•Manage and support assigned physician population.•Administer pay and incentive programs for physician population.•Ensure compliance with applicable legal and regulatory requirements.•Provide project management and support for physician compensation related programs and policies.•Manage and participate in salary surveys for physician population.•Project manage and lead Fair Market Value process for physician population.•Conduct, analyze, and present market assessments for physician population.•Project manage and lead the design of physician compensation incentive plans.•Consult with mergers and acquisition teams on physician compensation as it relates to due diligence activities.•Consult with integration team on physician compensation ensuring pay policies are adhered to and jobs are mapped appropriately to UHG standard job codes.

•Manage and support Common Review.•Design and update incentive plans.•Administer pay and incentive programs.•Ensure compliance with applicable legal and regulatory requirements.•Provide project management and support for compensation related programs and policies.•Manage and participate in salary and budget surveys.•Conduct job evaluations.•Act as a consultant for all compensation related programs and policies.•Perform mapping of acquired and internal employees to applicable compensation structures/programs.•Design compensation packages for specialized positions.

•Consults with corporate office or field management on all issues/questions regarding compensation.•Supports the HR department regarding all compensation related functions. •Prepares and evaluates job descriptions, performs market analysis and pricings maintaining salary structures, assigns job grades, salary ranges and differentials for recruitment, promotions, and transfers according to company’s philosophy and business needs.•Responsible for FLSA determination and market pricing. Assures compensation programs are consistently applied.•Prepares advanced ad hoc analysis and recommendations on subjects such as incentive plans, salary recommendations, and increase cost analysis.•Administers all annual bonus programs and merit cycles.•Develops communications and management training to educate HR and management on Compensation policies, processes and practices.•Leads projects related to compensation plan design, revision and implementation. •Consults with Human Capital to deliver compensation solutions and compensation support/analysis for centers as needed including system structure improvement and data mining. •Provides guidance, research and analysis to Human Capital management/leadership on pay decisions, job classifications, internal/external equity issues and compensation related compliance issues•Consults with Corporate & Center HR disciplines to deliver compensation solutions and Compensation support/analysis for centers as needed including system structure improvement and data mining.•Leads and manages market analysis of company jobs to determine competitive positioning of the organization’s pay programs,including base pay and short-term and long-term incentive pay.•Ensures compliance with all government laws and regulations governing compensation, including FLSA and DOL, keeping abreast of updates and changes to FLSA and compensation laws.

•Prepare reports, graphs, charts and statistics in support of human resources operations. •Deliver HR metrics analysis, development, and maintenance.•Arrange data in spreadsheets and PowerPoint to analyze and provide overview of findings. •Designated HR Lead and trainer for HRIS system upgrades.•Create HR Dashboards to present HR data in meaningful way to HR Business Partners as well as Senior and Executive Leadership to present to Board of Directors.•Conduct data analysis on HR data such as compensation, classification, employment, employee relations, and/or benefits data as directed.•Deliver routine daily/weekly/monthly reporting and respond to basic to intermediate ad hoc data requests.•Perform group data updates, exports, imports, clean-ups, and research/report on any data discrepancies.•Manage the organizational charts and structure for platform.•Act as primary contact for HRIS with outside organizations and other internal departments.•Respond to technical administrative questions and ensure necessary follow up.•Maintain Great Plains HRIS tables and data interfaces with and for third party groups or systems.•Assisted in the Development and Maintenance of data reports required for regulatory and legal compliance such as EEO-1 and Affordable Care Act reporting.•Assigned HR Lead for HRIS System upgrade project.•Analyze attrition data to present to leaders in a meaningful way on a routine basis.

•Successfully lead an initiative to streamline and automate all processes between Human Resources and Payroll.•Manager of Great Plains HRIS system.•Confirm accuracy and integrity of all data entered, maintain data in HRIS system and database and assure information is available on a timely basis.•Deliver routine daily/weekly/monthly reporting to Senior Leadership and respond to ad hoc data report requests.•Maintain internal database files and tables in HRIS system as well as develop custom reports to meet the requirements and needs of all departments so they can access and use.•Train new users on using Great Plains HRIS system.•Recommend and implement process improvements for the data quality and the flow of data. •Provide support for the implementation and integration of all systems into the Great Plains HRIS system.•Participate in special projects focused on data cleansing, process redesign and documentation creation.•Process multi state payroll and ensure earnings are correct. •Review time sheets through Kronos and input and upload information accurately into ADP system.•Generate and review audit reports of all new entries and data changes.

•Responsible for providing Human Resources support to regional leaders, center management, and over sixteen hundred employees in fifty four centers.•Developed successful relationships with management as well as regional leaders.•Represented the Human Resources Department in assigned district level meetings.•Provided employee relations assistance to managers and employees, including; leave-of-absence approvals, disciplinary actions, suspensions or terminations investigations and documentation of employee issues or violation of company policies.•Participated in unemployment hearings.•Reviewed and edited Performance Improvement Plans to adhere to Policies and Procedures.•Investigated and responded to questions and complaints of employees.•Aggressively worked with IT department on a number of issues including Great Plains HRIS system as well as the employee database.•Generated reports on the fly and performed maintenance of HRIS system.•Administered benefit plans as well as FMLA Leave and 401K.•Actively played a role in the implementation of a new performance management initiative for platform.•Created and updated all forms for the Department.•Managed the Great Plains HRIS system as well as built reports for Senior Leadership on a weekly and monthly basis.

•Managed the entire recruiting process, including tracking and dispersing of resumes for all Urgent Care Centers.•Coordinated open positions for all Centers.•Created recruitment ads for open positions per request and arrange to run in appropriate sources.•Analyzed pay grades to make appropriate job offers for specific positions.•Responded to inquiries regarding policies, procedures, and benefits programs.•Advised management on appropriate hiring processes.•Prepared employee hire and separation notifications to alert appropriate parties of change in status.•Conferred with management and supervisors to identify personnel needs.•Initiated contact with qualified candidates for specific job openings and screen applicants by obtaining and verifying information used to evaluate them.•Gathered information from previous employers as well as from references listed.•Represented company at career fairs.•Generated and maintained recruitment pipelines to monitor pending and open positions.•Communicated, on a daily basis, with operations and center managers to resolve issues.•Managed all personnel files for seven hundred plus employees.•Maintained and updated all pre-hire paperwork for newly hired employees. •Tracked and approved transfer requests throughout entire company.•Updated and maintained careers section of company website.•Responsible for maintenance and upkeep of HR database and filing system.•Distributed new hire packets to every new hire before they start with company.•Assisted payroll with basic payroll needs in regards to new hire paperwork, rates, and start dates.•Generated and tracked all Physician and Midlevel contracts in order for them to begin employment.•Performed background and reference checks on all employees for company prior to employment.

•Supervise a staff of seven employees.•Interview, hire, and train new employees.•Correspond with wholesalers in placement of weekly orders.•Perform inventory and product control.•Record daily deposits, utilizing my accounting skills.•Manage change and cash orders.•Match incoming shipments against invoices and resolve discrepancies.•Maintain the overall appearance of the store.

•Achieved daily sales quota.•Provided quality customer service.