Consultative business partner within the Human Resources specialty. Provide broad scale Human Resource consulting (focused on engagement, retention, culture and employee relations) to executive and director level leadership within the Pharmacy, Post-Acute, Home Care, and Hospice service lines. Advise Senior/Executive leadership on key HR processes and programs, assess key trends, and align appropriate outreach and interventions. A strategic partner, who leads and supports the alignment of business initiatives with leadership related to such topics as recruitment strategies, succession planning, performance management, spans and layers, employee relations matters and work force planning. Thrives in developing trusted and collaborative relationships that extend across HR and Operational functions throughout the system.

• Provides strategic direction of the human resource programs including talent development, workforce planning, recruitment/retention, employee relations, performance management, communication, regulatory compliance, metrics/measurements.• Strong employee relations skills and multi-state employment law knowledge, including California.• Conducts internal investigations related to company policy violations and Title VII discrimination complaints. • Review and make recommendations to executive management for improvement of the organization's policies, procedures and practices on employment matters; Communicates changes in the organization's policies and procedures and ensures that proper compliance is followed.• Create, implement, measure and maintain human capital procedures, policies, and systems to support business objectives.• Collaborates with the business leaders to define organization and people strategies that effectively support the business strategy and deliver results.• Leads core HR programs for the business including talent reviews, succession planning, performance management, and compensation (merit and equity cycles).• Works closely with the leadership teams in the creation and implementation of organization design and scaling initiatives.• Develops exceptional relationship/partnerships and utilizes influencing skills that builds trust.• Expertise in performance management design and implementation.• Expertise in design and implementation of Compensation and Benefits programs with strong knowledge of related regulations.• Broad knowledge with benefits programs (Health, 401K, etc.) and experience working with external vendors, negotiating contracts, benefit renewal, compliance, conducts audits and analysis.• Direct and manage HRIS systems implementations.• Creates content/delivers HR related training to educate leadership and employees.

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Instructed employment law and career development courses.

Provide HR support and partner with West Coast Regional management in (CA, WA, OR, NV, ID, UT, AZ, CO, TX) that includes 6000+ employee base within a publicly held company in the Transportation Industry. Primary focus requires successfully working with leadership to identify staffing, training, development needs in assigned areas and create employee relations solutions to meet business goals, as well as create other programs or initiatives as required to meet those needs. Perform high-level HR Management duties including reductions in force, key metric reporting, performance reviews and other HR Development implementation projects. Advisor to leadership with regards to employment practices and prevents potential liability for the corporation by following legal employment practices. Coach and develop where gaps are identified for improvement. A key strategic partner for the Executive Management and all West Coast Operations. Assist management with discipline, coaching and discharge process. Defend company via position statements in response to EEOC discrimination charges. Manage an Employee Relations Department, who conduct company investigations and supports a complaint feedback line. Report to VP of HR.

Motivate, develop, and direct senior management in identifying the “best fit” for recruitment needs. Propose, develop new initiatives that suit the business needs and provide results. Provide effective Human Resources consultation and guidance to assigned business unit leaders in the resolution of employee issues, with a key focus on maintaining a positive environmental climate. Interprets, creates and communicates policies, collaborates and supports implementation of various HR projects, manages disciplinary actions and conflict management processes, provides guidance to maintain labor law compliance, facilitates employee relations training, and conducts fact finding for investigations. Collaborates with senior management to achieve business objectives such as change leadership and improving employee engagement. Support/reinforce TEACH Values.

Input all changes for 800 plus employees for AZ, NM, CA & CO (i.e. transfers, pay rate increases, benefits) into the Peoplesoft HRIS system by scheduled deadlines. Manages recruitment placement in a high volume setting. Administers multiple benefit plans including medical/dental/vision (open enrollment), LOA, compensation & benefits administration, worker’s compensation, tuition assistance program. Conducts new hire/benefits orientation process. Answer employee questions on payroll, benefits, 401(k), FMLA and other various issues. Conducted training sessions on benefits and other HR initiatives for all employees. Resolves employee issues with Regional Managers. Manage criminal background checks and drug screenings of all new applicants. Works directly with HR Manager to compile data for EEO questions/situations.

Reviewed and planned for personnel needs for over 400 staff members. Recruited and selected new applicants and matched applicant capabilities with job demands. Checked all new employee references and managed drug testing program. Conducted training sessions for all new Department heads on computerized systems and HR policy. Scheduled, conducted and ensured orientation process was informative and organized. Conducted group and first interviews, scheduled management interviews for all new hires. Managed payroll, completed pay raises and all status changes by designated deadlines. Maintained personnel files with proper information. Followed up with management to ensure all evaluations were completed in an accurate and timely manner. Honors the “Statement of Confidentiality” regarding the confidential information in personnel/payroll matters.