In this role, I perform as a partner to seven managers and five supervisors in clinical and non-clinical departments, advising on employment law, HR policy, procedure and practice. Coach leaders on employee relations matters and serve as the initial point of approval for terminations. Act as interim HR Director during medical leaves and absences, participating in senior leadership activities including HR administrative oversight of the organization. Manage and administer employee benefit programs. Administer leaves of absence programs related to FMLA, CFRA, PDL, & ADA. Instrumental in several key organizational development programs such as the introduction of Just Culture and acting as a leader debriefer in Beta Heart Culture of Safety survey.

Managed employee benefits programs which included health, dental, vision, and life insurance programs. Benchmarked plan against current market conditions ensuring that plan remained competitive with other employers from a service, offering and cost perspective, and adhered to organizational strategy. Responsible for all compliance activities related to plan, including compilation and production, in-house, of annual ACA requirements such as 1094/95’s, resulting in no tax penalties. In collaboration with employers’ inpatient pharmacy, developed an outpatient pharmacy program for health plan members resulting in 25% annual savings on employers’ health plan prescription. Managed all Leaves of Absence programs, ensuring compliance with all federal and state leave laws, including FMLA, CFRA, PDL, and ADA. Determined employee eligibility for applicable leave and managed leave processes, including disability and payment information. Developed training materials for newly hired HR employees and conducted training ensuring that all new hires were educated in policy, law and practice, and that they were functionally competent within two months of hire.

Act as initial point of contact to employees and managers regarding HR policy and practice. Maintenance of HRIS including all employee changes, pay increases, terminations and benefits changes. Combined with the integration of new performance management platform, performed job analyses for 160 positions within the organization, creating consistency between similar roles across the organization, developing effective competencies that would adhere to state licensing requirements, and ensuring that the employees’ performance evaluations provided measurable, objective and fair standards based on their roles within the organization.Provided exemplary customer service as the primary point of contact for all HR-related contact.