• Work directly with leadership and human resources on establishing strategic tools for the organization’s growth, productivity, and ability to attract and retain valuable employees.• Develop long-term strategies and sponsor key initiatives to promote and achieve a culture of service excellence and employee engagement.• Develop and execute proposals, timelines and creative design to increase employee engagement to sustain the employee culture. • Oversee the overall production of communications, events and programs and materials. Ensures all communications reaches multi-generations, diverse employees, and various levels of education.• Develop employee recognition strategies to include reviewing, evaluating and making recommendations for community recognition programs.• Develop consistent, engaging, comprehensive onboarding programs including communication, processes, job tools, and training. • Manage annual employee engagement survey project for 30+ communities. Analyze feedback and partner with leadership team to prepare comprehensive action plans to address key initiatives. • Participate in ongoing analysis of key data identifying trends. Develops, evaluates and implements new processes to ensure employees are informed of community initiatives, programs and announcements.• Collect timely data to support business initiatives through focus groups, surveys, town halls, one-on-one interviews, and other methodology; evaluates and applies the data to support decisions.• Strategically collaborate with and build relationships across home office, regional properties and key external stakeholders.

HR Director: Consult with business leaders on talent, business strategy, organizational development, retention, and rewards. Manage a variety of multi-faceted HR programs, including, but not limited to talent development, retention management, corporate wellness programs and company culture initiatives. Partner with and influence senior executive level leadership team. Build strong, professional relationships with all levels of the organization. Led Continuous Improvement team focused on attrition and overtime reduction initiatives. Active member on DE&I “Bellisio Includes” Core Team. Develop and manage relationships with our Thailand employees working in the U.S. Oversee culture differences, benefits, payroll, and ongoing employee relations. HRIS: Key project management role on Ultimate Software HRIS implementation team. Completed successful launch of UKG Core HR, Recruiting and Onboarding Modules. Manage HRIS to maximize its potential and plan for future success. Lead the analytics and development of scorecard metrics for the Human Resource team, ensuring accurate information is available to support decision making. Provide guidance and facilitate training for all UKG users throughout the company. Built on-line company store to drive employee engagement and company culture.

Worked in close partnership with the leadership team as a strategic partner to ensure the execution and implementation of HR processes including but not limited to training and development, performance management, employee relations, benefit administration, HRIS and compliance. Ensured policies and practices were fairly and consistently followed. Acted as trusted partner and adviser to business leads to minimize risk and improve employee satisfaction.

Responsible for the development of North Memorial Physician’s orientation and onboarding program. Interview current Physician staff members and leadership team members to determine program requirements. Create effective, engaging program to meet the needs of both employed and affiliate Physicians.

Responsible for the management of HR operations including employee relations, recruitment, policy and process updates, and HR process improvements. Successfully managed the transition of the HR corporate function from Minnesota to Michigan.

Responsible for coordinating efforts between HR Shared Services teams for all Merger, Acquisition, Divestiture, and Joint Venture activities. Created and maintained detailed project plans, led weekly status calls, communicated updates to business units, and problem solved integration issues. Worked closely with Business Unit leaders to assure seamless integration and positive employee experience.

Responsible for managing the global deployment strategy and implementation of PeopleSoft’s Applicant Tracking System (ATS) across Pentair globally. Created and managed overall project schedule, updated sourcing and recruiting processes, assigned security levels, created approval procedures, and developed and delivered training materials. Worked closely with members of IT, Technical Support, Operations Management and HR to assure delivery of timely and pertinent communication relating to ATS project. Successfully implemented ATS and trained end-users in APAC, LATAM, Europe, and North America.

Responsible for the development, maintenance and implementation of UHG Culture Communication Plan. Partners with Business Communication Leads to identify Our United Culture key communication strategies and leverage existing communication channels within the business segments. Author and design culture workshop communication materials, including but not limited to Executive sponsor and Executive panel talking points, facilitator checklists, participant pre and post-session materials, session handouts, and program briefings and reports.Responsible for planning and coordinating the development and implementation of the interactive activities to help further the initiative's mission. Identifies, conducts interviews, and writes stories that advance the UHG's cultural transformation initiative. Manages the accessibility of information and serves as a content editor for the web, Social Media tool and SharePoint. Responsible for managing the flow of projects assigned to assure they meet critical deadlines corresponding with overall goals and objectives. Responsible for effectively managing Culture communication budgets for assigned publications and projects.

Accountable for the overall health, growth and maintenance of UHG’s internal collaboration tool, ULink. Key responsibilities include driving adoption, engaging and training end users, mentoring community, monitoring content, advising and executing on site design, and administering ULink software system settings. Additional responsibilities include Jive software upgrades and implementation, technical support issue resolution and overall collaboration governance. Act as key liaison between UHG Executive Sponsor, IT and Vendor (Jive)Key accomplishments:- Successfully piloted and implemented Jive software to 90,000+ users- Increased Jive utilization month after month; within 3 months had 44,500 active users in system (49% of total population)- Created effective on-line training tools and conducted over 30 classroom training sessions for end-users; delivered 50+ web demo’s per user request- Developed effective “Lunch-n-Learn” programs for community managers, group owners and end-users - Developed creative recognition programs to increase ULink awareness grow participation levels. In addition to ULink Enterprise Community Manager responsibilities, also accountable for management and delivery of UHG’s random drug testing program, annual background check program and special Employee Relations projects as assigned.

Responsible for recreating North America Employee Policy Manual. Developed overall content and online structure. Assured consistent, legal, sustainable policies that aligned with company culture and values. Successfully communicated updates and rolled out new policy manual to management team.

Successfully managed the Job Code Infrastructure Project within the Compensation Group. The goal of this project was to reduce and reorganize corporate job codes, levels and grades in a consistent, logical manner which aligns with the market and allows for easy navigation through the company’s self-service tool. End result was a 40% reduction in job codes allowing for consistent alignment of corporate positions.

As Director of HR for this start-up organization, I was responsible for building the human resource structure, talent, processes, and guidelines required to establish a solid HR foundation. Responsible for all aspects of HR to include recruiting, policy design and implementation, process development and implementation, employee relations, compensation and benefit administration, compliance, and communications. Successfully recruited key positions and developed a healthy, trusting culture resulting in excellent employee retention. Acted as trusted adviser to leadership team to minimize risk and improve employee satisfaction.

Managed Human Resource responsibilities for AMS Sales Team. Accountable for recruiting, onboarding, employee relations and sales compensation planning.

Responsible for the overall direction of Human Resource Department. Responsibilities include: HR policy and procedures, strategic planning and budgeting, training/development, organizational change and process improvement, organizational communications, sales and base pay compensation programs, employee relations, recruiting, benefits, HRIS, merger and acquisitions, and immigration and expatriate programs. Provide leadership and direction to North American HR team members. Established a respected corporate HR team and developed strategic business partnerships to support overall corporate goals and objectives.