As the Vice President of Human Resources at The Lundquist Institute, I lead strategic HR initiatives that align with our mission to advance biomedical research and innovation. With a focus on fostering a collaborative and inclusive workplace culture, I develop and implement talent acquisition, retention, and development strategies that empower our diverse workforce.My role encompasses driving organizational effectiveness through effective performance management, employee engagement, and leadership development programs. I am committed to enhancing the employee experience while ensuring compliance with labor regulations and promoting diversity, equity, and inclusion across all levels of the organization.By leveraging data-driven insights, I partner with executive leadership to shape the Institute’s workforce strategy, enabling us to attract, develop, and retain top talent in the competitive landscape of research and healthcare.

Responsible for shaping and implementing the organization's strategies, driving human capital management strategy, and fostering a positive workplace culture. The VP of Talent Acquisition and Compensation will oversee the Human Resources Operations, organizational development, and internal communications.

As the Vice President of Human Resources and Workforce Development (VP HRWD) I am a member of the Executive team and have responsibility for overseeing, planning, designing, and management of the overall HR function for the organization, including assessing, creating, and deploying a strategic HR plan that supports Hollywood Presbyterian Medical Center’s mission, vision, and values. Key responsibilities include but not limited to all functional areas, including workforce planning, talent acquisition and retention, onboarding, compensation planning, performance management, employee engagement, benefits, training and development, HR technology, records management, compliance, succession planning, employee relations, and all related administrative processes.

Responsible for providing strategic direction, vision, and guidance in the integration of the Human Resource strategies, operations and services in order to advance and align strategy and structure with talent to achieve organizational goals. Serves as a member of the HR structure in achieving implementation of an HR service delivery model which is responsive to and supportive of organization and business needs, goals and objectives, while embracing the mission and core values of 4 hospitals in the market. Reports to Group CEO, responsible for 5 direct and 26 FTE’s.

Responsible for employee relations, labor relations, employee health services, compensation and benefits, HRIS, and hospital policies and procedures. Partners with Medical Executives (Physicians) focusing on ensuring compliance with all federal, state and local regulations governing employment and labor relations. proactively works with hospital leadership to manage the people metrics with the expected outcomes of minimal turnover, effectively managed SWB expense, high employee engagement, high quality patient care, and excellent experiences for all patients, visitors, physicians and employees. Reports to CEO, responsible for 3 direct and 10 FTE’s.

Responsible for strategic workforce planning, as well as the day-to-day HR Operations within the hospital. Focused on the acquisition, development and culture of the best talent, critical drivers to achieve Tenet’s goal of becoming the best place to work in health care. Proactively works with hospital leadership to manage the people metrics with the expected outcomes of minimal turnover, effectively managing expenses, high employee engagement, high quality patient care, and excellent experiences for all patients, visitors, physicians and employees.

Manages the oversight and strategies of the Human Resource Business Partners, Employee Relations and Labor Relations within Human Resources. Responsible for driving the execution of employee initiatives of engagement, retention, and development of the organization through these teams. Ensures projects, programs and priorities of the Senior Vice President of Human Resources are carried out to completion. Identifies opportunities to improve strategic, financial and operational performance under areas of influence. Generates business plans and financial analyses to support the development and/or expansion of organization Human Resource programs. Advises senior management on a regular basis.

Responsible for (HR) practices including but not limited to employee relations, recruitment and retention, coaching/performance management, legal/compliance, compensation, work design, learning/training/development, organizational development, succession planning, standard administration and special projects.

Responsible for successfully providing a broad range of human resources consulting services to client companies to maximize client management of human capital and positively impact client company profitability and BBSI initiatives.

Responsible for managing Human Resources for Corporate and Western Divisional facilities (1,200 employee’s multi-state) in a shared services environment. Functional areas of responsibility include: Training & Development, HR Projects, Performance Management, Talent Acquisition and Workforce Planning, Employee Relations, Legal, Policies and Procedures, Compensation, Rewards & Recognition, HR Administration, HRIS, Organizational Development and Benefits.