Administers and deploys integration strategies for healthcare staff focused on OFCCP and Joint Commission compliance.Provides expert consulting services to managers and employees in one or more focus areas related to HR programs, and collaborates with line of business leadership to influence the decision-makingPartnership with entity executive leadership to develop performance management goals in alignment with employee survey results for healthcare entities in AR, MS, and TN hospital systems.Analysis of staffing trends, exit interview feedback, and focus group feedback to develop employee relations retention programs focused on essential and ancillary healthcare staff.Establishment of entity HR leadership OKR(s) to evaluate policy effectiveness in alignment with annual performance goals.Development of operations policies, conducting workplace investigations and administration of disciplinary action including termination of employment. Assesses leadership development and/or training needs to deploy programs to meet orientation, training and/or educational needs within clinical and/or business settings. Perform workforce assessment and provide business case for compensation review and as needed adjustment for market adjustment for ancillary, contracted labor, and licensed healthcare employees.Serve as key advisor for talent acquisition and compliance functions for satellite healthcare facilities and physician clinics.Deployment of three state (AR, MS, TN) leadership operations action plan that focused on entity employee engagement, consistent policy enforcement, and career progression of non-clinical ancillary positions. Analysis of underperforming outpatient patient care facilities for organizational realignment and position decentralization for operations effectiveness.Review of compensation structure by hospital and clinic staff for equity and role to task positional alignment.

Point of contact for client base of 2600 FTE(s) including contactors, physicians, special service entities Developed operations strategies to ensure budgetary coherence and operation efficiency aligned with patient censusPartnership with executive leadership to create rewards systems, employee engagement plans and incentive programs with focus on clinical staff yielded 12% increase in HCAP Scoring and CAHPS Survey Realigned Lines of Business to maximize production with a focus on responsibility scope resulting in 75% retention of specialized clinical staffFacilitate calibration meetings for performance review and facilitate step-down training to align business client inclusive of physician groups, ambulatory facilities, skilled nursing facilitiesDevelop client group, line of business, and house-wide policies for attendance, employee performance, pro-re-nata (PRN) staffing, and standards of conductCreate and sustain client relationships through review and amend strategies for quarterly expense utilization to budget, resource allocation inclusive of human capital, and staff engagement Leave management and ADA management for to ensure staffing for required nurse to patient ratiosPartner with line of business VP to develop partnerships with minority-based and special interest groups for operation expenditure off-set Facilitate stay and exit interviews, focus groups, and satisfaction surveys for action plan development to meet annual attrition, retention, and employee engagement goals Negotiation of pricing structure with contract vendors for auxiliary survey-based services Conduct workplace investigation for physicians to ancillary staff Participate in EEOC and labor union hearings including attorney disposing, and defense preparation Facilitate quarterly meetings with labor union for communication planning, bargaining agreement adherence, and dispute resolution

Develop performance management guidelines to ensure alignment with regional and corporate goals for employee performance, engagement and reward systems to sustain 95% headcount requirement for production plant and warehouseManage contingent worker budget of 2 million annually and development of conversion procedure to achieve & sustain 15% workforce utilization and reduce cost Monitor ACA liability for 1094C & 1095C reporting via tracking of work hours from (IMP) initial measurement period, and (AP) administrative period for contingent workersMinimize assignment tenures from 150+ to 90 days through streamlining of candidate selection, f/t conversion process, required training, and developing detail job evaluation criteria per department to assure annual ACA complianceRealign role responsibility to wages per hour earned to ensure accurate employee placement and skillset to implement step compensation structure.Utilize DMAIC process for development and implementation of LIFO based workflow to reduce cycle time from product to customer shipping and employee overtime.Participate in SMS Safety Auditing and the develop workplace investigation and documentation process.Source and attain security contractor for 250,000sqft global shipping warehouse Develop and facilitate leadership trainings for services skills, software utilization, and performance management via SMART goals resulting in 7% increase in internal equityImplemented job safety assessments and re-established 6(s) standards yielding 3,000,000 production hours with no lost time from 2015 - 2017Facilitated EEOC, workman’s compensation, FML, STD/LTD for mid to senior leadership team to maintain 90% minimum daily production requirements.Created plant and warehouse staff retention strategy to reduce attrition by 8% annually through ensuring pay equity, role alignment, and employee training (new hire and promotional) incentives.

