Renee Andreae Email and Phone Number
Market Director, HR Operations, Greater Sacramento Market, Dignity Health/Common Spirit Health at
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Dignity Health
Renee Andreae's Location
Greater Sacramento, United States, United States
Renee Andreae's Contact Details
Renee Andreae work email
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- Valid
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Renee Andreae personal email
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Renee Andreae phone numbers
About Renee Andreae
Extensive background in human resources, including experience in management of HR function, employee and labor relations, talent acquisition, change management, retention and development, benefits and compensation, HR records management, and legal compliance. Demonstrated success with developing strategic and operational partnerships with leaders and assigned departments, succession planning, improvement of employee satisfaction survey scores, spearheading strategic initiatives, identifying opportunities and strengths with managers and staff, and leadership development and coaching.
Renee Andreae's Current Company Details
Dignity Health
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Market Director, HR Operations, Greater Sacramento Market, Dignity Health/Common Spirit Health
Renee Andreae Work Experience Details
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Market Director, Hr OperationsDignity Health Jul 2024 - PresentSan Francisco, Ca, Us
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Human Resources DirectorMercy San Juan Medical Center And Mercy Hospital Of Folsom Jan 2022 - Nov 2024
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Human Resources DirectorDignity Health Mar 2019 - Jan 2022San Francisco, Ca, Us
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Hr Business PartnerSutter Health Jan 2014 - Mar 2019Sacramento, California, UsStrategic HR partner to all non-nursing departments hospital wide, encompassing three unions and 1,000+ employees. Key Results:Partner effectively with business leaders, unions and employees on human resources matters.Manage and resolve complex employee relations issues by facilitating departmental interventions, grievance resolution, mediation, work environment scans, and conducting interviews for investigations. Led multiple workforce transitions, educating and retaining all staff impacted. Worked with several departments to improve employee survey results through development of career counseling, effective communication strategies, and coaching and development of leaders. Assess and analyze human resources needs in areas such as performance management, compensation, career development, and leadership development. -
Change Consultant, Human ResourcesSutter Health Dec 2013 - Jun 2014Sacramento, California, UsPart of the Change Management team responsible for effectively engaging, partnering, and on boarding Sutter Health affiliates and regions to the new Shared Services model. Key Results:Met all regional Go Live dates, managing a total of three regional launches in six months.Successfully partnered with regional stakeholders to include executives, business consultants, IT and Shared Services leaders.Managed change project plan and produced on all deliverables including required hiring percentages, mandatory training completion, and measurement of change readiness.Produced effective change communications for HR function to keep regions informed of milestones met, upcoming training, and organizational changes.Led all HR change management training to educate HR and department leaders on changes related to the migration to Shared Services.
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Hr Program Consultant-RecruitingSutter Health Jun 2013 - Dec 2013Sacramento, California, UsPart of the Workforce Transition Management team responsible for transitioning and recruiting employees for the largest transformation project in Sutter Health’s history. Key Results:Partnered effectively with business leaders, collaborating, advising, provide training, and follow through to guarantee their business met the go live dates without any critical hiring gaps. Managed the temporary staffing project for Sutter Shared Services, filling nearly 75 temporary positions.Part of a team who successfully filled over 900 positions in 9 months.Responsible for the employee relocation payouts, ensuring accuracy and timely payments.Sourced candidates for hard-to-fill positions through networking and specialty sites.
