• Lead system implementation and projects for Infor GHR, Talemetry and ServiceNow with testing• Configured workflow structures, reports, using LPL and report builder tools in Infor GHR• Created executive dashboards in Excel, Power BI and BIRST after creating a data warehouse• Configured HR solution services in ServiceNow and managed all build and coding on the back end• Responsible for adhoc reporting for all organization with talent insights with over 55 weekly reports• Created reports as an interface between Lawson and Infor using Microsoft SQL queries• Lead the organization through a merger with over 30,000 employees and managed the workflow transition

Dyagnoze is an innovative start up which is focused on finding safe solutions for Patients and providers by connecting them in several ways. Our AI is designed to satisfy the needs of patients across the globe.

• Increased revenue of surgery center by 400% in 3 months by increasing patients, testing and surgeries• Orchestrated new patients during COVID19 with a strategy to reduce risk for patients and increase revenue• Modernized clinical referrals by creating new partnerships and added capital of $400K in 1 month • Managed Workday and Viventium HCM with payroll, Ad-hoc reporting, and administered Commence CRM• Redesigned and implemented new workflow in the clinics that increased procedure rate by 100%• Headed a team of billers, admins, and clinical staff with efficiency to increase return on investment by 30%

• Claimed lost reimbursements worth $40 million by analyzing financial data with billing department• Restructured the organization with staffing, performance, policies & procedures, compliance, audits and implementing new strategies using Lean methodology for 4 work sites using Analytics• Ad-hoc reporting of Financial, reimbursement, profit & loss and HR Data using SAP Crystal Reports• Lead COVID-19 response team with 25 staff in identifying and controlling spread of virus among patients• Managed Viventium HCM implementation, IT configuration, systems installation, and database design• Influenced change management between the C-suite and the legal team that lead to 56% less turnover• Increased the revenue by $1 million per surgeon by providing new partnerships to the marketing team• Administered 3 clinics and an Ambulatory Surgery Center and increased the revenue by $300,000 in 1 month with referrals to surgeries & reimbursements with several health insurances• Designed & performed cost-benefit analysis to implement clinical workflow by reengineering the business processes and estimated ROI based on the new processes and also for Mergers & Acquisitions• Analyzed Financial data and predictions at the end of the year for payroll, profits and reimbursements• Increased the consultation rate by improving patient satisfaction after analyzing referral data for patients• Analyzed patient statistics in Medgen EMR and compared trends in consultations to enhance revenue• Prepared quality dashboards in Excel to maintain compliance and quality standards across 4 clinics• Managed 120 employees with staffing, performance, scheduling, inventory, PTO and payroll for 4 clinics• Increased staff efficiency and engagement by conducting surveys and hiked clinics performance by 3%• Developed staff training on patient service, clinical workflow and billing in EMR by evaluating survey data

• Lead a team of 12 Analysts and BI Developers, to create and deploy automation & Analytics• Managed transformation of virtual teams during Mergers & Acquisitions and saved $14 million• Determined strategies for hiring from job boards to reduce Cost Per Hire and saved $125K per quarter• Managed 24 projects and implemented 19 of 20 projects in 15 months with a success rate of 95%• Trained managers and employees on new systems and tools usage and involved in troubleshooting• Analyzed survey results for onboarding and employee engagement and improved workflow efficiency• Assessed various HCM systems and selected Oracle, followed by implementation & troubleshooting• Interpreted hiring and performance data from ADP to strategize performance management plans, succession plans, annual appraisals, coaching for managers, workforce planning and retention • Reduced risk of compliance by building a database using SQL to track background checks & recredentialing• Introduced talent metrics for the HR team to promote high potential employees for succession planning• Utilized Gallup - Talent Based Hiring tests to identify high performers with predictive leadership models• Inspired management to implement Retensa, to reduce turnover by 42% using predictive analytics and predicted the profits of mergers and acquisitions leading to a positive change in HR department• Lead compensation analysis on PayScale to provide salary threshold according to FLSA standards • Launched LinkedIn and Facebook social media campaigns and increased talent pipeline by 23%

• Streamlined on-boarding process in 17 states by eliminating paper-based onboarding and implemented DocuSign and improved employee onboarding efficiency by 65% and employee satisfaction by 30%• Provided thought leadership on retention strategies using Retensa and calculated direct and indirect turnover costs per year and performed exit interviews for retention analysis to increase human capital• Trained, coached and managed Interns and Jr. Recruiters and improved efficiency of staff by 18%• Evaluated effectiveness of all HR processes enhance operations such as new hire orientation, training, performance management, workforce planning and EEOC compliance reports• Ran background checks in State justice system, Identogo, Sterling, GIS and ADP SASS for 5000 employees• Created workflow in background checks to reduce the risk during audits and contract renewals

