Evara Health is a Federally Qualified Health Center (FQHC) serving over 70,000 patients across a diverse range of specialties including family medicine, pediatrics, women’s health, behavioral health, and more.Key Responsibilities:Strategic Leadership: As the Senior Leader of HR Functions, I steer the strategic planning and operational execution for the People and Culture team. My portfolio covers HR, Benefits, Compensation, Employee Relations, Talent Acquisition, Workforce Development, and Training initiatives.Team Development & Engagement: Committed to fostering a culture that promotes both personal and professional growth, directly contributing to enhanced patient care and outcomes.Achievements:Formulated and implemented short, mid, and long-term P&C strategies that align with and support the organizational strategic plan across all managed areas.Elevated employee engagement participation from 65% to 85% while improving overall engagement scores to above 4 on a 5-point scale.Developed and integrated a core competency framework enhancing consistency throughout the employee lifecycle, utilized in new behavioral-based interview guides, job descriptions, annual evaluations, and talent development frameworks.Led the creation of an employer value proposition, significantly enhancing our employment brand. Leading to a 150% growth in our LinkedIn following within 6 months.Introduced workforce planning processes for the first time, facilitating strategic planning sessions with leaders to pinpoint gaps and outline future hiring strategies.Rebuilt the recruitment function with a focus on candidate experience and streamlined internal/external partnerships and workflows, establishing recruiter metrics and real-time dashboards for enhanced managerial and executive reporting.Led the rearchitecture of ADP WorkforceNow and optimized module usage to reduce administrative burdens, enhance digital adoption, and promote self-service among employees and managers.

Specialized HR and Technology Integration Consultant focusing on empowering HR and Business Leaders in the implementation of ChatGPT and generative AI. Driving improvements in productivity, efficiency, and the employee lifecycle through cutting-edge technology integration.Principal Consultant for HR and Talent Acquisition services, providing tailored services to small and mid-size companies.Strategic Technology Integration: - Educated HR teams on the adoption and utilization of generative AI to enhance organizational effectiveness. - Created workflows incorporating ChatGPT for enhanced communication and automation.Leadership Development & Executive Coaching: - Worked with Boards to align CEO evaluation and pay-for-performance methodologies. - Developed talent programs to bridge skills gaps and bolster internal talent pipelines.Performance & Engagement Management: - Designed and administered annual employee evaluation processes, aligning criteria with role expectations. - Conducted employee engagement surveys, reporting, and actionable planning. - Strong expertise in driving cultural and organizational change management. Talent Acquisition & Strategy: - Defined hiring strategies, created new organizational roles, and rewrote job descriptions. - Provided talent acquisition services across diverse industries, and shadowed managers to improve interviewing skills. - Designed behavior-based interview guides, reflecting essential skills for role success.Compliance & Training: - Trained full staff on harassment, discrimination, and retaliation-related topics. - Educated leadership to enhance talent development and performance management.Compensation & Benefits: - Conducted market compensation analyses and reviews. - Researched and assisted in selecting new benefits offerings and administrators.

In my role at ChenMed, a hub for disruptive healthcare innovation, I directly support the Chief Innovation Officer and top executives in driving strategic initiatives and scaling new products within our healthcare startup incubation hub.Key Responsibilities:Strategic HR Leadership: Lead the strategic and tactical HR support functions necessary to scale new business lines and initiatives.Expertise in People Processes: Act as a subject matter expert on people processes, policies, and advocacy, influencing enterprise-wide projects that impact the employee lifecycle.Key Initiatives:CMAP as a Service: Spearheaded the initiative that improved patient care, reduced disenrollments by 50%, and decreased hospital admissions by 20%.IntuneHealth: Pioneered a tech-forward approach to serve Medicare Advantage populations through telehealth, mobile applications, and local health centers, delivering VIP care.TeamCare: ChenMed’s healthcare service which has significantly reduced out-of-pocket expenses for employees while improving the quality of care.Member Service Center: Developed a centralized patient service model that reduced administrative load and unnecessary hospital admissions, thereby lowering healthcare costs.Talent Accelerator Program: Built and led Curity's IT early career development program from conception through to execution, establishing a critical talent pipeline.Results:Workforce Stability: Achieved an overall turnover rate of 8.6% and a total turnover rate of 11.7% in FY22.Employee Engagement: Secured an 89% favorable engagement rate with 96% participation in FY22.

