Provides subject matter expert consultation on compensation trends and advanced analytics tosupport the Total Rewards team. Assists the Compensation leader to accomplish strategic business needs, monitors Total Rewards trends and best practices and enhance overall effectiveness of the function.

Serve in functional, multi-state role providing strategic guidance and advice to executive vice president, presidents, vice presidents, and regional management team on program strategic objectives, employee compensation, salary structures, variable pay, metrics, short and long-term incentives and implementation of HR programs for the organization. Supported Early Childhood Development operations on strategic HR initiatives, management development, performance management, employee relations, and organizational objectives• Compensation trusted advisor for the entire organization, partnering with Finance and Payroll teams for the organization’s merit and program budgets, base and incentive and variable pay• Communications, systems design, proposals to executive and senior leadership groups• Guidance on salary administration, job evaluation, job analysis, compensation plan design, market pricing, benchmarking process, premium pay incentives, and design of compensation programs• Change agent for the organization providing knowledge and awareness in compensation awareness and buy-in.• Developed Compensation Philosophy and compensation policies in alignment with organizational objectives, FLSA and DOL, Wage and Hour, regulations across multi-state regions• Lead and direct compensation, benefits/wellness, professional development, and corporate reception teams in organizational objectives of benefits and wellness, workforce culture objectives, and corporate customer service

Served as career transition coach to healthcare executives. Educate, orient and guided senior level executives in transition programs, materials and processes. Served as a point of contact supporting each client as they navigate through the career transition phase and/or advance into his/her next position utilizing interview methods and best practices utilizing HR experience for best outcomes.

Sr. Compensation Consultative role, multi-stateProvided HR strategic advice and guidance on all compensation issues and analysis to regional management and HR teams across multi-state region communicating HR laws and regulations impacting DOL, wage and hours laws and FLSA as applies to state (California, Nevada, Wyoming, Colorado, Nebraska, Arizona), in accord with Banner’s compensation philosophy, vision and values.

Senior Director-HRPivotal role in directing HR operations and programs for community healthcare system. Built, managed and trained high-performing team of HR professionals. Accountable for HR strategic and operational activities championing healthcare system’s policies, vision, values, with a customer service focus.

Lead HR roleProvided HR leadership and support to a team of Nursing Directors at dual-campus facility. Mentored high performing team of HR professionals. Accountable for risk mitigation, employee investigations, workforce issues, strategic HR consulting, HR policies & procedures, performance management, staff hiring, compensation, metrics and analytics, and HR best practices.

Led HR and employment-related issues for a rural county hospital. Accountable for the communication and education of management on the organization’s compensation practices, hiring and interviewing practices. Supported C-Suite with HR analysis and trends in Employee Relations, job evaluations salary evaluations, talent acquisition and retention.

Managed HR operations, payroll activities and other corporate initiatives covering compensation, affirmative action, workforce development, benefits, and safety. Fully accountable for safety initiatives, OSHA compliance (staff safety / training), recruitment practices, HR facility budget, labor relations, talent acquisition / development, HR guidance / policies, change management, strategic HR planning, and process improvements.