Responsible for guiding and managing the overall provision of Human Resources services, policies, and programs for the company. Including recruitment, benefits, training and development, compensation and employee relations. In addition, leads company compliance with all governmental and labor requirements. Designs, manages and directs a company-wide process of organization development.

Provide coordination between multiple service areas and have line authority. Responsible and accountable for: making decisions on the day-to-day operations; seeing and understanding the big picture in order to integrate and coordinate service areas; reviewing and making recommendations on statutes; interpreting policies; and, serving as a liaison, both internally and externally. Recruiting top talent to lead the organization.

As the company evolved through multiple acquisitions and went public in 2014, this role transitioned from an HR Business Partner to the supply chain group - to a Project Leader to the corporate unit, providing expert insight into business decisions regarding integration, compliance, escalated leaves and employee relations.• Enhanced employee retention by 20%: • Integrated newly acquired companies: Traveled monthly to newly acquired companies to integrate more than 220 employees into Premier’s culture and processes. This hands-on approach created an inclusive work environment and increased employee engagement scores at one company surveyed by 30%.• Developed the company’s first ADA policy and processes: • Ensured compliance as the company went public: Revised and documented policies that had not been updated in more than 10 years. Focused on ensuring consistency with short term disability, dress codes, ADA, FMLA, exit interviews, and VP exits. • Appointed HR Merger Integration Lead: Led a diverse team of four HR Directors to create an integration charter encompassing all facets of organizational development, benefits, compensation/role development , vacation/sick transfer, and supported recruiting and performance management integration.

• Leveraged data to recommend change: Maintained database of employee relations cases and used the data to perform trend and root cause analysis. Recommended and implemented 1:1 relationships between HR and business units and performance planning programs, which contributed to 20% reduction in employee relations issues.• Advocate for Performance Improvement Plans: Persuaded Managers/Leaders to incorporate Performance Improvement Plans with a beta group of low performing employees. By the end of the year, 50% of low performers were removed from their PIP’s and became top performers.

Consulted with assigned lines of business as subject matter expert in employment law, staffing and selection, labor relations, performance management, policy and procedures, compensation program administration and change management.

Provided employee relations guidance on legal compliance issues for 12 hospitals. Managed five HR professionals in ER and benefits. Met regularly with CEO and EVP to discuss strategies applicable across the enterprise. Investigated EEOC charges, worked with executive staff and attorneys to determine appropriate course of action.

Communicated trends, legal updates, tips or HR related news to hospital HR Directors. Assisted with management of Employment Practices Liability Insurance (EPLI) by making initial report of claim, updating carrier and communicating with in-house and outside counsel.

Consulted via telephone with managers and associates on employee relation issues on topics such as performance management, conflict resolution, disciplinary counseling and time off practices.

Advised management regarding consequences for employment and/or disciplinary actions taken which deviated from Carolinas Healthcare System (CHS) standard policy and state employment laws.

• Coordinated the recruitment, employment and employee relations activities for assigned facilities and departments. • Counseled employees regarding work related issues serving as the liaison between managers and employees.

• Recruited, interviewed and recommended applicants to fill a variety of positions.• Analyzed staffing requirements and developed a curriculum to meet those needs.