Robert Porter Email & Phone Number

Atlanta, Georgia, United States

Atlanta, Georgia, United States

As a key member of the practice leadership oversees the day to day aspects of all Human Resources and Personnel functions related to the practice. Ongoing review and recommendations for improvement of the practice’s policies, procedures, and personnel matters. As a key member of the practice leadership oversees the day to day aspects of all Human Resources and Personnel functions related to the practice. Ongoing review and recommendations for improvement of the practice’s policies, procedures, and personnel matters. Maintain responsibility for organization compliance with human resources federal, state, and local legislation. Supervise and manage the day to day activities of administrative support staff. Recommends, evaluates, and participates in staff development. Manage employee retention program. Conduct Exit Interviews to improve the practice’s benefits program and environment. Supervise and manage all HR aspects of staff and practice. Coordinate with Provider Lead, to ensure appropriate staffing support for provider schedules. Manage vacation/PTO for all staff, inclusive of monitoring provider PTO schedules and ensuring all systems are aligned. Review overtime with staff to create process improvements to minimize overtime. In collaboration with the leadership team, create new job descriptions for approval, and oversee job postings. Review existing job descriptions to ensure they are an accurate reflection of actual responsibilities. Manage process for resume screening and applicant interview process. Ensure appropriate and fair interview processes and candidate evaluation in accordance with human resource rules and regulations. In collaboration with the Practice Administrator, manage the process for new hire offer letters. Manage ongoing required training schedule for clinical support staff. Develop training processes for administrative staff.

Atlanta, Georgia, United States

Provided leadership and management of a full range of HR functions, to a revenue-generating business. Partnered with key executives to drive employee engagement, morale, and performance in an environment experiencing both significant external and internal organizational change. Establish and implement short and long term corporate human capital plans, which include maintaining or improving employee relations, talent acquisition and development, succession planning, workforce planning, compensation and benefits, and performance management.

Atlanta, Georgia, United States

Recruited to help open a new company branch in Savannah Georgia, guiding the startup and management of a full spectrum of HR operations, systems, and programs. Worked with senior management to create HR policies and procedures; recruit employees; create group benefits databases; and develop orientation, training, and incentive programs. Manage leave-of-absence programs and personnel records; administer benefits enrollment and programs; administer HR budget, and handle HR generalist workplace issues.Key Results: Played a key role in ensuring the successful launch of the Atlanta office. Structured and implemented programs and policies in the areas of training, compensation structures, benefits packages, incentives, and new-employee orientation. Fostered a teamwork/open-door environment conducive to positive dialogue across the organization. Personal efforts were cited as the driving force behind the branch’s employee-retention rate of 89% within an industry where high turnover is the norm.Negotiated approximately 50 salary offers and dozens of sign-on bonuses/relocation packages annually at both the exempt and non-exempt level. Brought workers’ compensation program into full compliance. Instituted preferred providers list and trained managers and associates on procedures to follow in case of injury. Reduced benefits cost by 15% annually through meticulous record-keeping and ensuring that the company did not pay for benefits for which employees were ineligible. Wrote employee manual covering issues including disciplinary procedures, code of conduct, FMLA policy, and benefits information. Revised job descriptions across all levels and 50+ categories. “Shadowed” and interviewed employees to construct an accurate picture of the duties and skills required for each position.