Steve Haas Email & Phone Number

Sacramento, Ca, Us

One Community Health is a Federally Qualified Health Center (FQHC) with a history of serving the Sacramento community since 1989, With it's start as CARES serving the HIV community, we have a diverse patient and employee population. We provide healthcare for all regardless of ability to pay, and have strong programs in HIV and Gender Affirming Services. I lead the HR strategy for 350+ employees, and am excited to grow that as we build out another 100k square feet of space over the next couple of years.

Sacramento, Ca, Us

Non-profit law firm providing protection and advocacy for Californians with disabilities, with 275 employees in over 25 locations Led a transformational shift in HR delivery, from an old-school administrative mindset to a strategic partnership • Worked with the Board to help them shift to a more strategic operating style; led discussions on organizational design, succession planning for the Executive Director; presented updates to benefit plan changes, compensation models, policies, etc., as requested, and annual updates on Diversity and Retention • Developed and delivered management curriculum on a variety of topics including performance management, reasonable accommodations, the supervising relationship, FLSA and -harassment prevention • Improved service delivery of HR transactions through implementation of HRIS self-service and online availability of 401(k), working with vendors to meet accessibility standards • Revamped recruiting process to increase quality of candidate pool and decrease fill time; improved approach to sourcing and marketing, including redesign of public jobs page to promote values, diversity, • Serve as 401k Trustee; with TPA and ERISA attorney, modified 401(k) documents (adoption agreement, summary plan description, loan documents) to incorporate both new IRS regulations and modifications made by the agency for ease of operations or added value to employee• Work closely with brokers and Finance to manage increases in health benefits costs, balancing budget needs with impact on employee contribution• Updated compensation structure to include relevant market data, simplified design and administration, and ensured equity among similar jobs across the agency

Us

Member of leadership team for a centralized Employee Relations function, determining policy, practice and compliance requirements for employee relations across the enterprise; 7 direct reports, managed remotely • Manage all ER issues, from discipline to discrimination and harassment investigations, ADA, FMLA, FLSA, reorganizations, and complicated exits; coordinate strategies with business leaders and HR business partners to implement effective solutions with minimal risk and disruption • Fostered a significant cultural shift through the implementation of revised discipline policies, focused on increasing leader empowerment and accountability, driving performance, and minimizing risk • Partner with business leaders and HRBP community on HR policy interpretation and application towards solving a wide range of business problems• Created the reporting and analytics function for enterprise employee relations case data, providing summaries, trends, and business impacts of over 14,000 cases per year; have become the benchmark for other companies in this space

Us

Member of centralized Associate Relations team, managing complex cases from across the enterprise. • Partnered with all levels of managers to address staff performance and attendance concerns • Handled complex cases related to FMLA, ADA, harassment and discrimination • Conducted workplace investigations on a large variety of allegations

Us

Served as HR business partner for the Pacific West Region of the exclusive agency channel. Member of Regional Leadership Team; supported 125 employees in 7 states. • Designed and implemented the regional people strategy, delivering solutions that drive the Region to meet its objectives and overcome challenges • Executed all HR processes for the region, including annual facilitation of performance management, compensation review, and succession planning exercises • Managed recruiting, on-boarding and exit functions for the region, with a 92% retention rate• Facilitated strategy and planning sessions for Leadership Team• Developed and delivered employee development content, including a Professional Development Program for selected participants • Conducted focus groups of employees to stay in touch with the front line, and gathered continuous feedback to ensure we achieved desired results in creating a great place to work

Greenwood Village, Colorado, Us

Managed the HR function for a 750 employee call center with 3 direct reports. Partnered with site leadership team to ensure that business goals are attained in conjunction with client needs. • Coached leaders in the understanding and consistent application of company policies and employment law; transitioned 32 supervisors into handling separations • Provided extensive training and coaching in leader development, with a focus on improving employee relations and performance to meet goals in absenteeism and other business objectives; decreased absenteeism by 100% over a 2 month period • Within the first 2 weeks, fixed a broken payroll process that was causing 100+ late paychecks each cycle• Administered performance management and compensation cycles • Used data to drive attrition and retention analysis, recruitment planning, employee relations issues and site cost control; dramatically decreased NCNS exits through training and positive communication • Contributed to launch plans with new clients to ensure HR functions are integrated and supported; orchestrated the hiring of 400 employees in an 8-week period to support the launch of 2 new projects

Sacramento, Ca, Us

Installed formal HR functions where none had existed for a 23 year-old company. Operated as senior management with the CEO. COO and CFO. Assisted in development of overall business strategy and drove the HR functions to meet business objectives. • Centralized the staffing function for all 3 sites; delivered full-cycle recruiting; implemented applicant tracking system, improving candidate pool and decreasing cycle time by 5 days • Managed insurance broker relationships & benefit programs; restructured contribution strategy to meet a flat budget goal against a 28% increase in premiums • Developed & implemented formal compensation and performance management programs; partnered with managers to make appropriate compensation decisions within strict budget constraints• Maintained employee handbook with policies that ensure compliance while supporting & shaping the highly unique culture of the organization

Provided HR and training services to a variety of clients. Larger projects listed below. * Served as HR Business Partner for publisher of 3 weekly newspapers (News & Review)* Developed & delivered call center curriculum; implemented training & documentation for installation of a document imaging & workload management system (Delta Dental) * Developed & delivered seminars on sexual harassment & diversity for a regional bank (Tri-Counties)* Facilitated study groups through SAHRA to prepare HR Professionals to pass their HRCI Certification

Directed HR functions in a call center environment with 400 FTE. Managed two teams of training/performance specialists, a generalist, recruiter, & web-developer. • Developed & delivered training for new managers, including relationship building, coaching & counseling skills, managing performance, documentation; FEHA/Title VII, CFRA/FMLA, & ADA issues • Partnered with start-up department heads - customer service, technical support & cash operations - to create training & procedures for their business unit; facilitated creation of performance objectives & metrics, procedures & documentation • Redesigned selection & compensation model for the call center, reducing turnover by 50%

Master'S Degree, Human Resources

Bs, Business Administration