David Elliott, Mba, Sphr, Shrm-Scp Email & Phone Number

• HR Executive for provider of early care and educational services, supporting a workforce of 1,700+ employees at 60+ licensed programs.
• Leading organizational change related to human resources strategies and processes in multi-site environment.
• Providing daily access to managers at over 62 work locations on consultation on topics to include employee relations, legal compliance, employee health accommodations, and performance management.
• Delivering training designed to promote employee engagement, productivity, and excellence in customer service to the families in the communities served.
• Designed and presented 6 human resources management training modules on a quarterly basis.
• Evaluated, selected, and partnered with new vendor to conduct on-sight, face-to-face annual open enrollment benefits meetings with staff at 65 different locations.

• HR Executive for a national behavioral health services firm with Inpatient and Outpatient programs in more than 90 hospitals over 24 states. Led corporate centralized HR function designed to position the company for.
• Implemented applicant tracking system utilizing electronic employment application which increased efficiency through reducing time-to-fill for positions.
• Made conversion to paperless web-based benefits open enrollment process, which eliminated errors, and decrease staff expense associated with enrollment by reducing O.E. period by 25%.
• Instituted physician recruitment services on fee-based structure in order to generate revenue.
• Presented webinar on performance improvement process through Diamond University, teaching supervisors how to effectively improve staff performance.

• Recruited by CEO to return to company to reinstate HR processes and systems implemented during prior employment. Acquired additional accountability for I.T. Department, and the Facilities Management, Purchasing and.
• Developed short-term and long-term project plans for HR and I.T. functions.
• Conducted RFP process resulting in selection of new retirement plan vendor, meeting corporate fiduciary responsibilities, reduction in company and employee commission fees, and increased employee satisfaction through.

Richmond, Virginia, US

• Implemented best practices for HR operations at law firm providing mass tort claims administration services. Established foundation for full-cycle HR services driven by the creation of and communication of policies to.
• Conducted focus group sessions leading to improvement plan designed to balance morale needs with explosive growth at firm.
• Instituted promotion application and selection process for first-line staff in response to focus groups.
• Implemented performance improvement process and conducted supervisor training.
• Designed components of talent acquisition process to include criteria-based selection standards.

• Established first formalized HR function at healthcare quality improvement consulting company under government contract with CMS.
• Implemented talent acquisition tools to include resume screening sheets and position specific interview questions for both the HR function and hiring managers. Included ranking and rating tools.
• Conducted annual professional development survey and designed corporate training plan.*
• Implemented and provided training on new performance evaluation and development assessment system supporting pay-for-performance model.
• Implemented corporate flexible hours program to respond to employee satisfaction concerns.
• Wrote proposal responses to HR sections addressing corporate capabilities.

Newport News, Virginia, US

• Established HR department to support division consisting of ten healthcare facilities providing long term care, adult daycare and assisted living healthcare services. Work force comprised of union and non-union.
• Achieved consistent HR policy communication through the creation of HR policy and procedure guides and employee handbook for each separate setting.
• Converted performance management process to electronic tracking model, achieving efficiencies through timely notification and follow-up with supervisors.
• Centralized annual completion of grade-and-step pay scale models for all facilities, achieving competitive pay practices in each geographic market.
• Implemented first division Employee Health function, which achieved compliance in the areas of occupational health, bloodborne pathogens, workers’ compensation and disability.
• Successfully implemented occupational health policies and processes that resulted in a $163,000 decrease in workers’ compensation premium reserves for division fiscal year.

Mba, Concentration In Human Resource Management/Industrial Relations

Ba, Business Administration