As the HR Director for Walmart H&W, I oversee the HR strategy and operations for the Neighborhood Markets' Healthcare Business Unit, encompassing over 700 pharmacy locations across 28 states and supporting 6,500 associates.Key Responsibilities:Strategic Leadership: Work closely with the Senior Vice President of Operations, four Regional Directors, and over 50 Market Directors to align HR strategies with business needs.HR Strategy Development: Formulate short-term (6 months), mid-term (6-18 months), and long-term (18+ months) HR strategies focusing on Diversity, Equity, Inclusion (DEI), cultivating a High-Performance Culture, and leveraging Data-Driven Decision Making.Significant Projects and Achievements:Workforce Transformation: Led a comprehensive project ensuring HR and healthcare compliance while addressing future business needs. Achievements include a job code audit, job description updates, new interview guides, compensation analysis, wage investments, manager enablement initiatives, and the Certified Workforce Initiative across the entire Health & Wellness business.Associate Engagement: Orchestrated the associate engagement survey strategy, leading to record participation rates of 86% in 2020—the highest in H&W —and an improved overall AES score by 2 points in 2021, the best in the company.Performance Culture Initiatives: Developed strategies that promote ongoing feedback, leadership development, and performance management. Enhanced Quarterly Talent Reviews to boost leader effectiveness in performance management and talent development, ensuring accountability for development goals.Rotating Captainship Program: Created and lead a leadership rotation for a 10-member HR team to enhance team collaboration, execution consistency, and professional development.Data Analysis and Reporting: Manage comprehensive analysis and reporting of people trends using tools like Workday, Medallia, and Business Objects to inform strategic decisions.

As the Senior HR Manager for Walmart’s Southeast Healthcare Division, I oversee HR strategy and operations across 6 regions, 53 markets, 550+ stores, and support over 8,000 employees in primary care, pharmacy, and optical facilities.Key Responsibilities:Strategic HR Leadership: Direct comprehensive HR initiatives that support and align with business goals across multiple healthcare settings.DEI Initiatives: Implement DEI strategies that resulted in a 10% increase in leadership diversity within two years through training, mentoring programs, and enhanced diversity reporting. Successfully reduced discrimination ethics tickets by 17% year-over-year.Significant Achievements:Employee Engagement: Boosted engagement survey results from 62% to 80% year-over-year by utilizing data-driven strategies tailored to specific employee needs.Talent Reviews: Instituted quarterly talent reviews at both market and regional levels, improving diverse employee identification, accountability, and development goal setting.Performance Culture: Developed and executed strategies to foster a high-performance culture, focusing on goal planning, ongoing feedback, mentoring, and effective performance discussions.Change Management: Led the organization through significant transitions, including workforce reductions and the nationwide rollout of the Workday HRIS system, serving as a key HR technical resource.Comprehensive HR Support: Provided extensive support in performance management, talent development, compensation, benefits, employee relations, and workforce planning.Policy Expertise: Acted as a subject matter expert on company policies, mission, and values, handling complex employee relations issues, ethics, and investigations.Strategic Projects: Oversaw the field implementation of strategic HR initiatives and spearheaded the execution of multiple enterprise and regional business plans and initiatives.

Selected to spearhead talent acquisition strategies for the newly established Walmart Care Clinics, I have led transformative projects and developed strategic partnerships that significantly impact our operational and recruitment efficiencies.Key Responsibilities:Talent Acquisition Leadership: Drive the development and execution of comprehensive talent acquisition strategies for a national network of healthcare clinics.Employment Branding: Craft and implement a national employment branding strategy, enhancing the visibility and attractiveness of the newly developed division.Significant Achievements:Led a pivotal company merger with an employer onsite model, achieving over $2M in cost savings.Engineered a workforce strategy and staffing model tailored to clinic volumes, saving the company $3.61M annually.Led a team in identifying and rectifying gaps in the onboarding process, enhancing both candidate experience and management efficiency by collaborating with cross-functional teams.Forged key partnerships with state, regional, and national organizations, initiating grant and scholarship programs with universities offering advanced nursing degrees.Developed comprehensive recruitment, interviewing, and hiring processes, including screening and interview guides.Collaborated to establish an externship program for nursing students, facilitating practical experience and education through strategic university partnerships.Key Projects:Developed and implemented guidelines to optimize staffing efficiency and clinic operations.Crafted strategies focused on enhancing hiring practices and employee retention within the business unit.Devised and executed engagement plans with national, state, and local organizations to strengthen community and educational ties.Initiated a grants program supporting nursing organizations and academic institutions to foster industry education and development.

