Also: Director, HR, 2015 – 2017 and Director, Compensation from 2013 – 2015I played a key role in transforming the organization from an academic medical center to a multi-hospital health system. Over my tenure, I have built a high-performing recruitment function/team from inception that hired ~12K of our 14K current employees.NOTABLE SUCCESSES: RECRUITMENT► Defined mass-recruitment strategy that led to hiring of thousands of new providers/staff over 2+ years in support of company’s ambitious expansion plans, while cutting agency costs dramatically.►Propelled volume of recruitment up to 8% after introducing predictive staffing. Reached high-volume recruitment goal for nurses to fully staff areas. ►Built/co-led task force and created workforce planning/forecasting model; acknowledged for excellence by leaders, up through BoD.ORGANIZATIONAL CHANGE►Spearheaded HR activities of diverse organizational transitions, from multiple M&As to complex integration of 1000 employees to corporate office of new PSH parent company - Led HR due diligence, talent acquisition/compensation workstreams, integration of people/systems, calmed fears of existing and new employees to build spirit of cooperation and buy-in, and ensured deadlines met. SYSTEMS IMPLEMENTATIONS & CONVERSIONS►Boosted efficiency and access to key information through new systems selection and implementations of ATS, Market Pay (compensation), HireRight (background checking), external PSH career site, and by contributing to HCM/HRIS project (system administrator).COMPENSATION►Developed/introduced plan and fully redesigned, complex salary structure, easing efforts to conduct comparative studies, overcoming insufficient range spread for management, and more.►Created first formal process for discrimination testing of pay and management-variable incentive-pay plan, in addition to implementing bargaining agreements and providing data/information for grievances and contract negotiations.

I was selected to assume expanded leadership role, holding several interim/short-term positions while continuing to drive overall responsibilities. In addition to Director, Compensation & HRIS, May 2013 – Dec. 2014, I was also Interim Director, Diversity & Inclusion, Dec. 2014 – Dec. 2015.►Centralized physician recruitment operation based on findings from task force established to explore feasibility. ►Maintained operations and programs, contributed to 3 M&A integrations of people and data, and directed advanced practice market and equity-compensation project.►Gained approval of capital budget requests for HR Suite redesign and Lawson’s Foundation & Talent Acquisition Suite. ►Developed affirmative action plan and completed EEO-1/VETS100 reporting, ensuring accuracy and meeting deadlines.

►Influenced work culture, bringing sense of urgency to meeting recruitment goals. Recruitment focus on specialty nurses (ICU, CRNA, executive director) and pharmacy.

Promoted to Recruiting Superintendent, 1997 – 2000 after initially holding the role of Group (Regional) Training Manager, 1995 – 1997.►Led recruiting for 6 Midwestern states for leadership roles and health professionals. Oversaw team of 53: 6 managers, 43 recruiters, plus training managers, marketing/PR specialists.►Developed tomorrow’s leaders, unleashing untapped potential. Designed (or Wrote) curriculum, implemented, delivered, and evaluated management-training programs, and coached 46 recruiting managers in 15 states. Previously trained new recruiters.