Ginny Morgan, Mba Email and Phone Number

After transitioning from the COO role to focus on family and HR operations, I now report to the Chief People Officer as a member of the Leadership Team, shaping HR strategies aligned with the company’s mission. I oversee the development and implementation of HR policies that support business objectives, provide strategic leadership for facilities and operations, and manage office downsizing, relocations, and cost-saving initiatives. I contribute to the planning of market adjustments, leave policies, and employee stock options, while organizing monthly manager booster meetings to promote strong leadership. As the face of the company during bi-weekly employee town halls, I collaborate with department leaders to ensure effective communication. In addition to supporting talent management, payroll, training, and employee relations, I led the implementation of a new time and leave module in the HRIS, reducing payroll errors and enhancing transparency. I also spearheaded a cross-functional evaluation of all 19 company offices, optimizing the physical footprint and achieving cost savings through a shift to digital communication.I love both sides of my job and I am so grateful to confine to be a part of the Hood story!

As a member of the Executive Leadership Team, reporting directly to the CEO and President, I provided strategic and operational oversight across multiple functions, including HR, operations, facilities, acquisitions, accounts receivable, and the administrative team, while managing an outsourced MSP. I led key business areas such as sales, marketing, and client experience, ensuring alignment with company objectives. I established and managed the HR department, driving recruitment, training, benefits administration, and employee relations, including launching the company’s first employee handbook, HRIS, LMS, and benefits platform. I implemented key operational improvements, such as a new payroll cycle with direct deposit, enhanced benefits offerings, and recruitment strategies for seasonal staff during peak periods. Additionally, I collaborated with the CEO to plan the company’s first reduction in force, impacting over 30 employees. Key accomplishments include scaling the company from 35 employees and $7.6 million in revenue to 181 employees and over $18 million in revenue, leading 17 acquisitions that expanded the business to 17 offices across four states, and creating a new business entity while transitioning employees. I also played a key role in defining the company’s mission and core values.We're achieving significant milestones in enhancing operational efficiency, fostering employee engagement, and driving business growth. Through strategic leadership and proactive management, we're positioning Hood Professional Services as a leader in our industry, delivering exceptional service and value to our clients.

Reporting directly to the Vice President of Human Resources after the CEO’s relocation, I assumed a leadership role within the HR team, partnering with the VP to promote corporate values and implement strategic initiatives. I led performance management, training and development, employee engagement strategies, and lifecycle transitions, while directing operations in recruiting, talent management, payroll, and benefits administration. I spearheaded post-survey engagement action planning to foster a culture of high-involvement management and managed the HR departmental budget, ensuring alignment with corporate financial goals. I collaborated with leadership to guide the company’s first reduction in force for over 70 employees and played a pivotal role in designing the company’s job architecture framework. Additionally, I championed the implementation of behavioral-based interviewing using the STAR model, directed open enrollment for over 450 employees, and introduced new organizational competencies through targeted training programs. Key accomplishments include launching a company-wide goals program, establishing a mid-year evaluation process, leading HRIS enhancements, and achieving a 91% participation rate in the employee engagement survey, which resulted in increased favorability across all categories.

Promoted within a year to report directly to the CEO as a member of the Executive Leadership Team and Executive Governance Committee, I provided strategic support to the CEO, ensuring readiness for all internal and external engagements. I acted as the liaison to the Board of Directors, managing communications and coordinating Board and Committee meetings, while preparing and distributing all necessary materials. I worked with leadership to develop action plans to improve employee engagement based on survey data and played a key role in creating the company’s first balanced scorecard, defining critical metrics and timelines. I provided cross-functional support for strategic initiatives and managed the planning of the executive retreat, strategic planning meetings, and annual benefit sessions with Ascension St. John and St. Francis Health System. Additionally, I represented the CEO on various committees. Key accomplishments include managing 34 Board and Committee meetings, leading the Corporate Balanced Scorecard process with over 50 internal meetings, and overseeing a new Corporate Project Oversight Committee with more than 20 meetings. I also served as project manager for a corporate process improvement initiative, ensuring progress through weekly follow-ups and monitoring key change initiatives to completion.

After being promoted to a training and development role within a year of joining the HR team, I led the design, updates, and delivery of bi-weekly new hire training sessions, including 30, 60, 90, and 120-day in-person programs, with specialized onboarding tailored for executives. I also maintained all training-related policies and procedures. As the manager of the company’s compliance program, I coordinated with legal counsel to deliver both company-wide and department-specific training, including Medicare and Medicaid compliance, and extended these efforts to include volunteers. Additionally, I administered the worker’s compensation program and served on the selection committee for hiring the new Vice President of HR. Key accomplishments include delivering 72 new hire training sessions and successfully launching the company’s first employee engagement survey, which achieved a 97% participation rate. I led the RFP process for vendor selection, managed a cross-functional committee, and presented survey results to executive leadership and employees.

I collaborated extensively with the Vice President of HR, providing high-level support on strategic projects and initiatives. My responsibilities included conducting bi-weekly payroll audits, performing monthly benefit reconciliations, and serving as the FMLA administrator, managing all aspects of case administration. I led full-cycle recruitment efforts for salaried, hourly, and volunteer staff, while also creating and maintaining job descriptions and organizational charts. Additionally, I oversaw the administration of new hire and exit surveys and supported the planning of annual events for over 450 employees. I compiled data for compensation surveys and played an active role in onboarding and training new hires. Notable achievements include managing and implementing a comprehensive baseline testing program for over 450 employees and overseeing an annual average of 119 FMLA cases, maintaining an effective caseload of 40 per month.

As Chief of Staff to the CEO, I provided critical support to executive initiatives and operations, ensuring seamless coordination and implementation of strategic objectives. Leading a team of recruiters, I oversaw their training and development, driving them to consistently surpass placement goals across diverse healthcare sectors including private practices, hospitals, clinics, and medical billing companies. My role involved managing full-cycle recruitment processes for a wide range of positions, from job posting and sourcing to onboarding and offboarding, while also assisting hiring managers in crafting effective job descriptions and refining candidate resumes. I played a pivotal role in mediating operational issues and served as a subject matter expert for the applicant tracking system. Key accomplishments include outperforming in new business acquisition, achieving year-over-year increases in placements, and spearheading the development of comprehensive training and onboarding programs, alongside co-authoring employment articles published in the Tulsa World.