Partner with executive and management team on key business initiatives while providing guidance on legal compliance, employee relations, talent acquisition and workforce planning. Facilitate the company’s total rewards strategy to meet current and future business needs while ensuring programs are competitive, cost-effective and drive results for the organization. Act as consultant to Human Resources Business Partners in field operations to address talent acquisition, benefits and compensation, employee relations, performance management and leave administration issues. Key accomplishments include: • Transitioned the organization to point in time reviews. Designed new processes including system implementation and trained managers and employees on all aspects of the conversion. • Supported organization through training and consultation on company-wide goal development. • Implemented cost effective strategies for company self-funded benefit plans. • Evaluated multiple vendors and transitioned organization to new 401k recordkeeper. • Performed due diligence and onboarding of employees for six acquisitions. Most recent acquisition increased the size of the organization by 40%. • Launched Employee Engagement Survey, disseminated results to business units and organized employee action teams to address results. • Led team to evaluate and revise long-term, short-term and deferred compensation programs for executive and management team to ensure competitiveness and to achieve performance.

Championed the use of HRIS system to support management team in gaining access data thus increasing their ability to make strategic workforce decisions. Partnered with leadership to establish priorities to support current and future business needs within the scope of the system. Aligned compensation strategy to support motivational needs of employees and drive business performance. Key accomplishments include: • Directed cross functional team on the revision of performance management process aligning corporate-wide competencies focusing on the direction of the organization. • Facilitated the development of career paths throughout the organization to support workforce development. • Transitioned benefits administration from external vendor to in-house management by implementing and utilizing new HRIS system. Conversion led to more cost-effective and accurate benefits administration. • Researched, analyzed and recommended merit budgets, incentive targets and salary structure revisions while considering the financial impact to the company and employee motivational needs. • Streamlined all leave administration practices offering support to employees while balancing the needs of business operations.

Evaluated needs of the organization and implemented company-wide initiatives to drive company performance. Programs focused on consistency and streamlining of processes. Key accomplishments include: • Conducted needs analysis of the organization for an HRIS system, evaluated multiple vendors, and provided the recommendation to implement existing HRIS system. • Acted as Project Manager during implementation of system. Ensured data integrity during transition and evaluated existing processes to revise and streamline for increased efficiency. Designed and conducted training for all users. • Implemented corporate-wide compensation program which included the drafting of all job descriptions, managing outside consultants and the slotting of all employees into consistent positions. Analyzed the financial impact to both company and employees then communicated and trained managers on all compensation practices. • Reviewed and revised employee handbook to ensure compliance with all applicable laws while ensuring policies supported both the organization and employees.

Provided administrative support for family owned Equipment and Party rental business. Managed billing, accounts payable and inventory. Key accomplishments include:• Business grew top line revenue on average 21% from 2005-2009.• During economic downturn, successfully implementing plan that liquidated the unprofitable portion of the company and reduced liabilities.

Managed talent acquisition and employee relations function in a multi-state, multi-location environment. Key accomplishments include: • Appointed interim VP, Human Resources to ensure needs of the organization were met during time of transition. • Participated in the negotiation and execution of first union contract. • Ensured compliance with bargaining unit contracts and represented the company in the grievance and arbitration process.

Conducted due diligence and performed onboarding process for all newly acquired physician practices ensuring a seamless transition for all parties during the transition. Continued to support practices in all aspects of Human Resources support. Key accomplishments include:• Transitioned employment of over 15 individually owned physician practices to A.I.H.G.

Partnered with multiple divisions to provide advice and consultation on all employee relations issues including performance management and organizational restructuring. Key Accomplishments include:• Partnered with management team to complete multi-department restructuring while considering employee impact and limiting risk to organization.