Steven Daniels, Mba Email & Phone Number

Garland, Texas, United States

• Develop, update, and execute HR strategy through enhancements to employee experience for 250 hospital staff, fostering a highly engaging culture while managing policy implementation for recruiting, training, and company benefits programs • Supervise support staff to ensure all initiatives align with organizational goals and strategic planning • Implement effective recruitment strategies to build a strong pipeline of qualified applicants and attract top talent; improved hiring turnaround by partnering with recruiters to emphasize responsive communication and sustain 48-hour response rate • Serve as a member of senior leadership team, communicating directly with C-suite executives to review HR outcomes• Established and maintain an environment with high levels of teamwork, accountability, communication, and vision • Led project to overhaul and update personnel files and ensure credentialing compliance, modernizing outdated filing system—enabled Perimeter to successfully receive re-accreditation through the Joint Commission and CMS • Developed counsel comprised of staff across departments to build collaboration, accountability, and vision alignment • Launched Employee of the Month program and other recognition and reward systems to support organizational goals

Mckinney, Texas, United States

• Led strategic direction, general operations, and programming initiatives during company growth from 8 to 60 employees• Supervised all education, licensing, and credentialing for more than 30 licensed clinical providers across 18 locations• Utilized HRIS to plan, recruit, hire, and onboard new hires to facilitate professional development, training, mentoring performance evaluations, and salary planning for all 60 employees• Assessed previous health and wellness benefit programs and entirely restructured the employee wellness plans with the support of third-party entities, successfully introducing the company’s first 401K plan• Developed and facilitated employee performance review system, creating evaluation forms and guiding supervisors through the review process; partnered with regional leadership to make recommendations for improvements• Restructured and rewrote the employee handbook to reflect updated regulatory policies and procedures to ensure industry standards compliance for services provided • Served as primary liaison for employee relations, developing corrective action processes, and administering corrective plans• Reviewed division performance and implemented changes to improve service and simplify workflow• Organized and developed company-sponsored activities and programs to enhance company culture and retention • Attended weekly C-suite meetings to report information on departmental KPIs, followed by the action plans for outliers• Received the Flame of Inspiration Award (2020) as a result of encouraging, inspiring, coaching, and developing team members

• Prepared and managed all aspects of the operational strategy for a facility with 300 patients weekly and 15 total staff• Supervised all phases of the hiring and professional development of staff, including recruiting, hiring, termination, continuous learning, coaching, performance evaluations, salaries, and bonuses • Facilitated weekly leadership meetings to review KPIs and metrics, setting comprehensive goals for performance and growth• Organized and managed trade shows, inclusive of Tom Ford, Lindberg, Prada, Maui Jim, and other high-end vendors• Established and leveraged vendor relationship with Neuro Lens, increasing sales and annual company revenues by 12%• Implemented new processes to improve the order and delivery of contact lenses from the vendor to the patient, increasing loyalty and patient satisfaction by 40%• Ensured equipment was properly serviced, ordered, and stocked with more than 15 vendors for various business operations• Reviewed, developed, and measured KPIs and metrics, setting comprehensive goals for performance and growth

• Provided direct consulting on all operations, supporting the establishment of policies, hiring practices, and products for the company during expansion from one location to four with 12 total employees • Utilized operational and financial management skills to provide guidance and support to the company’s administrative team regarding financial statements, fundamental accounting principles, and budgetary practices• Maintained and utilized working knowledge of business contracts such as third-party payer contracts, employment contracts, professional services agreements, vendor agreements, and contract negotiations• Ensured compliance with medical billing, legislative, and regulatory guidelines, including HIPAA and OSHA

Dallas-Fort Worth Metroplex

• Reported directly to CEO and coordinated with C-level executives to implement policies, guidelines, and standards; hired and promoted 5 departmental managers to lead all aspects of recruiting, hiring, and professional development processes• Managed daily operations of the assigned practice offices while developing, monitoring, and analyzing budget and financial information cost-effectively; directly supervised the revenue cycle function• Resolved administrative and operational issues, including maintenance of the property, computer systems, and software• Developed and supervised all office operations, establishing and implementing policies and procedures for the practice and satellite offices while delegating authority to assigned managers when deemed appropriate• Oversaw the workflow in the offices in the assigned region to ensure compliance, efficiency, and patient satisfaction• Assisted in the development of operating plans and budgets to ensure the success of the assigned practice offices• Led regular staff meetings to communicate new ideas, resolve problems, obtain feedback, and build effective relationships• Helped physician leader and physician practice board develop strategic plans and objectives based on patient needs

Dallas/Fort Worth Area

• Increased revenue by 12% through identifying and analyzing opportunities to drive new business• Improved employee retention rate to 80% by implementing innovative ways to motivate staff such as Core-Value Pin Ceremonies, employee suggestion box, and monthly events to build a cohesive team• Increased number of treatments by 10% through developing new missed treatment processes for the team, which was implemented in four/five other centers in the region• Selected as a member of the Facility Administrator Council tasked with evaluating business and making recommendations for the management team, resulting in a new process tool that improved training• Served on Safety Committee, which kept abreast of safety, compliance, OSHA audits, and physical plant issues, andshared, updated, and implemented changes to impact safe patient care in the region’s facilities• • Provided feedback on how to improve calls of the IMS team as a key member of the local Admissions Committee, which led to creating a new dedication for a centralized regional guest/admissions team • Recipient of Core Value Accountability award for managing seven centers, which held the region together during turnover in senior management, 2013• Recipient of Core Value award for Continuous Improvements for turning around regions' most under-performing facility into a full-functioning profitable center, 2010

Longview, Texas Area

Master Of Business Administration (Mba), Health/Health Care Administration/Management

Bachelor Of Science - Bs, Rehabilitation Science