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Hr GeneralistMilgard Windows & Doors Jan 2012 - Jun 2013Tacoma, Wa, UsBrought in to offer expertise in improving quality of talent, introduce new rewards and recognition programs, boost employee morale, and foster teamwork. Partnered with management of all levels to fill positions efficiently with quality talent, conducted succession planning and coached to success through training and development.Key Results:Partnered successfully with leaders across all departments, leading to improved engagement.Led ongoing focus groups to improve employee survey results (results improved by 1% in the same year there was a 30% RIF).Responsible for implementing the succession program, creating pathways for future leaders.Created and managed a peer-peer based recognition program called “Milgard Megastar”. Created buy-in with management team and staff, leading to several hundred entries in a matter of months. Chairperson of the community action team, MG/CAT. Led monthly fundraisers and quarterly events with selected non-profit partners and had the largest fundraising year in company history.Managed and planned the “Employee Appreciation Week” in October. Filled over 120 positions ranging from hourly to executive levels in over 20 departments. Reduced time to fill without sacrificing quality of candidates, resulting in high level performance ratings and turnover rate of 9% for the year. -
Human Resources ManagerHeartland Petroleum, Llc Oct 2007 - Oct 2011Recruited to help open a re-refinery operation, guiding the startup and management to the full spectrum of HR operations, systems and programs. Partnered with senior management to recruit and retain employees, create HR policies and procedures, ensure legal compliance, administer benefits programs, develop orientation and training programs, and foster positive employee relations. Key Results:Played a key role in ensuring the successful launch of the re-refinery operation. Structured and implemented programs and policies in the areas of recruiting, training, compensation structures, benefits programs, progressive discipline and new employee orientation. Fostered a teamwork/open door policy conducive to positive dialogue across the organization. Personal efforts were noted as the driving force behind employee retention rate of 93%.Filled approximately 60 open positions for refinery startup at both exempt and non-exempt levels.Successfully structured benefits programs for two consecutive years with 0% increase in premiums.Ensured company compliance with state and federal law through policy revisions, record keeping, management training, and implementation of progressive discipline.Revised and wrote job descriptions across all levels. Interviewed managers and employees to construct an accurate picture of duties and skills required for each position. Implemented company’s first formal performance review program, including quarterly 1/1 feedback reviews for current data on employee performance.Facilitated monthly leadership training and quarterly employee meetings to enhance company wide communication.
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Hr GeneralistAcorn Product Development Jun 2006 - Aug 2007Newark, Ca, UsPromoted to fulfill a broad range of HR functions, including recruiting and training employees, administering and negotiating benefits programs, managing new hire onboarding, workers compensation claim management, managing HR records, and employee engagement and relations. Key Results:Contributed to expansion efforts in Dongguan, China and Boston, Massachusetts through talent management, HR compliance and employee relations. Successfully recruited engineering talent from university level to Sr. Program Managers. Filled approximately 25 exempt level positions.Devised creative and cost effective incentive and morale-boosting programs (including quarterly employee appreciation events, referral bonuses, and flexible working schedules).Managed HRIS system, including implementation of the employee self service module.Negotiated comprehensive benefits package to include a high deductible PPO plan with HSA. Resulted in 20% reduction of benefit costs and overall high acceptance from employees. Designed a new hire orientation, which included a two week mock engineering project. Noted as playing a key role in creating a teamwork based environment, promoting open communication and leadership coaching to success.
Renee Andreae Skills
Employee Relations
Human Resources
Recruiting
Hris
Employee Benefits
Deferred Compensation
Training
Interviews
Payroll
Hiring
Onboarding
Employee Training
Benefits Administration
Talent Management
Performance Management
Management
Leadership
Employment Law Compliance
Workers Compensation
Internal Communications
Leave Of Absence Administration
Renee Andreae Education Details
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California State University - East BayHr Management -
The Ohio State University Fisher College Of BusinessBusiness Administration
Frequently Asked Questions about Renee Andreae
What company does Renee Andreae work for?
Renee Andreae works for Dignity Health
What is Renee Andreae's role at the current company?
Renee Andreae's current role is Market Director, HR Operations, Greater Sacramento Market, Dignity Health/Common Spirit Health.
What is Renee Andreae's email address?
Renee Andreae's email address is re****@****lth.org
What is Renee Andreae's direct phone number?
Renee Andreae's direct phone number is (916) 733*****
What schools did Renee Andreae attend?
Renee Andreae attended California State University - East Bay, The Ohio State University Fisher College Of Business.
What are some of Renee Andreae's interests?
Renee Andreae has interest in Children.
What skills is Renee Andreae known for?
Renee Andreae has skills like Employee Relations, Human Resources, Recruiting, Hris, Employee Benefits, Deferred Compensation, Training, Interviews, Payroll, Hiring, Onboarding, Employee Training.
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