• Strategically consult with senior leadership on departmental strategies, employee engagement, retention and recognition. • Counsel, guide, and educate managers for optimal performance and resolution of complex employee relations and performance management/discipline matters• Provide HR Policy consultation, guidance and interpretation for employees, managers and executives.• Respond to and resolve complex employee complaints regarding policy violations, such as allegations of discrimination, harassment, and other work-related issues originating from the employee ticketing system, hotline and other sources.• Conduct investigations and prepare relevant documentation, partnering with senior management and Legal as appropriate.• Recommend appropriate resolution of complaints, develop action plans and follow up to ensure completion.• Coach and advise managers on performance management and discipline matters; ensure documentation is in place and strategize appropriate corrective action steps. Review draft performance improvement plans prior to delivery to the employee.• Consult and review involuntary terminations. Collaborate with management to properly mitigate risk and conduct stay interviews.• Develop position statements in response to local, state or federal complaints, charges, audits and other legal matters.

-Develop, guide and maintain the Human Resources and Risk Management policies and procedures for the organization. This includes determining solutions across a full range of HR functions, including recruiting and retention, culture, diversity, compensation and benefits, affirmative action programs and processes, and employee relations.-Ensure compliance with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.-Develop human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances.-Partner with new vendors to implement OFCCP compliance programs, implement a drug testing program for new hires and review performance management software for future implementation. -Create, implement and train senior management on succession strategies to align with organizational goals.-Supports management by providing human resources advice, counsel, and decisions; analyzing information and applications.-Handle all high level employee relations and advise management on various options to mitigate risks.-Respond to all government agencies regarding employment related matters.-Draft and implement new policies and procedures throughout the organization.-Facilitate the development and establishment of the current recruitment process and implement reporting and metrics to measure talent acquisition processes. (Some of the positions include MDs, RNs, clinical and medical writers, engineers, scientists along with other various positions)-Develop a branding campaign at attract high qualified applicants.-Streamline processes to ensure efficiencies.-Mentor and train staff members.

• Participated in establishing long and short-range strategic and operational plans consistent with the organization’s mission and objectives.• Responsible for staffing selection, training and development, performance management, benefits and salary administration, corrective action, and communication.• Created and administered new benefit and compensation plans for the organization.• Handled all workers’ compensation, OSHA, HIPAA and malpractice questions and concerns.• Administered operating budget for the Human Resources Department.• Oversaw the daily administration of physician/CRNA recruitment, credentialing, and privileging• Managed physician, Corporate and CRNA professional liability policies.• Partnered with outside vendors to assist with various employment related practices.• Served on various planning committees for the organization.Key Accomplishments: o Developed SOPs for credentialing to bring CRNA and Anesthesiologist on staff.o Successfully developed and successfully staffing a model to bring medical billing in-house.o Implemented a new benefits plan for the company.

• Served as a strategic partner regarding various human resources activities which included the following: investigations, senior level recruitment, benefits, workers’ compensation, payroll, compensation, training and unemployment claims.• Handled all human resources related items within the East Coast Region.• Lead the talent acquisition programs through development of key partnerships with trades organizations, Tech Schools, colleges, and universities within the region.• Partnered with senior leadership to diagnose organizational issues and designed targeted improvement action plans.• Assisted senior leadership with due diligence on merger/acquisitions.• Drafted and responded to EEOC and OFCCP notifications for the region.• Revised job descriptions across all levels of the organization. • Developed the employee manual covering issues including disciplinary procedures, code of conduct, FMLA, ADA, FLSA policy and benefits information.• Coordinated all workers’ compensation claims and learning opportunities with management. • Conducted OFCCP and human resources audits throughout the region.• Partnered with the Legal Department for all matters within the region.• Lead the formal performance management process, succession and salary planning initiatives, ensuring alignment within corporate/regional goals and expectations.• Supported multi-site facilities.Key Accomplishments: o Successful completed 4 onsite OFCCP audits with no violations.o Created the organization’s first Handbook and various policy and procedures.o Streamlined processes to increase efficiency within the organization.o Implemented procedures to save the company $300,000.

• Provided consultative employee relations support to business units and employees to include; problem solving diverse employee relations issues, ensuring effective resolution to concerns are in accordance with policies and governmental regulations.• Assisting clients throughout the United States in a virtual environment.

(Recruited accounting and finance professionals throughout United States; positions range from Accounting Clerks to CFO’s) • Interviewed, referenced and screened consultants, and market job openings on various job boards.• Utilized social media forms to attract top talent.

(Supported the Mortgage, Indirect Lending, Marketing, Credit Policy, Workout and Commercial Real Estate and Industrial Lending Departments. Handled all human resources related activities from full life cycle recruiting to strategic planning within these departments • Implemented, researched and resolved issues as an Applicant Tracking System Administrator; collaborated with external vendors.• Analyzed and recommended recruiting strategies for senior level position using creative Internet recruiting techniques.• Designed and created various HR reports used as metrics throughout the organization.• Supported multi-site facilities. Key Accomplishments:o Devised succession planning system: identified internal personnel with potential to fill key positions resulting in lowering of risk and raising staff morale.o Extensive collaboration with the legal department to ensure thorough and accurate documentation of EEOC and PHRC claims.o Implemented priority placement policy, successfully reorganizing selected employees in new positions depending upon skills set resulting in no employees being displaced.o Partnered with senior management to analyze employee satisfaction survey; implemented action plans.o Created an internal employee referral program; successfully launched a company-wide marketing campaign; decreased professional recruiter costs by 20%; cutting ($250,000 from the budget).o Reviewed, recommended, and implemented compensation strategies resulting in increased qualified applicant pool and decreased the time to fill per requisition.

Human Resources Business Partner, Rehabilitation Division, (2003-2007)(Supported the Rehab Division• Developed and executed recruitment and retention strategies; conducted employee opinion surveys; managed external vendor contracts.• Conducted salary analysis and implemented new salary structures.• Facilitated dispute resolutions between employees and management; handled investigations and employee engagement.• Managed all aspects of unemployment compensation/exit interview process.• Mentored newly hired HR professionals.• Supported multi-site facilities.Key Accomplishments:o Active participant in JCAHO, OFCCP and state mandated audits.o Successfully hired the top pediatric audiologist in the nation.o Created/produced manager’s policy and procedure manual and performance management system; o 1st in history of the department.o Built strong communication strategies with employees resulting in long lasting union avoidance.o Developed and facilitated training on ADA and assisted management in hiring individuals with disabilitiesHuman Resources Business Partner, Biotechnology /Research Division (1999-2003)(Supported the Scientists, Lab Managers, Clinical Trials Office, Regulatory Affairs, Grant Writers and Animal Lab Facilities. Handled all human resources related activities from full life cycle recruiting, compensation issues to training within these departments.)• Strategic advisor to management in employee relations, staffing, performance, and change management initiatives.• Strategic advisor to management in employee relations, staffing, performance, and change management initiativesKey Accomplishments:o Assisted with the creation of the hospital’s 1st Clinical Trials Office from the ground floor to over 55 employees.o Devised and implemented new policy and procedures concerning visa process for immigrant medical students and post-doctoral fellows.o Established new processes/procedures to decrease down time for new and replacement requisitions.