employees and managers to evaluate program effectiveness and make improvements.• Partnered with Recruiting, HR and L&D to ensure fully integrated strategy and programs.

Set learning strategy and managed portfolio of complex learning programs for Channel Development, Starbucks' fastest growing and second largest business unit, with annual revenues exceeding $1B.• Led strategic design, development and implementation of integrated Talent Management framework and tools – including functional competencies, assessment tools, and development resources - aligned with global systems and processes. Elevated performance, empowered employees to navigate their career, raised internal rates of promotion, and increased retention of key talent. • Rolled out and sustained Performance Development process and tools to support business goals in partnership with Human Resources generalists; including goal setting, development planning, quarterly check-ins, and annual performance reviews. • Led cross-functional task force to reinvent Starbucks’ enterprise Onboarding & Immersion programs; conducted comprehensive SWOT analysis, assessed internal environment, benchmarked industry leaders, identified emerging trends, and recommended strategic enhancements.• Consulted with leaders to identify and implement targeted development programs to meet strategic business initiatives. Developed Servant Leader and High Performing Teams training for High Potential learning cohort. Deployed Human Performance Institute's (HPI) “Energy for Performance” across Channel Development.

Led development of global Learning Technology Strategy and roll out of Enterprise Learning Management System (LMS). Managed six person team, responsible for delivering key training operations functions, including procurement, translation, and vendor management. • Enabled delivery and tracking of training for 60K+ employees by launching LMS in 7K sites across North America.• Enhanced user experience and online navigation by driving redesign of enterprise learning portal, increasing satisfaction and adoption. • Cut yearly costs $60K+ by introducing centralized translation, procurement, and inventory management strategies. • Negotiated four (4) software license contracts worth $1M annually.

Built training function for a 150-member business-to-business sales team. Partnered closely with VP of Business Development and leadership team to develop Talent Management strategy and programs. Drove all phases of program creation and procurement based on extensive analysis. Established performance review and feedback system to evaluate training effectiveness. • Led Talent Development, Succession Planning and Talent Review conversations with business leaders, bringing objectivity to talent discussions, building internal capabilities and increasing internal rates of promotion.• Drove design and implementation Functional Immersion Program and Immersion Coach Mentor training and certification program and increased speed to competence by 50% (6 months – 3 months). • Raised bottom line by creating negotiation skills training measures that led sales staff to obtain better pricing and terms on license agreements. • Improved customer experience by delivering monthly cultural immersion for key licensed accounts that aligned service levels with corporate values and standards. Earned special recognition from VP of Licensed Stores for contribution.