As an advisor at Vizance, Kurt's goal is to craft employee benefits programs for his clients that fit their needs around recruitment and retention, company culture, and long term objectives. He seeks to understand both the struggles and the goals of his clients so that he can provide insights and perspectives to their specific challenges. Kurt strives to explain complicated technical matters simplistically, communicate proactively, and follow through with honesty and integrity.

• Assisted in change management project of 6 month transition of 65 centers to new ownership and management, minimizing impacts on departments such as IT, HR administration, benefits, and regulatory compliance. • Directs a team of six regional HR managers to develop, produce, and deliver custom recruitment, retention, and orientation solutions that support broader business and workforce priorities. • Drives the use of succession management tools, and coordinates process to ensure the professional growth and development of leadership staff at all levels across the company. • Develops and delivers presentations to company Principles regarding HR strategies such as recruitment, retention, orientation, and succession planning. • Trains all levels and disciplines of business leaders on employee relations via assessment tools and learning systems to promote communication, conflict resolution, and supervisory best practices.

• Upon graduation from UW-Madison MBA promoted to Area Human Resources Director to oversee HR function for area including HR planning, recruitment and selection, employee relations, disciplinary policy and procedure administration, training, and salary and wage administration. • Consulted with business leaders to ensure policy and procedures are understood and applied fairly and consistently• Liaison with operations, clinical, and executive leaders in development and maintenance of a comprehensive succession planning and high potential assessment system.• Worked with business leaders on ad hoc and regular wage surveys. Conduct cost benefit analysis to ensure a healthy and competitive wage structure is in place in each market. • Assisted business leaders in the resolution of broad scale employee issues. Including preliminary interviews and documentation of findings and recommendations relating to employee complaints. • Functioned as a resource for business leaders as pertaining to Labor Relations issues such as interpretation of Collective Bargaining Agreements, contract negotiations preparation, and resolution of grievances.

• Promoted to HR Manager while completing part-time MBA through UW-Madison. • Analyzed data from various systems pertaining to labor management in order develop action plan in concert with clinical and operations business leaders on more cost efficient labor usage strategies.• Reduced front line staff overtime costs by 23% from 2013 to 2014 Area wide with custom center level based tactical plans focusing on scheduling best practices. • Conducted onsite HR audits to ensure compliance with various local, state, federal laws and company procedures as well as determine the extent of any employee relations issues. Reviews audits with business leaders to determine what corrective actions should be taken.

• Responsible for full-cycle recruitment of management and director level accounting, clinical, operations, and sales roles. • Partnered with three HR directors and ten operations directors in employee relations providing timely feedback in succession planning and retention policy. Identified and selected top current employees for leadership development including training and support, while assisting low performers as well. Resulted in a 26% decrease in annual open headcount from 2012-2013.

• Developed new revenue streams at traditional legal recruitment firm through placement of accounting and administrative professionals.• Formed a passive candidate pipeline through sourcing strategies such as referrals, cold calls, data mining and Internet searches, position posting and networking.