Randy Kellar Email & Phone Number

Syracuse, New York, United States

Washington D.C. Metro Area

• Act as change agent to drive the development and execution of strategic plans across the organization, through proactive HR leadership• Use workforce analytics and various business metrics to drive strategic decision making as it relates to people and policies• Enhance the professional lives of our employees to prepare them to grow as the company grows• Develop benefits and compensation best practices across multiple sites and regions

Washington, Dc

Human Resource Management•Oversee the day to day operations of the department to ensure compliance with all federal, state and local jurisdictions. •Supervised 4 staff members and a dotted line relationship with the Payroll Administrator. •Developed and maintained the departmental budget. Talent Management .• Oversee the recruitment and talent management of 400 employees •Manage the recruitment and usage of temporary staff, Independent Contractors, Interns, Fellows, and other ancillary staff. Benefits Administration•Plan Administrator for the company’s 401(k), 457(b) and the 457(f) as well as all other benefit programs.•Revised FMLA policies and procedures, workers’ compensation, and COBRA administration, reducing liability as a result of non-compliance. •Initiated a Health and Wellness Program with third party vendor •Implemented Ceridian Self- Service for EmployeesEmployee Relations•Investigates all allegations of employee misconduct. •Represents management at court hearings.•Oversee the employee Performance Improvement Plan process•Oversee the annual Performance Evaluation ProcessTraining and Development•Conduct semi-monthly New Hire orientation.•Conduct annual Harassment Prevention and other management training System Administration•Manage and implement migration from Ceridian HRIS to UltiPro HCM.

Washington, Dc

heads initiatives for computer networking operations, as well as budget and administration activities, of Information Systems.

Reduced the vacancy rate reduced non-RN vacancies from 17% to 0% and RN vacancies from 35% to 0.03% Utilized a third-party administrator to increase the productivity of an HR Coordinator-as a result, the time required to enroll or terminate an employee's benefits decreased from one hour per transaction to five to ten minutes.CAREER TRACK; Oversees all HR functions at a private, 104-bed psychiatric hospital with 300 employees. Manages processes associated with personnel forecasting, recruitment, placement, retention, compensation, benefits, employee/labor relations, performance management, performance evaluation, and training. Ensures compliance with company policies and EEO/Affirmative Action regulations; also ensured that employee files adhered to Federal, District, and Department of Health regulations. Administers the company's 401(k) program. Investigates harassment allegations and other employee misconduct cases. Serves as a member of the negotiating team during collective bargaining meetings. Represents management at court hearings.Redesigned recruitment processes, which included screening, interviewing, new-hire, and orientation functions. Revised FMLA policies and procedures, workers' compensation, and COBRA administration, reducing liability as a result of non-compliance.Negotiated renewal of employee medical and dental benefits. Initiated a Health and Wellness ProgramSimultaneously holds Director of Information Systems role (2009 to Present); heads initiatives for computer networking operations, as well as budget and administration activities, of Information Systems.

-conducts Human Resource classes to undergraduate students.

Human Resources Generalist 2006 to 2008Tended to the HR needs of 11 divisions, 20 managers, and over 700 employees at GUH, which has 4,000 employees and is under the parent company of MedStar Health, a company consisting of over 25,000 employees. Set up recruitment events, placed online and print ads, and utilized applicant tracking systems. Executed new-hire processes, including "Management Academy" training programs. Conducted benefits enrollment education seminars. Administered HR policies. Created performance improvement plans. Ensured that departmental employee files met Federal, District, Joint Commission, and Department of Health regulations Initiated a FMLA database to monitor employees on FMLA, STD, and LTD. Collaborated with managers to effectively resolve and reduce employee and labor disputes.

TRANSPLANT AND IMMUNOGENETICS AND PML; Headed daily operations and oversaw a staff of 35 in 2 laboratories of which MRI had 450+ employees. Hired and trained personnel. Monitored all benefits administration activities (including FMLA) and payroll records. Managed all expenditures for supplies and services. Developed business plans. Ensured compliance with applicable health and safety regulations (OSHA, CLIA, HIPAA, ASHI and the College of American Pathologists). Maintained all records and documents required for accreditation, certifications, licensures, and internal and external audits. Implemented all HR policies. Developed and coordinated quality assurance and improvement initiatives.Led leasing negotiations and assisted with the design and build-out of a 5,000 square foot clinical laboratory-ensured that project was completed on time and within budget. Managed a $2.5M budget where revenue exceeded expenses by $100K to $150K annually.Promoted

Headed overall operations; supervised up to 50 employees. Recruited, hired, and trained new technicians. Assumed P&L control. Monitored cost reports and budgets. Maintained payroll and all 941 taxes and corporate taxes. Oversaw mobile and in-office specimen collections for substance abuse. Coordinated and planned health fairs. Worked closely with insurance agencies to network new business. Ensured compliance with OSHA requirements and state guidelines for quality control.Negotiated and secured several new accounts and vendor contracts.Enabled employees to be screened through various health screening methods. As a result, many diseases and illnesses were diagnosed, allowing employees to receive life-saving treatment.

Oversaw computer networking operations; assumed responsibilities for planning, procuring, installing, and maintaining mainframe computer systems. Led training sessions for approximately 150 users.Promoted from Accounts Receivable Clerk to Data Processing Manager in less than four months.Earned the Employee Achievement Award in 1991.

Mhrm, Masters In Human Resource Management

Human Resource Management

Bba, Human Resource Management

Healthcare Management and Human Resource Management

Bba, Healthcare Management

Bachelors degree in Healthcare Management Bachelors Degree in Human Resource Management