HR leadership role defining the strategic direction for human capital management technologies, including vendor management and business process improvement initiatives.• Directed an organization wide cross functional team which developed a Human Resource Workforce Technology Strategy. Worked closely with the business to identify organizational needs and priorities.• Managed a multi phase initiative to implement a new HCM and Talent Management suite. Applied lean process improvement to map all workflow processes.• Led change management efforts by identifying key stakeholders and their various communication and training needs.• Implemented a talent acquisition and onboarding application which moved a paper based application process to an entirely on-line solution.

Directed the overall design and administration of all employee benefit programs, with an annual budget over 30 million dollars. This included forecasting and managing a budget for 7 business units serving a 8,000 union and non union employee population (covered lives averaged 18,000). • Achieved annual budget goals while maintaining single digit health plan premium increases in an era when double digit increases were commonplace. This was done by introducing disease management programs among other prevention focused initiatives and education.• Created a grass roots employee wellness program and implemented benefit incentives to employees.• Managed vendor relationships, negotiated competitive employee benefit contracts; assuring product quality, integrity and internal customer satisfaction.

Management responsibilities for benefits administration, including leave administration and general human resource transactions with a team of eight employees.• Designed, implemented and managed a centralized Human Resources Shared Services Center. Reducing operating expenses over $300,000 annually.• Implemented supporting technology: IVR, Case Management and Benefits Administration software. • Co led the design team that initiated and launched a new flexible benefits and paid time off program.• Centralized employee benefits orientation and reduced human resource system wide administration time by 20 hours weekly.

General human resources responsibilities for a new 2,000 employee clinics business unit.• Coordinated the recruitment and selection process for clinic staff and providers.• Assisted in clinic related compensation surveys.• Facilitated resolution of employee concerns and issues.• Developed a Clinic Float Pool and reduced the use of temporary agencies, saving over $25,000 annually.