Jeannie Jones Brady Email and Phone Number

Lead and direct the routine functions of the Human Resources (HR) department including hiring and interviewing staff, administering pay, benefits, and leave, and enforcing company policies and practices.

Proactively sourced, recruited and retains qualified medical professionalsGenerated leads through various recruiting channels, databases, social media, and referralsBuilt and maintained unique relationships with healthcare professionalsDeveloped, facilitated and implemented all phases of a white glove recruitment processCollaborates with leaders to identify current and future recruitment needsIdentified and implemented effective recruiting strategies based on the needs of the organizationScheduled virtual interviews; oversight on preparation of interview questions and other hiring and selection materialsCollaborated with the hiring manager and/or other leaders during the offer process, identifying and recommending total compensation modelsEnsured compliance with federal, state, and local employment lawsInitiated and coordinated with the necessary department leaders for onboarding and training processes including contractingDeveloped and improved protocols, policies, and proceduresConverted organic HR practices to an HRIS platform via BambooHRSourced and hired Contract Registered Nurses and Nurse Practitioners across multiple statesCreated, launched and analyzed the first employee engagement surveyConducted virtual weekly group interviews and corporate presentationsConsistently achieved quarterly KPIs

Assisted with routine and complex employee relations/performance issuesProvided guidance on non-standard matters including reorganization, policy creation and leadership mentoringPerformed routine HR management duties including benefits oversight, handbook development and updatesActed as the in-house HR resource for all client needs, advised and updated staff as needed on personnel policy or proceduresServed as a resource on staff operational and compliance issuesDeveloped and improved client HR systems and infrastructureEnhanced and updated policies and procedures in accordance with labor lawsProactively identified instances of non-compliance with labor lawsWorked with all levels of management to resolve issuesServed as a strategic partner to management and assist with employee engagement and retentionDesigned and coordinated new employee onboarding and exit meetings mitigating employment issues, lay-offs/terminations and reductions in forceParticipated in HR Assessments of new clients and work with team to launch new client

Providing human resources leadership, strategic support, consultation, coaching, direction and advice to Hotel Executive Committee and all employees on all human resources related topics as well as Sonesta and Hotel culture and values. Working with senior management to develop employment process to support business goals and objectives. Directing, overseeing and/or coordinating all human resources activities such as employment, compensation, employee relations, benefit, training, and performance management.

National Director, Human ResourcesPromoted to National Director, HR. Multi-state accountability in Talent Acquisitions and Employee Relations. Exceeded all KPOs relating to human capital strategies in driving successful business outcomes.• Implemented a strategic candidate pipeline campaign increasing performance management operations by 69%• Achieved honorable mention in establishing a Talent Community and Talent Network presence via social media• Revamped staffing model plan design reducing time to fill key positions by 52% month over month• Executive oversight of Ultimate Software implementation, leveraging technology in optimizing business operations and enhancing the customer experience which came in 16% under budget• Led analytics deployment of C-level on-demand, real time reporting resources, providing drilled down visibility into functional business operations for a reduction in budget overhead by 22% over a 9 month period• Developed and executed a comprehensive organizational redesign into a unified global recruitment and onboarding best practice model, which enabled the reduction in ad spend by 45%• Dramatically improved associate retention by 19% campus wide through associate engagement programs• Increased performance outcomes through ongoing professional development with management team, resultingin 46% upward mobility in internal promotions

Sr. Director, Human ResourcesDepartment lead on transitioning the HR operational infrastructure in talent acquisitions from a PEO to a cloud technology HRIS business intelligence platform, leveraging culture in creating a performance driven workforce.• Managed recruiting function saving the company approximately $900k in executive search expenses• Served as key HR strategic business partner, during a period of rapid growth and expansion for the company, which also included multiple acquisitions across diverse cultural development opportunities• Reduced cost per hire by 600k over a 12 month period, by streamlining the onboarding process through strategic partnerships and re-investing in on the ground management training and innovative technology• Recognized for company-wide organization design & workforce planning initiatives, which was employee driven and tied to key accountabilities and performance outcomes Q4 realized a 27% ROI in associate engagement

Director, Human ResourcesPromoted to Director of Human Resources primary areas of focus; talent acquisitions, operations, benchmarking human capital, ROI on human capital development and training, retention, workforce optimization, internal mobility and performance management.• Drove an improved recruitment and selection process, reducing historical turnover rates from 300% to 93% • Launched first virtual contact center group, by building strategic partnerships with outside vendors• Developed web based employee performance evaluation tool, at 49% under budget• Sourced new payroll software from ADP to Paycom at an annual savings of 23%• Introduced employee anonymous reporting line, yielding improvements in morale rating by 27%• Over a three year period, won 92% on average of DOL unemployment hearings• Established and executed, best practices in reorganizing business infrastructure, for Georgia, New York & Canada• Revamped 10 year old employee handbook, and Independent Contractor on-boarding policies and procedures

