As the HR Director of a Management Services Organization (MSO), owned by a large physician practice, my key role was overseeing and leading the HR functions within the organization in the following areas:-HR Strategy and Planning: I developed and implemented HR strategies and plans that aligned with the objectives of the MSO.-Talent Acquisition and Management: Oversaw the recruitment and selection process to ensure that we attracted and retained top talent.-Employee Relations: Managed employee relations by providing guidance and support to employees and managers on HR policies, procedures and best practices.-Compensation and Benefits: Developed and managed compensation and benefit programs that are competitive and aligned with industry standards.-HR Compliance: Ensured compliance with all applicable federal and state labor laws.-HR Analytics and Reporting: Used data and analytics to drive HR decision-making and measure the effectiveness of HR programs and initiatives.-Employee Engagement, Culture and DEI: Developed and implemented initiatives to promote employee engagement, improved workplace culture and fostered a positive work environment.-HR Policy Development and Implementation: Developed and implemented HR policies and procedures that aligned with the values, culture and legal requirements of the organization.

As the Human Resources Manager I played a vital role in managing the human resources function. I was responsible for ensuring that the organization's HR policies and practices aligned with the unique needs and regulations of the healthcare industry:-Recruitment and Selection: Managed the recruitment process to attract and hire qualified candidates for various positions within BMML.-Employee Onboarding and Offboarding: Ensured a smooth onboarding process for new employees which included completing necessary paperwork, providing orientation and facilitating training.-Employee Relations: Built and maintained positive relationships with employees by addressing their concerns, resolving conflicts and providing guidance on HR policies and procedures.-Performance Management: Implemented performance management processes to set performance goals, provide feedback and evaluate employee performance.-Compensation and Benefits: Administered compensation and benefit programs, including salary administration and managing employee benefits such as health and welfare benefits, retirement plans and leave policies.-HR Compliance: Ensured compliance with employment laws and regulations.-Training and Development: Identified training needs within the organization and coordinated training programs to enhance employee skills and knowledge.-HR Administration: Managed HR administrative tasks such as maintaining employee records, managed HR systems and databases, preparing HR reports and ensuring data accuracy and confidentiality.