Led HR functions for a 3,000 team member health system including: Total Rewards, Physician & APC Compensation, HRIS, Employee Health, Worker's Compensation and Volunteer Services.

Serve as the Strategic HR Business Partner for senior leadership (Vice-President level and above) at four acute care facilities with a total of 534 beds and an emergency medical services group. Provided consultation and guidance to drive culture and people strategies. Translated business needs and strategies to HR Centers of Excellence to drive innovative and practical workforce solutions. Managed regulatory requests from: The Joint Commission, DNV, Commission on Accreditation of Ambulance Services, and other agencies.Key Projects & Accomplishments:• Led Market Expansion Strategy from an HR perspective focusing on:o Opening the first greenfield hospital in 30 years – developing behavioral norms and staffing plans (81% of positions filled by opening in Feb 2022)o Developing risk assessment and retention plan for competitor hospitals opening in the market, including targeted stay interviews and retention bonuses• Developed an Enterprise HR Business Review process, identifying key HR Metrics and translating data into valuable insights for executive teams (VP & above)• Created comprehensive leadership developed program for facility leaders focusing on: retention strategies, behavioral interviewing, and accountability. In 2021, approximately 40 leaders attended virtual sessions.

Provide strategic human capital support for Facility Executives (Vice-President level) at three acute carefacilities and an emergency medicine services group (approximately 5,000 total FTEs) on initiativesincluding new facilities, organization transformation, engagement and workforce planning. Consult onworkforce strategies, compensation, and other HR issues. Translate business strategies and needs to HRCoEs, driving innovative and creative solutions. Manage non-executive workforce impacts. Handle allregulatory surveys and agency requests for HR information.Accomplishments:• Lead project to open the first new acute care facility for the enterprise in 30 years includingstaffing and development of cultural norms.• Created leadership development and resiliency strategies for facilities, focusing on moving onpast COVID.• Key member of the project team for the South Market Expansion – providing project supportand management for the opening of Providence ED and Pineville Bed Tower.• Developed a staffing model for administration of COVID-19 Vaccine, creating dedicated teams ofinternal teammates that does not impact staffing levels of acute care and ambulatory facilities• Led cross functional project teams focusing on recruiting and retention strategies for keyenterprise roles: Surgical Technologists and Certified Medical Assistants.• Served as Project Manager for enterprise-wide initiatives focusing on Return to School andRemote Work, resulting in an enterprise

Serve as the connector between three Total Rewards Teams (Compensation, Benefits, and Retirement) ensuring the Vice President and Directors were aware of ongoing issues and organizational climate. Provide data analytics and project management support to the team and managed the Total Rewards operating budget of approximately $6.3M and provided leadership with reports and budget forecasts. Review and made recommendation for benefits plans

Developed and implemented short and long term strategies for retirement communication and financial wellness education for over 37,000 teammates across all ages and career stages. Researched and resolved escalated teammate issues and provided data analysis for the team. Managed the process to provide 6500 teammates with annual automatic retirement contributions.Accomplishments: - Created a content driven Yammer group focus on providing timely and relevant financial wellness and retirement.- Developed and implemented a quarterly dashboard for Compensation and Benefits.- Developed an education strategy specifically aimed at increasing the retirement readiness of teammates earning less than $30,000 annually. Over a 6 month period, participation in the 401(k) plan increased by 5%.

Member of the Stonewall Sports Charlotte Executive Board responsible for the strategy and oversight of:- Diversity and Inclusion- Player Engagement for 1,600 players- Community Engagement and Partnerships- Stonewall Sports Charlotte Run Club- Volunteer and Community Service Events

Administered standard and ancillary benefits for 350+ eligible employees using BenefitSolver. Served as the main point of contact regarding employee benefit questions and issues with carriers. Managed all benefits, retirement, and recruiting communications and managed the employee intranet using SharePoint. Create and managed a process for ACA compliance including preparing and distributing form 1095-C. Administered the 403(b) retirement plan as well as led audit cycle. Managed wellness strategy and managed existing incentive programs. Handled all recruiting for faculty and staff through the lifecycle, including administration of background checks and onboarding all new hires. Managed annual recognition program for employees with 25 years of service. Managed an annual Open Enrollment period. Supervised a Work Study student. Accomplishments: - Assisted in the decision, transition, and implementation to becoming a self-insured plan, saving the university approx. $1,500,000 per year- Led and managed the implementation of critical illness, legal, and pet insurance- Key player in the development of a comprehensive Wellness Strategy including:• Insourcing and rebranding of the Queens Wellness Clinic, resulting in higher quality of care and expected cost savings• Evaluated existing wellness incentive program and managed tracking of participants• Analyzed and reported usage and feedback of Queens Wellness Clinic • Creating an outcomes based wellness program to be launched in 2017.- Transitioned enrollment software vendors for the university, resulting in a $1,000 monthly savings and increased satisfaction- Designed, created, and distributed Total Compensation Statements for approx. 400 employees with varying benefits- Managed benefit portion of payroll outsourcing project- Managed the transition to a new retirement platform

Processed all initial unemployment claims and employment verifications. Provided onboarding assistance to Store Management using Taleo Solutions while monitoring new hire compliance. Gathered and analyzed data from calls and tickets to create support reports to develop actionable plans to provide assistance. Monitored and investigated all paid timely errors to ensure associates were paid on time. Responsible for photo-matching and closing all E-verify cases created. Communicated updates and reminders on HR policies and topics to Store Management via Store Walk memos. Served as back to the HR Service Call Center providing general information about: 401k, benefits, compensation, retirement, and other HR topics. -Developed a document matrix and standard response for all initial unemployment claims.-Audited and developed a retention plan for offsite files.-Created a process for monitoring compliance for Onboarding.-Created a process for monitoring and improving hire date compliance.-Developed a process to gather and analyze new hire punch data; resulting in a decrease in non-compliance by 37.4% to date.

Executed all pre-determined marketing for Dining Service and Facilities Management. Monitored social media using Spredfast and HootSuite to increase traffic and exposure. Developed small IMCs for various special events.Managed the on campus Sustainability program:Developed an IMC focused on increase the rate of recycling through targeted social media posts and events. Increased the rate of recycling by 5%.Managed the entire project lifecycle of Erskine College’s 1st Sustainability fair including all marketing and operations functions. Resulted in over 300 attendees