Plan, lead, direct, develop and coordinate the People & Talent functions at Tampa General Hospital. Serves as the strategic and integral partner to USF Tampa General Physicians (USFTGP) operational leaders across departments with the primary focus of ensuring business and operational strategies align with the People & Talent strategies across the health system. Provides people consulting on a variety of People and Talent related areas, including coaching, talent management, development, change management, policy interpretation and application, training, workforce planning and enhancing employee and leader capabilities and decision making.

R&L offers consultative services that provide the building blocks for business owners and leaders to develop their Human Resources strategy, and allow them to focus on their business.Our Services include:• HR Strategyo Talent Management – Having the right people, in the right place, at the right time.o Culture and Retention – Establishing an environment for success to retain key employees.o Succession Planning – The organizational depth chart and contingency plan.o M&A Due Diligence – Compliance and integration diligence.o Progressive Discipline & Terminations – Guidance on best practices and compliance.• Recruiting o Develop and design business-specific recruiting strategies.o Technical and Non-Technical Resourceso Customizable Recruitment – Outsourced, Hourly, Retained, Flat Fee, Contingencyo Recruitment Coordination – Single touchpoint for managers with screening and interviewing• HR Essentials & Auditingo Policy managemento Job descriptionso Handbookso Employee relations and investigationso Talent acquisitions and managemento Hiring – Sourcing and selectiono Termination processo Performance management and evaluationso On-boarding and off-boarding

Partner with business leaders to identify opportunities, create/apply appropriate solutions and strategies, and ensure results and impact are favorable for the organization. Work closely with HR/OD COE teams and support the design and deployment of programs, as well as serve as a change advocate to drive new initiatives into the business for seamless transitions. Accountable for all facets of heavy employee relations that includes, but is not limited to, employee support and counseling on job-related conflicts, dispute resolution, and performance issues. Educate and inform employees at all levels on Human Resources policies, processes, and procedures. Represent Human Resources point-of-view for all business decisions. Make certain that all Human Resources objectives are continuously reflected in business strategies.Notable Achievements:• Serve in a multifaceted role as a member of the senior leadership team and Human Resources Leader of the Entertainment Systems (OES) Division, Global Supply Chain and Manufacturing; valued as an employee advocate and change agent on all pertinent matters.• Provide critical input to leadership and employees for continuous alignment with business objectives; develop and implement proactive strategies that drive the talent agenda, strengthen work culture, and grow productivity, retention, and engagement within the workforce.• Coach, mentor, and develop senior leadership on overall organizational talent management to include talent assessment, performance measurement, employee retention, compensation and benefits, succession planning, and employee development to meet the strategic needs of the business.• Continuously analyze and monitor data trends/metrics to create strategies with senior leaders that address findings.

Provided leadership, direction, development, and focus to a team of 1 HR Generalist and 1 Recruiter. Accountable for monthly reporting, risk assessment, compliance, needs assessment, recruiting, talent management, leadership development, performance management, process improvement, employee/labor relations, workforce reductions, restructures, change management, and communications. Partnered with corporate functional directors on matters relevant to compensation, legal, payroll, HRIS, benefits, recruiting, and Environmental, Health, and Safety (EHS).Notable Achievements:• Worked closely with key functional leadership team at the Tampa facility and developed/instituted a highly effective “People Plan” that equipped the plant to achieve all business, labor relations, and talent objectives.• Collaborated with Operations and set-up a cross-trained workforce with broader knowledge, skills, and technical competence that provided more highly skilled work opportunities at higher pay and lowered voluntary turnover by 67%.• Developed a new system for employees to request time off and the management to select employees using a fair and systematic process that eliminated unscheduled overtime and reduced total overtime by 20%.• Updated policies/procedures that provided a positive impact on labor efficiency and drove business performance including one that resulted in a potential savings of $2.5M.

Served as key member of senior leadership team and trusted HR Business Partner. Provided strategic human resources management expertise and guidance to the executive leadership of 3 business units. Supported 24 sites throughout North America. Coached and counseled managers/associates on employment practices issues; developed and integrated short and long-term strategic human resources initiatives that met needs of business. Collaborated with HR leadership, Regional VP’s, and the location general managers on strategic business plans, project management, organizational structure, staffing plans, industry trends, analytics, workforce reductions, restructures, changes, and communication channels. Notable Achievements:• Improved service delivery of HR programs/services to client groups’ objectives through analyzing and understanding financial data, potential risks, and current issues; made recommendations for improvements as required.• Optimized HR resources to meet Product Service Line (PSL) needs; reduced selection and onboarding of new hires by 50% through collaboration with senior management in their centers of expertise.• Improved the retention rate of the hourly workforce through the industry downturn (98%) by proactively anticipating the needs of the business and integrating them into the overall HR strategy.

Trusted HR Business Partner who provided advice, coaching, and leadership on all relevant HR matters for client group that included C-level executive leadership and senior executives. Applied plans/programs that drove individual and team performance management, organization design, employee and labor relations, leadership development, employee engagement, talent development, career and succession planning, retention, mergers and acquisitions (M&A), process improvements, recruitment and staffing, corporate responsibility, risk assessments and preventative strategies, and interpretation of employment law and policies relating to all aspects of HR management while promoting HR programs and aiding management team with effective line communication.Notable Achievements:• Key contributor as a Human Resources Director during a department restructure and leadership change; accountable for all facets of leadership, direction, and focus to a team of 7 Regional HR Managers and Shared Services Staff. • Provided human resources leadership to a matrix organization that included divisional, operational, and functional leaders; client group included C-level and senior VP leadership in IT, Finance, Shared Services, Engineering, Oil & Gas, Energy, Certification, Testing, and Business Development (Sales) for 5 business units and 29 facilities across Texas and Louisiana.• Drove activities that increased employee engagement, communications, and morale; reduced turnover by 21%.• Coached unit leader(s) and their leadership team members on connecting business strategy to people strategy; constructed capability for higher performance.• Served as HR leader for mergers and acquisitions (M&A), due diligence, and post-acquisition integrations.

Served as the HR lead responsible for partnering with business operations to ensure a complete understanding of business needs and objectives, and resolving HR issues. Managed employee engagement activities, succession planning, talent management, diversity and inclusion initiatives, compliance, and work-life programs for 1,100 employees. Responsible for building successful, diverse, and inclusive teams.

As a strategic HR partner, provided support to operational senior leadership to drive talent strategy and provide professional HR counsel, insights, and solutions that enable the organizational effectiveness. Responsible for over 600 employees at seven sites across central and southern Florida.

Responsible for a full range of HR disciplines including grievance process investigation and contract administration for 470 employees in the Detroit manufacturing plant. Prior to that, was responsible for full range of HR disciplines for 450 employees at the World Headquarters building.