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Responsible for the human resources function and talent acquisition for a national medical practice with 40 clinics in 22 states. Developed an internal recruiting department. Hired, trained and manages four recruiters and two HR assistants. Directly recruits all physicians hired by the company. Negotiates physician employment contracts and employment offers. Reviews all employee applications and new hires for legal compliance with regards to ADA, FLSA, INS (I-9), and EEO laws. Supervises the management of employee records internally and through HRIS systems (Trinet/ADP). Validates payroll and inputs into custom payroll database. Calculates bonus and additional financial incentives. Internally manages PTO/FMLA request. Investigates and corrects all employee payroll inquiries. Conducts preliminary inquiries and handles minor employee conflicts at local level. Refers employees with larger issues to the HRIS assigned investigation officer. Achievements:​ - Recruited 157 Physicians; more than 94% Board Certified/Board Eligible Plastic or Facial Plastic Surgeons; recruited 24 Corporate Staff Members - Decreased annual physician turnover each of the last 3 years to under 14% annually - Sought by CEO to lead an aggressive physician recruitment and onboarding initiative to introduce a new service line to all 40 surgical clinics in 22 states; all Fully staffed ahead of schedule - Sought out to hire hard to fill positions for the two outside management companies which resulted in the hire of 14 Practice Managers, and more than 188 RNs/LPNs - Developed two new position of Physician Liaison and Physician Resource Manager and trained two management level employee in these newly created positions

Managed 14 Army recruiters and a continuous pool of 50 new enlistees. Supervised all recruiting operations for two recruiting centers. Responsible for the marketing development and operational planning in assigned geographical area. Validated eligibility, qualifications and quality control checks of 198 new enlistees annually. Conducted daily, weekly, monthly and annual data analysis to identify recruiting trends, developed a detailed SWOT analysis to identify organizational strengths and developed initiatives to improve weaknesses within the recruiting center. Developed individualized recruiter training plans focusing on individual metrics. Conducted quarterly employee performance reviews and completed annual performance evaluations for all Non Commissioned Officers assigned. Responsible for more than $740,000+ worth of government equipment and facilities. Achievements:​ - In 2011, volunteered to take lead in a drastically underperforming recruiting center in the inner city of Bronx, NY - Recognized as the #1 production recruiting center in the New York City Recruiting Battalion at 143% goal accomplishment; only center to exceed 100 enlistments during the Fiscal Year with 112 - Increased year over year production by more than 28% while decreasing attrition each year by 14% - Selected as the Recruiting Center Leader to brief the Army Chief of Staff and twice selected to host the USAREC Command Sergeant Major - Retired after 25 years of Army service to accept position as a Physician Recruiter at Aesthetic Physicians, PC

Senior Recruiting Trainer for the Phoenix Army Recruiting Battalion; directed and planned the training management program of 246 recruiters covering three states in recruiting operations. Analyzed recruiting trends, market obstacles and identified individualized training deficiencies in order to develop and execute a needs-based training strategy for each recruiter. Developed a training database with IT that automated and tracked production to measure training effectiveness, decreasing low producing recruiters from an average of 32 per month down to 14 per month which increased recruiting production across the region. Conducted semi-annual and annual training programs ensuring all recruiters were current with all required training. Served as the company Equal Opportunity Advisor advising the Commanding Officer on employment and enlistment compliance. Achievements: - Decreased monthly non-producing recruiters from 32% to under 15%; instrumental in the company achieving goal 24 consecutive months - Developed monthly, quarterly and annual training programs; documented all training and developed internal tracking system to ensure 100% regulatory compliance - Designed and instructed all EEO, Sexual Harassment, Resiliency and OSHA training for 42 recruiters - Selected as primary trainer for all Center Leaders placed on a Performance Improvement Plan(PIP)

Senior Operations Manager for the Phoenix Army Recruiting Battalion covering the states of Arizona, New Mexico and portions of California, Texas and Nevada. Supervised four military and six civilians employees to support 258 recruiters in applicant processing and enlistment eligibility. Directed recruiting operations to support the long and short term plans of the Commander(CEO). Served as the liaison between recruiters and the Department of the Army on all exceptions to policy and waiver request for regulatory requirements. Analyzed historical data to assist Commander in assigning recruiting goals to 54 recruiting centers. Managed the battalion’s high school, college and special mission recruiting programs. Served as the compliance inspector for 54 recruiting centers ensuring they were operating in accordance with regulation and policy. Transitioned the recruiting battalion to a new HRIS system used for the Human Resource Management of all enlistees in the US Army. Achievements: - Implemented and tested a new HRIS(ARISS) systems adopted for the Human Resource Management for all new enlistees into the US Army; trained end users on new ARISS system - Assisted Commanding Officer with investigating 12 Line of Duty(Workers Comp) and 19 Recruiting Impropriety investigations - Received commendable ratings in four Inspector General Inspections - Enforced Special Mission goals increasing the Phoenix Battalion production from #32 to #1 in the nation over an 18 month period by developing and training a user friendly process - Process an average of 300 enlistment waivers and exceptions to policy each month. This output generated a 125% increase in approved applicants boosting production almost 8%. Decreased processing time of enlistment waivers by more than 21 days