CPOHQ: the #1 place for Chief People Officers to learn from each other.

Everyday I have the opportunity to work across our People Services team to design and implement employee experiences that support an engaged and committed workforce. With focus areas that include employee on boarding, performance incentives and goal alignment, and career development I love the chance to contribute to making our organization a great place to work.

As a member of the Human Resources leadership team, this position allows me to lead development and engagement strategies in a diverse operating group made up of over 6,000 associates.My current projects include transition away from traditional performance evaluations to focused development plans and establishing a coaching model that allows leaders and associates to engage in conversations that connect them to our organization's purpose and inspire growth.

Responsible for leading human resource strategic planning activities and project execution, including technology implementation and budget planning, for a cross function of human resource teams including recruiting, compensation, learning and development and HR Analytics.Regional leader for the Center for Continuous Improvement, the region’s quality and performance improvement team. Developed regional strategy for continuous improvement including experiential learning and development plan and an integrated scorecard to demonstrate value proposition of performance improvement initiatives across the region.

Act as an advisor and thought partner in the execution of the regional operations strategy. Work with key stakeholders to advance senior leadership's project portfolio and develop integrated functional projects, communication plans and dashboards to ensure line of sight and project alignment for all operations areas.

In partnership with business leaders, develop human capital strategies for their functions that support business objectives. Plans included workforce development strategies for current and future business needs. Act as liaison between all human resource services and the business including support of organizational redesign. Create success profiles that identify the current and future leadership needs, support leadership development efforts to minimize these gaps. Efforts include identifying appropriate development programs and leadership experiences to support individual development plans. Co-Lead of the National Leadership Development Network. Responsible for supporting alignment of regional succession planning strategies and integration with program office strategy.

Developed multi session leadership development programs for high potential leaders throughout the organization. Led the needs assessment, curriculum development, and follow up measurement for the programs.Provided leadership-consulting services to all levels of management, including senior health plan leadership. Services include coaching, performance management, team building, change management and development of customized training interventions for departments.Implemented methodology to develop training that is linked to organizational business objectives. Methodology includes measurement criteria to ensure that training programs are supporting organizational goals and achieving desired business outcomes.

Responsible for coordinating all non-clinical facility training, including New Employee Orientation, leadership training, annual regulatory training and customized training for individual departments. Applied adult learning principles to ensure success of workplace learning initiatives. Administered the web based learning management system including the conversion of instructor led training to computer based learning modules. Provided design and development services to content experts and provided support to leaders as they changed from instructor led to web based training modules.Provided technical writing assistance to departments; created training manuals and job aids in conjunction with department subject matter experts.Conducted annual needs assessments to gather feedback from supervisors and staff on the training needs of their departments. Worked with department leadership to create a strategic training plan that met their needs. Created and implemented an on-boarding process for employees. Process spans from acceptance of offer through the first six months on campus.Created the HR Scorecard, designed to provide quantitative data to HR leaders for decision making and strategic planning. Developed and maintained the internal Human Resources site and external recruiting site for the HR department. Continually searched for new ways to improve recruitment efforts.

Coordinated activities supporting the hospital’s Malcolm Baldridge Award application. Coordinated communication materials on behalf of the senior executive group to all employee groups within 100 bed hospital facility. Maintained facility web site.Organized hospital events, including fundraising, employee recognition and community activities. Planned and facilitated new hire orientation for the campus.Acted as a liaison between the executive office and outside entities; building effective relationships with senior leadership of partner organizations, resolving patient issues and promoting a positive image for the executive office.Coordinated campus change from traditional accreditation to a continuous readiness model for Joint Commission accreditation.Directly responsible for the leadership of the four full time office staff; indirectly responsible for 20 administrative support roles though out the campus.

Participated in strategic planning and process design during the pre-opening phase of a 2,985 room hotel. Implemented operational plans for a variety of areas including, guest services, bell services, room inventory control. Provided change leadership throughout the planning and implementation process. Directed the training for 150 employees and implemented sustainable training initiatives for post opening new-hire training, enabling employees to provide consistent world class guest service. Developed written materials to support the training initiatives. Partnered with revenue management to develop and implement a sales strategy that increased occupied room nights and average daily rate. Trained managers and line employees to implement strategy.Managed the reservation call center for a 548 room hotel and conference center. Redesigned the organizational structure of the department, including reclassification of employees and changing department practices to better meet the needs of guests and meeting planners. Responsible for partnering with convention services to manage room blocks and maximize block utilization.