An independent medical practice specializing in Orthopaedics • Assumed on-going responsibilities for practice merger transition activities• Designed Leadership-access process for new hires: “Breakfast with the CEO” mentoring program• Collaborated with partners for succession planning/transition of new CEO upon previous CEO retirement• Served as Corporate liaison to third-party Wellness partner. Lead Wellness group including participation in community wellness initiatives resulting in CMO receiving Healthy Androscoggin’s Gold award for 2010-2015

• Defined Human Resources role on the Senior Leadership Team• Developed and implemented 5-year strategic plan for Human Resources company-wide• Decreased attrition from high 20’s to less than 12% in three years• Developed budgets with oversight for Wellness, Employee Recognition, Training and Development, Recruiting, and Health & Safety• Facilitated on-going efforts to address deficient areas from Employee Survey to strengthen CMO• Provided mentoring to managers and supervisors for day to day employee relations, performance improvement and corrective action issues, on-boarding and departing employees, and recruiting• Managed re-development of CMO’s Employee Handbook with successive updates and changes• Established relationship with 401k provider and third party administrators; had direct responsibility for 401k information, dissemination, and training for new hires and transitioning employees

• Established professional Human Resources department for company ensuring full compliance with state and federal laws• Established consistent and professional recruiting and on-boarding system • Developed consistent practices for all recruiting, on-boarding, orientation, and termination paperwork for new or departing employees• Updated, wrote and presented new policies and changes as necessary including Education, Fragrance Sensitivity, Dress Code Time Clock usage, and new FMLA guidelines and benefits• Revamped entire electronic personnel file system according to standardized best practices• Developed hiring policies and procedures; strengthened manager-level recruiting abilities• Enhanced employee relations with an employee-driven Employee Recognition group• Established employee and physician training with a one-day, off-site annual training day reducing risk and non-compliance of standardized policies and practices• Defined Best Practices for Performance Improvement process as well as annual reviews• Directly responsible for all aspects of insurance annual Open Enrollment processes; reduced healthcare costs on an annual basis for seven years, minimizing or negating increases to staff and providers without loss of benefits• Represented CMO for all unemployment actions including hearings and mediations