- Managed full life-cycle recruitment for experienced pharmacy candidates for 3 groups, 18 districts, and over 180 Target stores across the Southeast US. Provided additional support on as needed basis to cover extended leave of absences in other regions.- Developed partnerships with employment brand teams to develop marketing and outreach for hard to staff markets and positions. Found gaps in consistency, accuracy, and marketability of online job postings and collaborated with the employment brand team and talent acquisition managers to identify and implement solutions.- Developed strong relationships with Human Resources and Operations leaders to strategically plan staffing needs utilizing succession planning, forecasting, business metrics, and attrition tools.- Selected as a Healthcare Captain and focused on developing communication for peers around global healthcare and talent acquisition changes, relied on as a subject matter expert on healthcare related projects, and a leader for healthcare recruiters to utilize for questions and concerns to be elevated to talent acquisition leadership.- Peer trainer for new in role pharmacy recruiters across campus and experienced teams.- Selected to serve as the talent acquisition partner to attend diversity and pharmacy recruitment conferences.- Received the following awards: Target Regional Human Resources Results Leadership Award (Q3 2014), Target Quarterly Award of Excellence (Q3 2014), Target Annual Results Leadership Award (2014).

- #1 recruiter in company for total number of hires in 2011, 2012 and 2013.- Managed 6 campus liaisons with a focus on campus relationships, hiring results, and professional development- Managed the day-to-day execution of campus strategy that involved Executive Team Leaders, Store Team Leaders, Rx Business Partners (15), HR Business Partners (15), HR Managers (5), and Group Pharmacy Leaders (5).- Developed new recruitment strategies for 31 schools that encompassed diversity recruiting, university partnerships, campus liaisons, campus events, campus grants, intern hiring, experiential education, and national partnerships. - FY10 held the Organizational Captainship to liaison between Target and the National Rx Organizations to build strong partnerships. Planned and organized Target attendance at 8 APHA Regional Meetings, 2 SNPhA Regional Meetings, the National SNPhA meeting. Wrote and developed a National Target Scholarship for SNPhA.- FY11 held the Operations Captainship focusing on Taleo, our Talent Acquisition System. Priorities are in developing reporting compliance, creating organizational efficiency, training new team members, and leading through a Taleo system migration.- FY12 held the Social Media and Employment Branding captainship to drive innovative hiring strategies. Also serve as the Campus Grants captain, leading my peers to allocate $245k in grant funding for Rx schools and organizations.- Received the following awards: Target MVP Leadership Award (2013) – Peer selected for excellence in results, partnerships, and leadership, Target Healthcare Recruiting Leadership Award (2013), Target Quarterly Award of Excellence (Q1 2012, Q2 2012), Target Annual Results Leadership Award (2010 and 2011).

Worked as one of five members on the Internal Staffing team for KForce, a billion dollar staffing firm with over 67 offices in 41 markets in the United States. I specifically support internal recruitment efforts our Atlantic Region from King of Prussia, PA the South Florida. Ramped up two associates in the Reston office and was integral in the development of a newly implemented college recruiting plan. During this time was mostly focused on our Reston, VA hiring needs for our largest office (80 employees) in the company

Assigned to the National Recruiting Center Direct team of Kforce, an ISO 9001:2000 certified division. Solely developed a successful relationship between the NRC and the NY/NJ Account Managers responsible for the AIG account. Solely support all AIG technical requirements on a national level working with hiring managers, the VMO, and Kforce Account Managers. Was charged with developing the relationship overall between KForce's National Recruiting Center and the overall NY/NJ Market including 100% delivery for JPMC technical contracts in that market. Tech Flex (contract) accounts for around 90% of the revenue for the NY/NJ market that currently has a $900k annual revenue and is trending to over $1 million annual revenue. During later part of tenure supported the NRC's market delivery to Houston, Texas for technical contract work in that local area. Additionally, helped lead a team of 9 recruiters overseeing West Market Delivery, including participating in one on one meetings with recruiters, leading white board meetings, motivating the team, and helping to develop new and innovative ideas to drive production and activity.