Provides seasoned, strategic, customer centric and innovative people support for a fast-paced, growing medical service provider. Serving metro-Atlanta, Advanced Urology and Advanced Gynecology is home to the most progressive, experienced, and successful urologists and urogynecologists in the country. Over the past eight years, Advanced has grown to 11 clinics, 8 ambulatory surgical centers, 400+ employees, nearly 27 Physicians and 7 Advanced Practice Providers. • While operating in a fast-paced environment, led establishment of the following core Human Resources functions, standards and operating structure. High performing HR team built around core responsibilities: 1. employee: communication, engagement, recognition, rewards, and retention; 2. talent management: succession planning, organizational effectiveness, training and career development, performance management, employer branding, selection and onboarding standards; 3. Human Resources Operations: employee relations, policies, legal compliance, wellness benefits, forward leaning workforce planning methodology / process to includes consideration of terminations, growth, internal movement and market. • Continue to lead the organization through the unprecedented COVID-19 Pandemic. In close collaboration with leadership, support employee mental and emotional wellbeing to keep safe, motivated and productive. Nimble, rapid and compassionate scaling of workforce, in response to local, state and national government and agency guidance. • Scope of responsibility broadened to manage and oversee Provider Services; provider workforce planning, selection, onboarding, engagement, compensation and investments, development and governance.

Provide strategic Human Resources Business Partner support and oversight to the Physician Enterprise, Atlanta and Athens hospitals. 17,000+ employees, 10 hospitals, 2500 physicians, manage team of 16 HR professionals. • Responsibility for various departments throughout tenure; Employee Relations, Training & Development, Talent Acquisition, HR Business Partner, Diversity • Selected to create and lead the integration strategy for the largest integration at Piedmont • Created and deployed a talent review strategy for physicians, resulting in an increase in physician administrative leadership• Created and implemented targeted employee engagement initiatives resulting in a 10% reduction in turnover• Created a high performing Employee Relations Center of Excellence structure resulting in a 50% reduction in external employment claims and significant reduction in costs – and revised and consolidated over 100 unique policies to a standardized structure compliant with applicable laws and supports the business strategy• Developed the strategy for a diversity and inclusion program; leading implementation to include change management strategies, training and business resource groups• Led cross functional team to design and implement a targeted recruiting and onboarding plan for Cardiovascular ICU nurses resulting in 47 nurses in 3 months• Implemented employee relations case management tool and created a dashboard to monitor performance and respond to trends • Led system-wide manager effectiveness team resulting in a standard leader orientation program, increase in training investment and an easy to use 30 page resource guide for people leaders

Provided strategic Human Resources Business Partner support and oversight to Supply Chain, Research & Development, Sales & Marketing and Finance, and directed the global Employee Relations department. 4,000+ employees across 40 countries, managed team of 10 HR professionals. • Promoted from Sr. Manager Employee Relations to Director Employee Relations & HR Business Partner • Established a “start-up” Employee Relations department, including centralized policies and procedures, management training and internal HR processes • Led, developed and directed the integration of HR policies and reductions in force for all acquisitions • Reduced external employment claims by 40% and decreased costs • Provided experienced, practical advice to global human resources team and people managers for each step of the employment cycle• Investigated and responded to all highly sensitive employment matters, such as harassment, discrimination, workplace violence, EEOC charges, and employment lawsuits

Provided strategic human resources support and oversight for a diversified ground transportation services company. 1,600+ employees, 13 locations across 4 states, manage team of 3 HR professionals. • Led, organized and implemented the transition to a stand-alone company in 2003, including developing an employee handbook , performance management system, employee newsletter, affirmative action plans, and health and 401(k) programs• Organized and implemented the transition back into a larger organization (Coach America) in 2006, including consolidation of policies and procedures, payroll systems, and benefit programs • Managed all aspects of a union campaign which resulted in 113 votes for the company and 23 for the union • Administered all affirmative action plans and managed two on-site OFCCP audits and received “no deficiencies or violations” letter from OFCCP• Led and directed the closing of two locations, including separation packages and outplacement services • Led and directed the acquisition of a subsidiary, including hiring, benefits and onboarding• Designed and implemented a targeted recruiting strategy for drivers across the United States and became the lead on staffing for new contracts or where we had driver shortages• Managed all benefit programs, including renewal process, satisfaction surveys, and communications • Led the transition from a dial up payroll system to an HRIS system, resulting in access to useful job information for business leaders• Investigated and responded to all highly sensitive employment matters, such as harassment, discrimination, workplace violence, EEOC charges, employment lawsuits, wage and hour audits, and union campaigns• Provided guidance to management on all personnel matters, such as terminations, disciplinary action, performance appraisals, labor negotiations, employee relations, recruiting plans, etc.