Human Resources ManagerStrategic business partner in corporate mergers and acquisitions, in addition to managing the primary functions of the Human Resources Department. Subject matter expert in talent acquisitions and workforce management.• Improved recruitment job match and productivity through behavioral assessment tools• Deployed first corporate training program for, executives, managers & supervisors• Optimized payroll functionality through streamlining department duties, and moving from DOS to ADP• Implemented employee self–service tool via HRB/ER Solutions, which increased HR unit’s productivity time• Executed employee focus groups & pulse surveys, to improve employee morale • Results driven in reducing attendance rates by 35%, including engagement and productivity levels by 43% • Rolled out employee self-service benefit enrollment tool, via provider file feeds and HRIS system• Instrumental in developing and navigating the company’s workforce through mergers & acquisitions

Directed source at the management level for preferred clientsCreated partnerships with management to accomplish recruitment goalsDetermined best qualified candidates for the positionConducted interviews and phone screenings Utilized selective strategies for recruitment and selection processLead in temporary employee program. To included vendor selection and negotiation rates.Managed employees; payroll, unemployment, worker’s compensation claims, and benefits.Instituted team environment through a structured communication program across the company.Acted as liaison between all levels of management and employees regarding employee relations.Designed and implemented performance review system and attendance bonus program.Successful orchestrated company functions, which assisted in bridging gaps between divisions

Determined staffing strategies for open requisitions via direct sourcing and full cycle recruitingConducted interviews and phone screens via telephone and face to face Provided full cycle recruiting/Liaison to management regarding process, systems and recruiting Developed relationships with manages/Interface the flow of candidates to meet department needsUpdated staffing metrics and related data regarding recruitment activities on a monthly basisWorked closely with human resources management to assure proper process flow Identified, implements and utilizes 'cutting edge' sourcing technologiesParticipated in new hire employee orientation/Facilitate special projects as assigned

Determined staffing strategies for open requisitions via direct sourcing and full cycle recruitingConducted interviews and phone screens via telephone and face to face Provided full cycle recruiting/Liaison to management regarding process, systems and recruiting Developed relationships with manages/Interface the flow of candidates to meet department needsUpdated staffing metrics and related data regarding recruitment activities on a monthly basisWorked closely with human resources management to assure proper process flow Identified, implements and utilizes 'cutting edge' sourcing technologiesParticipated in new hire employee orientation/Facilitate special projects as assignedSourced candidates through various medias/Testing/References/Job offers/acceptance letters New employees hiring and orientation/ Marketed and placed employeesGenerated leads/Built and maintained relationships with employees and executives

Managed recruitment process via direct sourcing and full cycle recruitingRevamped applicant-screening tool, reference forms, and new hire checklistsRegulated hiring metrics, involving open positions compared to department needsParticipated in developmental training programs for managersActively participated in employee resolution issues/Conduct annual employee pulse surveysAdministered/counseled proper procedures for FMLA, ADA, and Worker's Compensation claimsManaged all aspects of employee benefits/ Conducted benefits orientationServed on Safety Committee / Maintained benefit and wage data on HRIS system/HorizonFacilitated Workers Compensation Claims / Conducted employee file auditsGenerated/analyzed paid time off reports via Reportsmith / Performed employee terminationsSourced candidates through various medias/Testing/References/Job offers/acceptance letters New employees hiring and orientation/ Marketed and placed employeesGenerated leads/Built and maintained relationships with employees and executives

Caritas Christi HealthcareFacilitated recruitment process via direct sourcing, full cycle recruitment, events and group interviewsMaintained employee attendance records / Processed state and federal wage garnishments Worked closely with directors on employee relations, compensation and retention Facilitated job fairs on and off campus / Organized screening process/administered clerical testingManaged all unemployment claims/Coordinated exit interviews and employee orientationAdministered/counseled proper procedures for FMLA, ADA, and Worker's Compensation claimsCoordinated all aspects of employee benefits, COBRA, voluntary benefits, retirement plan Established Credit Union / Facilitated annual benefits fair / Liaison for corporate and the center Responsible for all employee payroll compensation via ADP/ PC Payroll for windows