• Coached employees and candidates with disabilities on career planning, interview techniques & strategies• Designed universal training modules and conducted training sessions for employees and clients• Counseled clients using techniques such as emotional intelligence, divergent thinking, design thinking based on their physical and mental health conditions• Created strategic plans for organizational development and added additional revenue streams for the company with return on investment worth $15 million

• Involved in User Acceptance Testing, implementation and troubleshooting of new HRIS system• Developed a workforce plan by creating strategy maps and process maps for operations• Used LinkedIn, Zip recruiter, Indeed and ADPRM applicant tracking systems for full-cycle recruiting• Interviewed candidates to determine if they are a job and culture fit and hired top talent• Hired and on-boarded candidates by processing background checks, e-verification and I-9 forms• Organized career fairs and maintained university relations and on-campus recruiting• Involved in Strategic Planning to hire people with disabilities and manage talent, by organizing interview days and creating a pipeline of candidates for positions with high turnover.

• Analyzed large sets of structured and unstructured data from HRIS systems using Excel and SPSS• Maintained confidential data and performed analysis on Human Resources data, Talent Metrics, Leadership Surveys and Diversity & Inclusion surveys for various organizations• Compared various HCM systems (Workday, PeopleFluent, UltiPro, SuccessFactors) and provided system recommendation and strategy plan to the clients for their workforce & analytics management strategy• Analyzed Exit Interviews to implement corrective action plans for Retention using survey metrics

HR Avant-Garde is lead by a dynamic group of professionals, with HR solutions for business problems. The President, Prof. Vincent Suppa gave me the opportunity to work with him on a Big Data project. My role is to find the required material from various sources and support the team in the research. The next big thing for HR professionals is here at HR Avant-Garde. Follow the site, and get to know more. Talk directly with the experts in the field of Human Resources, Human Capital and Big Data

• Successfully obtained a recruiting contract with MTA worth $20 million and managed a team of 4 employees in-person and 7 virtually for bidding projects with employees like MTA, Panasonic, Raytheon • Managed full cycle recruiting and HR operations for the organization between clients and 1099 employees• Acted as a liaison between the organization and the clients to improve the relationship and to retain the existing contracts by providing hiring strategies for the future• Managed daily team meetings and calls to assign various responsibilities and tracked the progress of each employee for performance evaluation and employee relations.• Used various job boards such as Monster, CareerBuilder, Indeed and LinkedIn to hire for contracted jobs throughout United States and processed them on company’s W2

Jozii is an online platform designed for college students to search for jobs easily. Though candidates can easily find a profile fit for themselves, it is a little difficult to find a cultural fit. I worked with the CTO to design tests to match the candidates to company profiles. I had the same concept in my mind for matching candidates to companies, so I joined the team to get an experience in developing psychometric tests and help companies build a better workforce. This is work in progress and will take a while to get them out into the market. This experience has been a big boost for me and my performance.

The first thing I did was to reconstruct the chapter, and get all the interested people together, which required selecting the right people and make them the E-Board members. Then, I organized meetings to discuss what we had to do for the future. This involved strategic planning, as I had to look at the long term picture of the chapter and train my successors to lead the chapter in the right direction. I am responsible for all the meetings that took place, all the conferences that are hosted and will be hosted in the future.The latest development is to start a university wide public speaking platform, where students with valuable information can share it with other students and staff. The ideas was an inspiration of Ted Talks, and help students feel comfortable with their presentations. The name of the platform is Think Talks, which I feel would help the students to get rid of their nerves during presentations in the future.My duties also involve coaching students with the latest HR techniques available in the world, and also to guide them in a direction to achieve their career goals successfully by implementing the techniques taught in the class.

At CTC, I have coached students, a few staff members in shopping complexes, and some managers from local software companies. At CTC I dealt with emotional intelligence to understand others and divergent thinking for ideating and creating new products or ideas. My leadership training is one of its kind that will leave the audience amazed of how easy it is to become a leader. I have learned to target the common sense of a human being, which is not common among people. And this common sense has great results, in terms of training and development, self-motivation and self-empowerment.Employee Training, Soft Skills, Communication Skills, Individual Training, Social Skills, Emotional Intelligence, Social Service, Personal Development, Personality Assessment, Body Language Reading, Entrepreneurship, Goal Setting, Divergent Thinking