Development of career advertisement for local media, newspaper, and job board posting to maxmimize requisition applicant flow and increase applicant to job description applicabilityEstablish and maintain rapport with logistics industry specific organizations and complementary source for the development of candidate pools with diverse work experienceUtilized the DMAIC process to create applicant review to interview roadmap minimizing operation downtime during candidate selection process for supervisory and management staff Created job description templates which streamlined exempt-level job descriptions, enhancing applicant to required skillset applicability while maintaining operations business need flexibility Established and facilitated operations talent acquisition meetings to ensure alignment and consistentcy of applicant flow, new hires, and promotions with operational leadership needsDeveloped applicant tracking database to eliminate applicant to applied job redundancy and track interviews conducted to minimize application and resume review timeframeDevelopment of candidate pipelines through social media sourcing and Avanture talent acquisition softwareUtilization of Taleo HRIS in the completion of full-cycle talent acquisitionMaintenance of OFCCP compliance through tracking of sourcing methodologies for diversity in support of affirmative action staffing plansFacilitation of client engagement meeting with primary and secondary stakeholder to ensure adherence to primary business needs. Maintenance of multiple candidate pipelines via hyper-sourcing to minimize requisition fulfillment timelines and sustain headcount for business need forecast.

Develop union defense strategies via reinforcement of open-door policy, and utilization of management walkthroughImplemented transitional duty programs to accommodate Federal ADA requirements, and Workers Compensation claim administration with third-party vendors, and served as liaison for claims with insurance carriersPartner with regional benefits center of excellence (COE) for employee issue escalation regarding benefits and payrollImplemented technician progression program to increase customer satisfaction, employee performance, and product knowledge which achieved 22% increase in customer satisfaction and 5% market growth from revenue generating unitsDeveloped recruiting strategies to maintain 90 %< workforce production, 115% of budgeted headcount, and AAP complianceEnsured facility OSHA compliance through by developing auditing readiness protocols, and ad-hoc worksite audit walkthrough, and by ensuring employee power equipment training requirements were met, and OSHA incident recordingDevelopment of attendance policy based on production needs and historical attrition/absenteeism trends to ensure minimum of 95% headcount active daily and 5% above budget headcount to meet 97% daily production requirementCreated job knowledge and performance-based succession plan resulting in 17% annualized increase in employee retentionDeveloped peer to peer employee recognition programs resulting in 13% year over year employee morale increaseDrive sale profit quota initiative to meet regional revenue generating unit goals and sustain positive cash flow for commercial and residential accounts by sales tenure policy and forecasting for potential business to business salesImplementation of corporate organization structure changes within SAP based HRIS and creation of workforce planning model to meet daily minimum production requirement Develop of semi-annual human capital model to onsite executive, regional, division, and corporate executive management

Responsible for hiring life-cycle: qualifying job requisitions with managers, job postings, internet recruiting, recruitment diversity, candidate pre-screening, face to face interviews, salary negotiation, employment offers, references and background verification, drug screening and I-9 verificationPromotion of workforce diversification in the workplace through quarterly outreach with minority-based special interest groups Resolution of employee workplace harassment, discrimination, and violence allegation while ensuring confidant confidentiality to ensure and relay employee advocacyDevelopment and implementation of strategies to minimize FML Intermittent, STD, LTD, and FML Continuous abuse by employees based on enforcement of company policy, federal and state HR law Processing of weekly payroll for exempt and non-exempt employees with bonus structure incorporated and communication of payment scheduleDevelopment of non-exempt pre-screening assessments, job descriptions, and behavior questionnaires to maximize candidate career fit Conduct market analysis for talent acquisition, salary survey per cost of business operation and benefits expenditure in the development of cost-saving initiatives and employee retentions strategies

Developed contract employee statements of work and business referrals for third party staffing agencies and implement semi-annual strategies for contract vendor cost and expense reductionProcessed of weekly payroll for exempt and non-exempt employeesDeveloped exempt and non-exempt pre-screening assessments, job descriptions, and behavior questionnaires to maximize candidate / employer career synergyConfigured, supported and maintained wireless and scanner equipmentKept records of customer interactions and transactions, recording details of inquiries, complaints and commentsSourced, vetted and managed vendors needed to accomplish project goalsMaintained open communication by presenting regular updates on project status to customers