Spearheaded the administration and oversight of all human resource operations, policies and programs, to include policy development, performance management, employee engagement, hiring and onboarding, benefits enrollment/administration, D&I strategy, and employee relations. Delivered advisement and guidance to management on HR issues and employment law, while directing 4 HR professionals.• Delivered a cost savings of $90K by revamping the current DOT process and saved over 480 hours in processing time for team by restructuring work assignments.• Implemented new workforce development programs to meet advancements in product operations, technology, and management. • Advised on employment law, disciplinary procedures, employee engagement, career development, performance management, coaching, compensation, and general program/policy interpretation.• Engaged with staff to facilitate the understanding of new company programs, business positioning, and internal culture, while working with management to identify positions and long-term needs. • Managed compliance with all HR-related policies, procedures and systems, while leading the coordination and resolution of specific policy-related and procedural problems/inquiries.• Introduced metrics-based performance management system focused on operating results, while executing programs and implementing new federal regulations across multiple locations.

Directed the comprehensive oversight of all daily HR activities and processes to ensure efficient operations, while managing 3 HR professionals in areas including recruitment and talent management, benefits and compensation, employee relations/engagement, succession planning, HRIS, and regulatory compliance, while partnering with management to drive strategic HR policy development/implementation.• Produced cost savings of over $40K via the restructuring of the benefits program• Led organization through a rapid HR change and transformation program, aligning HR with new business objectives and minimizing interruptions by executing workforce integration plans. • Contributed to senior-level M&A decisions and supported analysis in due diligence/integration. • Introduced proactive employee relations and communications programs to resolve labor and management issues and restore the credibility of the HR department.

Managed the transition from an outdated HR systems into a fully integrated HRIS platform that instantly improved analysis, reporting, and planning capabilities, while streamlining daily HR functions. Provided vision for overall HRIS design and adapted the design to accommodate business directions.• Developed, designed, and troubleshooted daily systems operations; continually assessed system functionality and recommended enhancements to improve efficiency, controls, and service to users.

Directed all aspects of the HR function and delivered tactical support for employee/labor relations at 78 nursing home facilities across 5 States (FL, PA, DE, WV and MA) with approx. 10,000 union and non-union staff. Led areas including benefits, policy development, succession planning, talent management tracking employee training, ATS oversight, workforce planning/optimization, and career development.• Led HR due diligence and integration activities for 36 nursing home facility acquisitions.• Created and delivered a training program for 360+ employees avoiding over $50K in fees; developed training plans and standard operating procedures for new system users.• Managed compliance with all HR-related policies, procedures and systems, while leading the coordination and resolution of specific policy-related and procedural problems/inquiries.• Reduced turnover rate by 40% and increased employee satisfaction via various programs.

Partnered in managing all aspects of HR programs, to include employee relations, recruitment and onboarding, talent management, training/development, and working with management to create policies/procedures and drive workforce retention efforts for exempt and non-exempt staff.• Contributed to employee relations investigations, tracked, analyzed, and reported on employee relations trends, and handled new hire orientation and HR policy implementation.• Oversaw global talent acquisition logistics, including requisitions, pipelines, and roadblocks, while developing training materials for new employees via Taleo System (ATS).• Conducted market-based intelligence on talent pools, compensation, and benefits.

Spearheaded all aspects of recruitment, onboarding, employee relations, EEO-1, vets -100, reconciliation of invoices, and fringe benefits.

Directed all aspects of the HR function and delivered tactical support for employee/labor relations at 78 nursing home facilities across 5 States (FL, PA, DE, WV and MA) with approx. 10,000 union and non-union staff. Led areas including benefits, policy development, succession planning, talent management tracking employee training, ATS oversight, workforce planning/optimization, and career development.• Led HR due diligence and integration activities for 36 nursing home facility acquisitions.• Created and delivered a training program for 360+ employees avoiding over $50K in fees; developed training plans and standard operating procedures for new system users.• Managed compliance with all HR-related policies, procedures and systems, while leading the coordination and resolution of specific policy-related and procedural problems/inquiries.• Reduced turnover rate by 40% and increased employee satisfaction via various programs.

Supported 3000 clients on human resource operations including recruiting, employee and/or labor relations, job evaluation, compensation management and special projects across various industries & 50 states.• Consulted clients and recommended HR strategic solutions to improve critical business objectives.• Established customized HR deliverables like job descriptions, handbooks, salary surveys, etc. based on client’s needs.