Laura Stark Email and Phone Number

Oversee all aspects of HR for one of the nations leading CNC machine tool distributors. We have office locations in the Midwest, South and Mountain regions. We bring next-generation manufacturing environments to life. Our culture is who we are. It is how we come together to support each other in pursuit of fulfilling our mission as a team. Our culture guides our actions so that we can help each other achieve personal and professional goals while also making Hartwig both an excellent place to work and do business with.

Oversight of behavioral health organizations human resources department that supported programs in Alabama, Missouri and California. Particular focus on talent acquisition & onboarding, compliance & risk mitigation, employee engagement, corporate restructuring, strategic planning, project management, compensation & benefit administration.• Implementation of Applicant Tracking Systems, which consolidated and standardized the recruitment and onboarding processes, decreasing time to fill for an average of 30 days. • Worked with executive leadership team and in-house counsel to manage all aspects of organizational restructure. This involved a compassionate approach with impacted employees with execution of 90% of the Separation and Release Agreements. • Created and applied employee handbooks, established new hire orientation and on-boarding processes. • Developed training for young management team that provides tools to resolve issues in order to maintain positive employee relations while mitigating risk. • Redesign and automation of new hire evaluations, competencies and annual performance evaluations. • Partnered with health insurance brokers to assess and introduce new plan options. Successfully transitioned to a calendar year renewal and introduced a High Deductible Health Plan with a 25% conversion from PPO plan. • Managed evaluation, implementation and administration of employee benefit programs. Introduced Benefit Administration System that automated enrollment for newly eligible and open enrollments. • Developed company’s first compensation model that includes market competitive analysis, creation of pay ranges, in-depth review of workforce to develop an Executive Summary which resulted in action items that better positioned organization for competitive hiring and retention. • Partnered with senior leaders to develop Bonus Plan tied to annual strategic goals and performance metrics.

Worked with appropriate talent acquisition leaders to develop and sustain infrastructure required to create effective and measurable recruitment and retention programs. Some programs were consistent across the enterprise while others were unique to a facility’s needs. Performed ongoing monitoring to ensure compliance with established procedures to measure effectiveness. • Participated in annual workforce planning sessions to determine hiring needs based on strategic goals. Developed and executed recruitment strategies while working closely with leaders throughout Mercy to monitor effectiveness. • Member of Mercy Signature Service team responsible for developing and implementing program to re-affirm employees continued commitment to the organizations culture. • Trained talent acquisition teams on new processes to ensure compliance with regulatory requirements. • Managed project plan for a $3.2 million conversion to a standard uniform program. Over 23,500 employees were fitted and 223,000 pieces of apparel were distributed over 1.5 years.

Managed the day-to-day activities of the regions Talent Acquisition Team which handled all vacancies for two hospitals, 100+ clinics, corporate services and executive recruitment. Partnered with leaders to create and execute solutions for high profile recruitment and onboarding projects that supported newly built and acquired facilities/clinics, a benefit call center, and the expansion of IT and revenue teams. • Consolidated and standardized the recruitment and onboarding processes for three Talent Acquisition Teams. Successfully eliminated agency nurses and decreased overall openings from 600 to ongoing management of 400. • Assisted in the selection and implementation of a system wide applicant tracking system. Designed the external application and redesigned the transfer and onboarding processes.• Developed creative sourcing techniques to find passive job seekers, including the areas first healthcare mobile enabled career site which included a Candidate Management System.• Partnered with large national job board to implement a Talent Network Career Site which included SEO as well as a two-way candidate experience.

Managed ongoing recruitment function for the newly formed electronic health records (Epic) project team with a focus on effective recruitment and retention. Provided project management support to enterprise leadership team during ongoing implementations in a four-state area. • Designed and facilitated a process to staff 400 positions that were critical to the project’s success. Created a progressive approach to hire an additional 200 Trainers to support implementations. The approach was later recognized as a Best Practice approach. • Significantly decreased the health systems reliance on external executive recruiters by creating an in-house Executive Talent Acquisition Team, which included a bill back structure to support the ongoing expense. • Created a Workforce Management Crisis White Paper which defined the current and future state recruitment needs. Based on identified trends, developed a plan to support the Diversity Recruitment & Retention Plan as well as other organizational strategic goals. • Member of committee that assessed Cultural Fit which resulted in the creation of a new interview tool.

Performed ongoing research of HR best practices. Developed and executed recruitment plans to support the organizations workforce management needs. Managed organizations attendance as an exhibitor at national healthcare association annual meetings. • Eliminated dependency on advertising agency by fostering a relationship with the organizations marketing team for the development of collateral materials to support system-wide recruitment programs. • Developed a Candidate Relationship Management Program to foster relationships with candidates through creative courting and branding. • Managed all aspects of college recruitment to include on campus visits and an annual communications plan which branded the company as an employer of choice and expanded the pipeline of potential candidates.

Liaison between various departments within a recruitment ad agency and healthcare HR executives. Accountable for all aspects of client portfolios of work. Lead strategic conversations with clients and directed the execution of strategic recruitment plan actionable solutions. • Executed annual media plans to increase applicant flow for difficult to fill position. Plans included the use of the most effective type of advertising and promotion based on current trends. • Developed retention programs to effectively decrease turnover rates, promotional programs to introduce brand changes as well as participation in annual association meetings.