Lead the employee and provider recruiting functions.

•Leveraged a process improvement model and philosophy to decrease the organizations first year turnover by 24%.•Developed and implemented behavior based interview tools. Including creating and facilitating training for HR personnel and hiring managers.•Implemented a pre-hire behavioral preference assessment as tool to improve recruiter and hiring manager selection. •Developed and facilitated the creation of a “Behavior Standards” tool and training designed to teach managers how to use the tool for hiring, setting expectations, and employee development.

• Led the HR strategic planning process as a part of organization’s strategic plan, including the development of multi-year goals and key performance indicators. • Managed talent acquisition processes and team responsible for over 1,300 hires annually.• Implemented a talent acquisition scorecard emphasizing time to fill, total hires, and hiring manager satisfaction based on survey results.• Led the development of an early-career rotational development program.• Led the development and implementation of a bank-wide competency-based interview process.• Led the creation and implementation of a formal summer intern program averaging over 35 interns yearly. The program included development opportunities, job shadows & community service events.• Implemented pre-hire assessments including a custom performance indicator and a cultural assessment.• Oversaw the enhancement of the core management soft skills curriculum, including courses to help managers coach their employees, set goals, make better hiring decisions, and improve their relationship building skills.• Facilitated focus groups and engaged executives to develop and rollout a customized employee engagement survey and communication plan. The survey went to 2,400 employees and had more than 83% participation.• Developed and led the formal career development process including creation of a career pathways portal with visible pay ranges, professional development guides, job shadows, and other competency-based development resources.• Conducted annual employee development needs assessments by gathering and analyzing performance and development data from over 400 managers and 2,400 employees. • Management familiarity with applicant tracking systems iCIMs and Brassring.• Member of the Human Resources Leadership Team.

• Created and implemented the organization’s talent management structure. • Developed and implemented a competency model linking the feedback and development process for employees.• Worked along with the executive team to develop and roll out a unique cultural communication and training to the entire organization.• Implemented a formal performance review process including an emphasis on goal setting, performance feedback and employee development. The process ensured all employees had a development plan.• Led the development and rollout of an internal customer service training to more than 700 back-office employees. The training and development process was presented as a best practice at a national conference.

• Led a corporate performance management team of 10 individuals to find more than $500,000 of costs savings for the MobileCare service offering.• Managed the organization’s performance management process including soft skills training for managers, and employee goal setting and development trainings.• Held the role of administrator for the Learning Management System (LMS). Managed branding, marketing and enrollment for the system as well as the editing of the organizations e-learning modules.

• Co-managed the business education program that offered learning courses based on identified needs and best practices to nearly 400 managers and directors throughout the health system.• Developed and implemented plan to introduce a new online shift scheduling program to nursing departments across seven system locations. Included creation of training materials that with the plan were presented at a national, end-user, best practice conference.• Led the communication strategy and plan for an updated job performance review process. This included the development of multiple tools and training resources that touched every employee in organization.