MOBILE HEALTH | New York, NY | $2.5M National health screening services provider. 2006 – Present Human Resources Manager  HRIS Technology: Drove transition from outdated HR systems into a fully integrated HRIS platform (Bamboo) in 8 weeks. Instantly improved analysis, reporting, and planning capabilities while streamlining daily HR functions. Empowered employees through automated self-service. Organization Transformation: Transformed HR into an asset for the employee by implementing automation that improved benefit education and accessibility, increased communication and organizational awareness and transparency, provided a PTO planning model which included complex diverse accrual systems, and created a more efficient onboarding process with notification reminders to key internal stakeholders. Implemented unlimited vacation policy for exempt staff. Talent Acquisition: Recruited over 100 employees in 2 years as a single person HR department. Automated templates that empowered managers in tracking candidates during the selection process. Reduced speed to onboard candidates from 3 weeks to 4 days by automating processes and establishing more flexible systems for background checks and drug screening. Implemented a strategic plan that improved company visibility, increased clinical talent acquisition, established improved salary scales, and created more marketable expectations in a highly competitive health market. Workforce Planning: Worked with management to restructure customer service team, identify professional development needs, improve quality of service and reduce call center wait times. Counseled managers with performance issues and disciplinary procedures. HR Policy, Process & Systems Design: Implemented an analysis of labor time needed to deliver clinical staff services to better staff clinics and reduce patient wait times. Worked with finance to improve staff cost allocation systems.

 HRIS Technology: Transition from outdated HR systems into a fully integrated HRIS platform from Oracle. Instantly improved analysis, reporting, and planning capabilities while streamlining daily HR functions.  Best Practices: Supervised a staff of 5 in implementing best practices. Implemented creative professional development practices while negotiating and complying with a union environment. Workforce Planning & Professional Development: Implemented creative professional development practices in conjunction with six universities and three certification programs that significantly increase organizational knowledge skills and met newly established state educational requirements. Designed a targeted training plan in response to an assessment of employee credentials and performance appraisals that allowed 95% of staff to meet or exceed new credentialing requirements. Produced job title related professional development ladder aligned to organizational goals. Developed training manuals and maintained employee training records in accordance with state licensing requirements and audit compliance. Change Management & Organizational Development: Worked with public school system to implement state funding and meet compliance for contracts that improved staff credentials, classroom environment, and children’s education under the guidelines of the Department of Education. Responsible for working with leadership to meet agency closing procedures of a 30+ year organization with over 700 employees; process included meeting WARN Act requirements, negotiating with the union, filing unemployment, transferring the 401K plan records, and meeting state and federal reporting needs. Union Negotiations: Worked with leadership to negotiate 2 union contracts during challenging financial times. Responsible for union grievances with a 95% arbitration success rate.