Integral member of the Human Resource team, providing Human Resource consultation to all levels of management regarding employee relations, performance management, organizational structure and compensation. Concentration on areas of greatest need for the organization, including:• Proactively manage employee relations by partnering with line management to resolve employee issues, manage performance and ensure consistent application of HR practices, policies and procedures.• Provides analysis of trends and metrics in partnership with HR group to develop solutions, programs and policies for the organization. Provides reporting of key HR statistics, data, trends and best practices. Utilizes reporting metrics to provide organizational planning.• Provide consultation and support implementation of new business unit structures, new positions and reclassifications of existing positions to enable business flexibility. This includes the analysis and recommendations on proposed job descriptions, as well as market analysis to determine recommendations for the position’s assigned pay range.• Consultation and analysis of organization’s compensation philosophy to enable adaptive changes that will ensure future as healthcare leader within the community. Analysis of internal data in relation to best practices to support and recommend future compensation structure enabling agility in recruiting and retaining the best employees.• Mediates disputes and advises all sides involved on matters relating to employment, employee relations and human resources policies, personnel procedures and complaint procedures.

An integral member of the Human Resource team, providing Compensation related consultation to Human Resource partners in Employee Relations and Recruiting as well as to all levels of Operational Management within an assigned Customer Group of Presbyterian Healthcare Services (PHS). Specific responsibilities included: • Consultation and implementation of new positions and reclassifications of existing positions. This included the analysis and recommendations regarding the proposed job descriptions, and a market analysis determining a recommendation for the position’s assigned pay range.• Consultation and implementation of a Sales Department Incentive Program to adequately reward the desired behavioral and performance outcomes of the various positions within PHP’s Sales Department. Lead an interdisciplinary team to analyze, recommend, cost out and develop administrative guidelines for implementing a viable Sales Incentive Program that could be easily modified as the business needs changed.• Performed annual Benchmarking of all positions with assigned Customer Groups and recommended reclassifications as necessary to keep PHS and PHP competitive with the market.• Performed annual administrative costing and implementation of a “General Increase” for the PHS System Services Group as well as simultaneously recommending, costing and administering an annual “Pay For Performance” program for PHP and the PHS Information Technology Customer Groups. • Consultation, analysis, recommendations and implementation of Reorganizations being considered with the assigned Customer Groups.• Consultation, analysis, recommendation and administration of other pay related circumstances such as Chaplain Housing Allowances, career progression paths, position ladders, premium incentive pay or differentials, as well as overpayment calculations and recovery.

Integral member of the Human Resource team, providing Human Resource operational management and employee relations support to all levels of staff and management at multiple hospital campuses. Major Accountabilities include:• Facilitating organizational change during the transition of the two hospital cultures and facilities into one, through leadership role in communication committees, employee and patient satisfaction committee, involvement in various departmental meetings and by one on one and small group education opportunities. • Consolidation project with operational leadership to merge departments from two different hospitals into one consolidated department within Lovelace Medical Center. This includes streamlining organizational charts and reporting relationships, updating and creating position descriptions and validating or resolving pay grades and internal equity issues, as well as facilitating the staffing process - posting and selection or workforce reductions, when necessary.• HRIS research, reporting and data entry in the Lawson system, including documentation of protocols and system-wide recommendations for better utilizing the system tools available for recordkeeping.• Compensation operational duties of researching and creating justifications for new positions, developing job descriptions, upgrading position salary grades based on external and internal data and resolving internal equity issues.• Researching and resolving benefit issues between employees and third party administrator.• Managing the HR administrative services which includes but is not limited to employment recordkeeping, worker’s compensation administration, leave of absence administration, as well as JAYCO/JAHCO and CMS compliance documentation.• Providing employee relations counsel and issue resolution to all levels within the organization, for an employee base of over 900 individuals with ever changing leadership, including external legal issues and documentation.

Served as a critical Senior Management team member with human resources accountability during the purchase and transitioning of a privately owned organization with three lines of health care business to a division of a multi-state, publicly traded corporation, specializing in one line of business, Medicaid Insurance. Managed all HR functions during this timeframe, streamlining processes to maintain high service levels during staff reductions.• Managed an incremental organizational downsizing during acquisition from approximately 325 employees to an end state of 105 employees. Provided transitional support and services to impacted employees and employee relations strategic support to remaining management and employee groups.• Managed the smooth migration to corporate HR policies and procedures ensuring employee and management understanding, information accessibility and consistent application of new policies.• Directed the successful transition to a new corporate benefits package, including the leading the projects of merging the previous 401(k) plan and terminating an ESOP program.• Partnered with Molina Human Resource counterparts in 6 states and with technical database experts to successfully transition the entire company’s performance management process from being based on anniversary date to a common review date.

As a member of a corporate Human Resource team, provided a broad range of generalist support:• Proactively managed employee relations partnering with line management to resolve employee issues, ensuring consistent application of HR practices and implementing targeted improvements, such a policy and procedural updates and employee wellness and recognition programs. • Conducted New Hire and Benefits Orientations, Management Orientations and on-going Management Skills Programs.• Researched, recommended and implemented enhancements to HRIS system.• Implemented web enabled Employee Self Service Module to the HRIS enabling management and employees to view and update certain components of their personnel records online, including benefits enrollment.• Created an online Benefits Open Enrollment process using HRIS Custom and Employee Self Service modules.• Led a technical project team in the creation and implementation of an automated appraisal system that was designed by managers. Worked directly with an internal web programming team troubleshooting and identifying system enhancements based on feedback. Created instructions for improved performance management process and trained all levels of staff.• Ensured records management systems were strictly adhered to within the department, maintaining confidentiality and regulatory documentation. Administered workers’ compensation, health, dental and flexible spending benefit programs. • Administered annual performance appraisal process.• Researched and recommended creation or changes to compensation levels based on reliable salary surveys and market data. Assisted in the review and analysis of new or reclassified positions, including writing job descriptions and assignment of salary ranges.• Researched, documented and successfully defended EEOC charges.• Worked collaboratively with Hiring Managers providing counsel and expertise to ensure that the best qualified candidates were hired.