•Collaborate with stakeholders, including Hospital Executives, to assess needs, identify pain points, and deliver tailored HR Solutions, ensuring alignment with organizational goals and addressing key challenges. •Developed and implemented process improvements, creating streamlined tools and documentation that enhance operational efficiency and consistency across HR functions. •Led data audits and system analysis, identifying and resolving data integrity issues, while designing and implementing preventative measures to eliminate recurring errors and improve data accuracy.

● Spearheaded the development and implementation of strategic HR initiatives that support business objectives with the goal of improving overall employee performance and engagement; specifically supporting Product, Technology, Sales, Customer Experience, and Operations.● Facilitated the successful integration and restructuring of all departments during the merger of Level Access and eSSENTIAL ACCESSIBILITY. ● Coordinated communication efforts to keep employees informed and engaged throughout the merger, addressing concerns and promoting unified organizational vision.● Handled employee relations matters, including investigations, conflict resolution, and corrective actions.● Implemented team rituals and artifacts to promote People Team collaboration, communication, and cooperation. ● Identified our Performance Management Program, specifically in the area of performance expectations, lacked clarity and objectivity, prompting the initiation of a project to establish clear performance metrics. Developed and implemented these measurements for transparent communication with employees, resulting in increased satisfaction and productivity across the organization.● Recognized inconsistencies in leadership level definitions among various leaders within the organization, addressing this as a critical business challenge. Initiated a project to partner with a competency vendor (Korn Ferry) and collaborated with business leaders to establish unified competency frameworks for all roles. Successfully met project milestones and deadlines, ensuring alignment and clarity across leadership levels within the company.

● Served as a consultant and advisor to executive level management on employee relations, employee engagement, organization development, performance management, employee development, compensation, and strategic planning● Worked closely with the VP, Human Resources in providing input toward the strategic initiatives of the Human Resources function of the Talent Department. Organized the team accordingly to accomplish the initiatives and lead the team in setting the necessary departmental and individual goals.● Managed and resolve complex employee relations issues, while conducting effective, thorough, and objective investigations with the goal of achieving a positive outcome for the overall organization● Formulated partnerships throughout the organization to deliver value-added service to management and employees that reflect the business objectives of the organization● Collaborated with cross-functional teams to champion and accelerate a culture in which people felt engaged and inspired to deliver top business results through teamwork● Oversaw and managed employee benefit programs, including negotiating with carriers, administration of plan design, implementations and employee communication● Lead and managed the 401(k) record keeper conversion from ADP Retirement Services to T. Rowe Price while improving the program, documentation, and employee education while meeting all target dates and deliverables ● Lead the employee run Health and Wellness Committee and programs in alignment with organizational culture and in support of the organization’s benefit goals● Participated in the continual execution and measurement of HR programs● Provided guidance and facilitated on department restructures and workforce planning

• Manage, oversee and lead Human Resource functions for the company; including but not limited to Employee Relations, Recruiting/Onboarding, Benefits Administration, FMLA/Leave Administration and Worker’s Compensation • Develop and implement companywide policies and procedures that are in alignment with Federal/State Laws and the company’s vision, mission and values• Implementation of Payroll and HRIS from ADP to Paylocity, resulting in lower costs, greater efficiency and less manpower required to run payroll and perform other HR system needs• Consult with Executive Leadership on complex Employee Relations issues to achieve best business and employee focused outcomes• Implemented company’s first New Hire Orientation, resulting in better communication of expectations and decreased new hire related attendance/punctuality performance issues• Advocate for the people needs of the company’s strategic plan for the future direction of the business

• Consult with Executive Leadership on complex Employee Relations issues to achieve best business and employee focused outcomes• Perform full life cycle recruiting for all company positions• Develop, prepare and deliver management training in the areas of Performance Management, Coaching and Counseling and Hiring Best Practices• Implementation and conversion of Payroll and HRIS from CertiPay to Paylocity resulting in lower costs, greater efficiency and less manpower required to run payroll and perform other HR system needs• Manage and track all Leaves of Absence (FMLA and other) for entire company, including preparing and collecting necessary paperwork, filing claims and determining reasonable length of approved leave

• Search, identify and recruit talent for current and future opportunities• Use cost effective sourcing techniques such as searching and communicating on social media sites, cold calling and networking to effectively build and maintain a pipeline of qualified candidates.• Prescreen and Interview qualified applicants using Behavioral Interviewing techniques• Partner with executive leadership on salary determination for candidates• Coordinating and extending offers, including salary negotiating• Consistently meeting Median Days to Fill performance objective of 38 days (currently averaging 33 days)• Manage and coordinate the usage of contingency, retained search and contract-to-hire staffing agencies; including negotiating rates and contract terms• Project Manager for ATS and VMS software implementation; including data collection and configuration, system administration and training of all managers.• Plan, coordinate and propose Human Resources Department’s $1.5 million budget to CFO annually• Oversaw Worker’s Compensation, Light Duty and Leaves of Absence program for all employees• Researched and developed a Work Injury Prevention Program with estimated cost savings of over $2 million• Problem solved complex Employee Relations issues between a matrix of supervisors/managers through investigations, communication and documentation• Led the planning and execution of all company sponsored events and special projects as necessary