»» Lead the HR Function in aligning People strategy, programs, and technology in support of TheKey's objective to infuse excellence and servant leadership into all aspects of the business. »» Serve as a strategic thought partner to and member of the executive leadership team.

»» Provided interim strategic guidance and operational support to prepare the HR function to rapidly scale as the business shifted to a multi-state model with national presence.

»» Lead HR people operations, acquisition and integration strategies, holding accountability for all HR compliance and integration activities, including execution of mergers, acquisitions, and joint ventures. »» Bolstered the organization’s ability to look at acquisitions through a culture lens, assembling an employee-centered M&A strategy to elevate engagement, thwart attrition, and protect cultural equity. »» Built a leadership support structure in collaboration with C-suite leaders, equipping new and seasoned leaders with the training, tools, and assistance vital to moving the organization forward with clear resources, objectives, and expectations.»» Lead the HR M&A team through the entire due diligence, integration, and optimization lifecycle—identifying process improvement opportunities, defining best practices, and building the tools to increase integration quality and team efficiency.»» Conducted a deep dive into M&A-related education and training, collaborating with diverse stakeholders—L&D, M&A, IT, Clinical, and HR—to examine training strategy and ownership. Identified go-forward strategy to streamline training, create clear lines of ownership, and define measures of success moving into 2023.»» Initiated professional development through a 3-month Mergers & Acquisitions certification course—with Columbia University—and a 2-day Mercer course focused on M&A-related HR.»» Hold ownership of enterprise-wide HR Compliance and the Covid Resource Center—taking on 12 additional FTEs in support 30K+ corporate, personal care services, hospice, and home health employees—reviewing enterprise HR policy updates, administering leave and accommodation requests, and leading change management strategy.

»» Following acquisition of Seasons Healthcare Management by AccentCare, transitioned into an executive leadership role of one of three main service lines, leading 8 senior-level leaders in supporting 3,500 division associates in 55 locations.»» Delivered high-level generalist leadership impacting organizational design, compensation and benefits, talent development, change management, communications, and employee relations and retention during a critical time of transition and growth.»» Initiated, curated content for, and delivered a 2-day Leadership Conference bringing 100+ top leaders—across 3 service lines—together to focus on retention and engagement strategies.»» Planned and executed the multilayer rollout of a balanced scorecard, introduced an action planning process, and developed a communication campaign to generate high awareness and adoption.»» Combed through the policies and practices of both organizations to facilitate integration of the organization’s largest acquisition, moving to a new and highly innovative operating model, capitalizing on synergies between Seasons and AccentCare, enabling synergies and building a best-in-class infrastructure.»» Launched a deep dive into predictors of success for Executive Director roles, partnering with Talent Management and leveraging Predictive Index profiles to steer talent acquisition and selection.

»» Promoted into strategic leadership positions—becoming VP in 2020 following 4 years as National Director of HR Operations—developing HR policies and programs impacting 3,800 team members, overseeing HR operations, and building best practices-based processes to ensure regulatory compliance and continuous improvement. »» Called on to provide high-level strategic counsel to support organizational expansion and an aggressive growth strategy, leading the identification of continuous improvement opportunities, gaining stakeholder buy-in for change, eliminating procedural inconsistencies and gaps, and establishing key measures of success.»» Devised and executed a mission-critical talent acquisition strategy for 28 Medicare-certified sites and 18 inpatient centers across 19 states, providing the HR leadership to support a period of heavy organic growth.»» Displayed unrivaled creativity during a period requiring expert crisis leadership, designing a comprehensive Employee COVID Resource Package offering employees critical childcare support, low-interest loans, personal / sick days, and a myriad of other resources to maintain employee engagement and support retention.

»» Provided oversight of key HR Operations programs, including contract negotiation and administration, workers compensation, leave administration, HR policies and procedures, EEO compliance, and performance evaluation.»» Fueled organizational efficiencies and effectiveness through research, vetting, selection, and deployment of technologies including Taleo and iCIMS ATS, SAP SuccessFactors for recruitment marketing, Checkster for reference checks, Calendly for interview scheduling, and HSD Metrics / ExitRight to facilitate exit interviews.»» Partnered with physician practices to define structures; ensure network-wide adoption of enterprise processes and policies; and support physician recruitment, contracting, and onboarding.

Formerly Seasons Hospice & Palliative Care

»» Secured and cultivated strategic partnerships to drive talent acquisition and sourcing, increasing opportunity awareness through management of the Internship Program and working diligently to expand relationships with colleges and universities.»» Generated a constant stream of high-caliber talent, bolstered the organization’s Internship Program by expanding partnerships and community outreach, and elevated the onboarding process.

»» Joined the organization in a Talent Acquisition Manager role and progressed rapidly into sourcing and cost strategy position, providing recruitment leadership and fiscal oversight for a network of long-term acute care facilities in the Central Region.»» Tracked and reported key performance indicators (KPIs) including recruitment event ROI, recruiter productivity, and compliance metrics, while overseeing the execution of the Central Region recruitment budget.

»» Earned two promotions in first year—while concurrently completing undergraduate degree as a full-time student—initially serving as a Sourcing Consultant and HR Regional Specialist before embracing ownership of mission-critical HR special projects.»» Assisted a team of 13 recruiters and 3 regional managers in driving talent acquisition, creating recruitment campaigns, leading benchmarking surveys, and building targeted search strategies.