Drove client-focused growth strategy for a global healthcare logistics and supply chain company as a tactical, consultative, and trusted client partner for a 6-state territory, managing a 100+ account portfolio valuing $44M in annual revenue.- Built and maintained a new business pipeline including market and competitive research, strategic prospecting, relationship management, lead qualification, proposal development, and contract negotiation, securing contracts valuing $250K+.- Fostered existing business growth through performing quarterly business reviews to address utilization trends, new product offerings, and cost savings opportunities, contributing to growing client spend by up to 15%. - Enhanced the client experience by empowering streamlined ordering, reviewing delivery accuracy, and proactively forecasting inventory needs, maintaining a 5-star client rating.

Directed practice integration and change management for leading regional healthcare system including people strategy, operations structure, process improvement, and financial optimization, for 33 new and existing mixed-ownership specialty physician offices.- Led employee engagement analysis including Press Ganey question selection and survey distribution, gap and trend analysis, key findings identification, and aligned focus group facilitation, informing tactical action plans in partnership with practice manager.- Developed employee-centered initiatives focused on communication cadence, diversity and inclusion best practices, and wellbeing improvements, contributing to reducing turnover by 30% across 400+ employees. - Implemented comprehensive physician performance management program from KPI definition and clear expectation setting to facilitating reviews, empowering actionable feedback and coaching across 120+ physicians. - Formalized practice staffing model through performance analysis, financial forecasting, budget development, and compensation planning, aligning staffing with patient volume trends. - Built a competency-driven hiring and onboarding process by standardizing job descriptions, creating aligned interview questions, establishing role expectations, and restructuring onboarding experience, reducing clinician turnover by 15%.- Spearheaded growth strategy and business development including analyzing and defining population health needs, practice profitability targets, and clinical specialty proformas, leading to multiple new clinical specialty launches. - Managed business operations including budget development and allocation, financial reporting, marketing strategies, property management, and capital improvements, supporting $MM in annual revenue. - Optimized the patient experience through community engagement, targeted education, treatment planning, and improved advocacy and care quality, enhancing the patient satisfaction score.

Scaled business performance for a regional community health network through clinical, financial, and people optimizations in direct partnership with Chief Medical Officer and HCAHPS Director, for 5 primary care physician offices with 85+ clinicians.- Analyzed HCAHPS results from identifying trends and deficiencies to defining focus areas for improvements, illuminating wait time, patient prioritization, and throughput issues. - Transformed patient experience by building and training multidisciplinary staff on scheduling SOPs, appointment blocking standardization, and enhanced documentation protocols, enhancing accountability and clinical operations. - Fostered internal office collaboration through the implementation of recurring all-hands meetings to connect back office and front office teams, dramatically improving employee engagement.- Drove continuous improvements across staff training, regulatory compliance, financial reporting, proforma evaluations, and budget management, as a trusted partner for division management and practice leadership.

Optimized department performance for Level 1-Trauma emergency department’s 40-bed unit through data-driven people and operational improvements as a partner to the Clinical Director, supporting a staff of 150, 200K+ annual visits, and a $500M budget. - Rejuvenated staff engagement from survey distribution and analysis to tactical action planning, program development, and change leadership, contributing to improving employee satisfaction by 23%.- Advised and coached leadership on team building, empowered development, multidisciplinary communication, and sustainable engagement strategies, through implementing consistent communication and collaboration check-ins.- Transformed patient experience from analyzing satisfaction surveys and identifying trends to implementing improvements such as patient education resources, increasing satisfaction scores by 30%.- Launched innovative fast-track program including business case development, budget requirement definition, capital project management, and build-out oversight, reducing wait times by 48%.

Transformed an underperforming community hospital with 245-beds serving a rural population addressing clinical deficiencies, patient satisfaction gaps, and high employee turnover, as a trusted partner during a C-suite leadership transition. - Directed a site-wide cultural transformation by facilitating focus groups, distributing engagement surveys, identifying gaps and trends, and constructing and executing improvement plans, reducing staff turnover rates by 15% and enhancing reputation. - Restructured staffing model including identifying high performers and at-risk individuals, addressing reduction needs, rebuilding hiring strategy, and high-touch performance management establishing unified, accountability across 400+ team members. - Rebuilt the patient experience through clinical process assessments, retooled process standardizations, targeted team trainings, and enhanced patient communication, generating a 40% increase patient satisfaction scores.

Directed people-centered initiatives for a multi-state territory including program development, onboarding management, and hiring process optimization, supporting workforce of 12K across 18 hospitals serving ~900K patients and generating $20B+ annually. - Established staffing competency models by identifying top performing facilities, analyzing key drivers, interviewing site leadership, and defining aligned metrics and competencies, enabling data-informed hiring and talent management. - Built executive leadership competency-based program focused on diversified talent sourcing, coaching and mentorship, and ongoing training and development, creating diverse high-potential cohorts and sustainable succession planning.- Elevated hiring strategy through the implementation of behavioral interviews aligned with DDI best practices, reducing first 90 days turnover by 22% across 35K+ new hires annually.