Kristi Cash Email & Phone Number

Smithfield, Virginia, Us

Providing HR Strategic Support, Project Management, and Interim Leadership support in the areas of: HR Technology, HR Operations, Process Improvement, Transformation, HR Strategy, Total Rewards, Employee Experience or other areas of HR. Partnered with a 150,000-employee healthcare organization to support an enterprise-wide Oracle HCM Implementation by providing targeted project management and issues management. Focus included process redesign and mapping for scale, efficiency, and use of new technology, Hypercare planning, and post-go live issues management.Partnered with a 3,500-employee organization to provide strategic HR support, project management, and interim leadership. Developed HR Strategy and supporting 3 year operational roadmap. Developed employee value proposition and strategies to align HR work. Identified measures of HR success aligned with strategies and benchmark. Created key performance indicators, scorecards, and executive presentations of HR metrics. Lead HR COVID-19 response team. Completed assessment of compensation processes and developed roadmap. Competed focus groups and recommended benefit changes for new plan year. Developed annual Workforce Planning presentation and analysis. Created a three year wellness strategy and completed an RFP for wellness vendors. Provided interim leadership overseeing the Total Rewards team including benefits, compensation, wellness, HRIS, HR Operations/service center, and Employee Health.

Englewood, Co, Us

Leader of HR Operations functions for an 88,000 employee healthcare organization with locations across the United States. Responsible for achieving high employee service levels and quality processing surrounding employee transactions, nonemployee onboarding, license verification, LOA, special pay, and personnel file administration. Set team goals and developed metrics measuring quality, quantity and timeliness of work. Partnered with HR division leaders to address leadership and employee concerns.• Centralized HR Operations in an 88,000-employee organization from 10 divisions saving $600,000/year. Designed FTE/structure, developed all processes and policies, hired a team of 46 virtual employees including two subordinate managers, and completed communication and training efforts. Advocated for budget and adhered to approved budget.• Supported change efforts by traveling to ten CHI divisions and met with over 250 human resource employees.• Managed the roll-out of manager direct access features including create requisition, job change, and termination to 3,500 managers nation-wide.• Saved $300,000 annually through process improvements that resulted in the elimination of six positions.• Partnered with the Leave Administration vendor to improve pay administration reporting and processes. Held vendor accountable to contract guarantees.• Utilized Cognito online form to streamline the nonemployee onboarding process. Enabled the nation-wide rollout of a standard onboarding process without staff additions.

Omaha, Ne, Us

Leader of Divisional HR Shared Services (35 employees) for a 14,500 employee division of Catholic Health Initiatives. HR Shared Services included benefits, wellness, compensation, HRIS, reporting, HR call center, HR transactional activities, physician liaison, workers compensation, and Word Processing (policy maintenance). Made strategic recommendations to Senior Leadership and National HR Leadership Team regarding areas of responsibility.• Supported merger of two mid-sized entities including merged corporate structures and HR departments. • Retired local systems and lead transition to national platforms after company's acquisition. • Strategized benefit pricing structure adjustments merging two entities to one price structure and optimal cost sharing ratio over three years. • After merger, formed division-wide team to transition all policies to one system (Policystat) saving $144,000 per year. • Oversaw the development of an HR Scorecard to support workforce planning efforts.• Lead communication and education efforts for annual enrollment. • Supported the education efforts on the Clinically Integrated Network (CIN) as it related to the company benefit plan and network.• Oversaw the implementation of a wellness initiative for indoor walking trails at major facilities.• Streamlined biometric screening for the medical plan improving sustainability of the program.• Implemented OC Tanner Yearbook improving organizational committment.• Negotiated a compromise with the State of Nebraska on the required abuse check process to allow continued use of current online onboarding process avoiding increases to time to fill.

Omaha, Ne, Us

Provided leadership for a team of 20 employees responsible for providing HRIS, reporting, HR call center, and transactional activities for compensation, benefits, workers compensation, HR, and employee relations for 10,000 employees and for monitoring 9,000 nonemployees/contractors. Oversaw the process for employee appeals of disciplinary actions and grievances. Counseled managers/employees in escalated HR concerns and questions. Participated in the development and achievement of Human Resource operational plan and goals. • Redesigned Employee Financial Assistance program to address employee hardships and reduce chances of abuse.• Restructured the HR department resulting in a cost savings of $.5 million dollars over three years. • Led HR work associated with the acquisition of two entities with 1,500 employees. • Implemented a Learning Management System. Identified need and partnered with consulting services to create a customization to monitor education requirements by title.• Partnered with vendor to strategize and redesign the delivery of analytics on engagement results. • Coached a leader resulting in improved engagement scores from lowest to top quartile.• Initiated customer feedback sessions identifying improvements to the performance evaluation tool.• Completed full assessment of applicant touchpoints in the recruiting process. Increased applicant flow and reduced leakage.• Oversaw committee charged with evaluating the cost/benefit of moving from a self-insured workers compensation model with in-house claims administration to an outsourced, insured workers compensation model. • Led a committee to recommend the future state of employee health and safety in the organization.

Omaha, Ne, Us

Proposed innovative solutions to meet business needs and strategies. Managed the purchase, implementation, development, and maintenance of Human Resources systems. Oversaw small and large scale projects to automate work, improve decision making, and improve manager and employee experience. Partnered with each Human Resources area to understand business needs and priorities. Managed a team of 6 staff who performed business analysis, project management, reporting, and data maintenance for more than 8,000 employees. Monitored a growing number of nonemployees/contractors. IT systems analysts supporting PeopleSoft were dotted line reports. • Led efforts to develop a rudimentary installation of PeopleSoft into a robust ERP system with full module implementation. Final system included: benefits administration, employee and manager self-service features, applicant tracking, position management, performance management, merit administration, competency and profile tracking, company directory, automated reporting, and robust integrations. Installed separate system for applicant onboarding, HR helpdesk, and employee portal.• Chaired the HR ERP Steering Committee to build and manage the project roadmap. Advocated for resources and funding for projects and to maintain system performance. • Reduced application to offer turnaround from 56 days to 12 days and save $20 million by reducing contingency labor.• Implemented pay for performance including an online performance tool.• Implemented online benefits enrollment that resulted in a paperless process.• Transitioned from paper personnel files to digital. • Led the functional upgrade efforts for three major PeopleSoft upgrades and all minor upgrades.• Completed merit tool RFP. Oversaw development and implementation of a custom tool and eliminated hundreds of hours of HR time previously dedicated to the process.• Wrote and implemented communication plans and content. Other titles: Business analyst

Master Of Business Administration - Mba

Bachelor Of Arts - Ba, Psychology, Minor In Business