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.• Proposed and implemented employee recognition program tied to organizational core values.• Member of Health Officer team for the company, with responsibility for developing the Infectious Disease (COVID-19) Preparedness and Response Plan, complying with state, DOLI and VDH guidelines, and engaging in ongoing evaluation of the return of children to our programs and employees to work following exposure or illness.• Provided office-based human resources representation throughout COVID-19 pandemic period, offering daily access and availability to all 62 early childhood education centers.

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 continued growth. Leveraged HR technology for competitive advantage.• 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 Corporate Compliance functions.• 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 user-friendly website interface and face-to-face broker interaction.

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 both employees and managers. Supervised purchasing and facilities management functions.• 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.• Drafted annual affirmative action plan and completed EEO-1 and VETS-100 reporting.

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 eligible positions with a census of 1,000+ employees.• 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.• Labor relations achievements included successful negotiation of three consecutive labor contracts.

Mba, Concentration In Human Resource Management/Industrial Relations

Ba, Business Administration