Lorraine Ortiz Email and Phone Number

Butler University is a private, liberal arts university founded in 1855. With over 85 major academic fields of study and a member of the Big East conference, Butler is ranked by USNWR #1 Midwest universities and #1 in the Midwest as most innovative schools for 6+ years. - Through extensive needs analysis implemented institution’s first strategic human resources department committed to consolidating services and serving the needs of all Butler faculty and staff. Accomplishments include: o Within 6 months, implemented a comprehensive process to hire employees in over 50% of the country addressing the strategic needs of the university’s while remaining legally complianto Conducted audit of human resources and business policies and procedures resulting in the purchase of a comprehensive cloud-based ERP system including consultative services and hiring back-fill for go-live- Instituted organization’s first strategic change management philosophy and process for all major changeso Instituted university’s first human resources departments dedicated to organizational development, total rewards and talent acquisition to meet the long-term strategic needs of the University and resulting in:- reduction in time to fill from over 90 days to 56 days- development of a crowd sourced set of behavioral competencies to be used across the employee life cycle- complete overhaul of total rewards connections with vendors resulting in savings of nearly $100,000o Delivered a re-imagined performance review addressing professional needs of staff and informing a newly implemented succession planning programo Launched a strategic communication process to provide information, tools and resources for all levels to collaborate in and be informed of changes happening within human resources and the institution o Elevated, skilled up and reorganized human resources staff to strategically support the needs of the university’s long-term goals

Indiana’s only comprehensive, 4-time Magnet designated, nationally ranked children’s health system. Riley is a level 1 pediatric trauma center. With a team of 400 pediatric specialists and 3,100 staff team members, Riley is ranked by U.S. News & World Report Best Children’s Hospitals in ten of ten specialties. Serving as the VP of HR and dual reporting to the President and Chief Human Resources system leadership, the Riley HR team has a total team of 7 with 3 direct reports.Accomplishments:Created and implemented first multi-year HR strategic plan to align organization’s talent around business strategies and goals.o30% increase to overall engagement versus goaloOne of three business regions with statistically significant improvement in employee engagementoInstituted peer driven steering committee to decrease turnover and focus on well-being resulting in 183% reduction in first year turnoverConducted needs assessment around leadership development and implemented program addressing communication, team dynamics, emotional intelligence and motivational leadership. Accomplishments:oDevelopment of executive coaching programoInstituted succession planning model resulting in promotion of 8+ high performing leaders to senior level positionso8-module series including a mix of didactic sessions and group coachingoLaunch of customized leadership development for high potential/performing leaderso90+% leader attendance in trainingoInstituted talent review and succession planning model through manager levelDeveloped and implemented multi-year diversity and inclusion strategy. Accomplishments: Leader commitment to ensure diverse candidate slates in every leader openingoImplementation of three-prong approach to inclusion: focusing on leaning into diversity topics and perspectives, celebrating each other and our experiences, and reviewing the current way we practice healthcare to remove biasoImprovement in employee engagement among all demographic groups

The third largest of 160+ non-profit Goodwill’s in North America, Goodwill of Central and Southern Indiana serves in 39 counties and provides services to thousands of individuals and families each year. Goodwill's retail division supports two missions: education through operation of a fully functioning high school and improving infant mortality through a Nurse-family partnership to serve underrepresented, first time moms with pre-natal care. Served as the Director of HR, this role dual reported to the Vice President of Retail and the CHRO. As the Director of HR for the retail division, supported the largest arm of the enterprise of 3,000 team members, 30 retail stores and 3 warehouses across Indiana. The retail HR team was comprised of 3 direct reports serving as generalists and supporting all areas of HR – talent acquisition, compensation, benefits, employee relations, training, development and compliance.Accomplishments:Developed and implemented talent management strategy to meet business objectives.o First structured hourly orientation and cross-training program to increase retention and provided for succession planning across divisions.oCompany’s first leadership sexual harassment training and customized training for individual cases.Served as lead project manager in 6-month implementation of HRIS Workday system.Systemized approach to compliance activity resulting in:o100% success rate in EEOC claimso94%-win rate for new unemployment claims and savings of $218,000oDeveloped first ADA compliance Interactive Accommodation Process with first year savings of $300,000oCreated and implemented of bi-annual compliance audit to ensure best and equitable practices in compensation, performance management, and talent acquisition reducing number of FLSA issues by 90%Improved long-term retirement outlook for hourly staff by educating team members on retirement plan. Outreach resulted in a 40% increase in participation.

A family owned restaurant chain of 30 stores in Illinois, Ohio and Indiana with 1,000 employees and operating as a well-known mid-size employer in the state of Indiana. Reporting directly to the CEO, led the function of human resources including talent management and served as fiduciary to benefit and retirement plans. The HR department was comprised of 4 direct reports.Accomplishments:Led operational system project to upgrade Kronos and launch new, modernized point of service system from purchase through change management and training with initial savings of $100,000.Reviewed and aligned restaurant’s organizational structure to better meet business need resulting in a first-year cost savings of nearly 1 million dollars.

Regional HR ManagerStarting in a small booth in Los Angeles’ Grand Central market, 99 Cents Only Stores grew to a publicly traded company with over 350 stores in California, Arizona, Nevada and Texas with over 11,000 team members and annual revenue in excess of $500 million. The company’s mission is to provide quality products at extremely affordable prices. Reporting directly to the Vice President of Human Resources, served as Senior Regional HR Manager leading all functions of HR operations for nearly 30% of the stores with 12 direct reports.Accomplishments:Served as senior level, strategic HR thought leader and change partner to translate and operationalize corporate strategic objectives to meet needs of business. Accomplishments included:oEmployee turnover decrease from 125% to 87% over a 6-month period.oLed change management initiatives for region resulting in overall average sales increase of 12%.oExpanded the company’s footprint with opening over 150 stores throughout 4 states (California, Arizona, Nevada and Texas) recruiting 75% of all management and approximately 25% of all non-management staff for all stores.Researched, developed and successfully presented business plan to board of directors to launch expansion into new territory (Texas) resulting in 20 stores and a distribution center in 2 major metropolitan areas.Developed company’s first succession planning system to include field management training program, internal promotion processes, revision of new hire orientation.

The County of Orange Social Services Agency (SSA) operates under the policy direction of the Orange County Board of Supervisors and the California Departments of Social Services and Health Services. SSA is responsible for planning, implementing, and operating many of the social services programs provided by the County of Orange. Reporting to the HR Director, served as a senior level HR Analyst and strategic business partner, operated as single point of contact managing the Adult Services and Assistance Program to provide HR services to over 1,300 union employees.Human Resources Analyst IIIAccomplishments:Developed agency’s first committee to address abuse in inappropriate use of agency equipment including collaboratively working with IT to implement filters and the DA’s office to arrest those accessing sexually explicit/inappropriate material.Counseled managers regarding sensitive and highly confidential compliance/discrimination issues.Worked with executive team to develop and implement HR programs, policies and procedures consistent with overall company objectives, mission and values.

In business for over 30 years, COA, Inc. is considered one of the leading national furniture distributors in the United States with 7 branches nationwide. Reporting directly to the Vice President of Administration and Human Resources, provided HR Generalist support for California, Texas, Illinois and Georgia branches including recruiting culturally diverse talent, leader development and reducing turnover.HR GeneralistAccomplishments:Served as company’s in-house legal counsel responsible for all employment law and the company’s Affirmative Action plan.Developed company’s first bilingual newsletter.