Human Resources Support for Healthcare Tech Startup

• Leadership: Provide supervision, mentoring, training, and other development processes for the Employee Relations, Talent Acquisition, Payroll, and Compliance teams• Compliance: Audit new and existing client hiring processes for compliance and efficacy • Finance: Budget oversight for HR, Payroll, and Talent Acquisition Departments• Growth: Conducted training programs on key HR topics, including employment law, conflict resolution, and performance managemento Utah Work Elevated HR Conference Speaker – Talent Acquisition Strategy o Salt Lake SHRM Webinar Speaker – Talent Acquisition Foundations and Trends. Scheduled to speak at Utah• Strategy: Develop and execute effective and efficient recruiting plans for multiple companies, industries, and locations in the US and Canada • Employer Branding: Oversee Megastar HR branding and client employer branding

• Grew company from 73% staffed to 95% staffed in the first year• Increased Career Site traffic by more than 40% in the first year• Increased Organic Job Board traffic: Impressions by 58%, Clicks by 34%, Apply Start Rate by >300% in the first year• Leadership: Provide supervision, mentoring, training, and other development processes for the HR Administrative Assistants, Compliance Specialists, and Recruiters• Growth: Support due diligence projects for acquisitions. Travel to newly acquired Bristol Hospice locations to complete a welcome presentation for newly acquired employees. Support employee relation issues that arise• Strategy: Develop and execute effective and efficient recruiting plans in collaboration with the CEO, Executive Vice Presidents, Executive Directors and hiring managers• Compliance: Provide recommendations, and develop and monitor effective processes and procedures to ensure 100% compliance with personnel-related areas. Ensure administrative duties, personnel compliance matters, and record keeping are accomplished in accordance with company policies and procedures and applicable federal, state, and local laws and regulations• Employer Branding: Collaborate with the Executive VP of Community Relations by assisting in the establishment of a recognizable “employer of choice” reputation for the company, both internally and externally. Implemented Comparably for increased employer brand reach and improved EVP visibility

• Servant Leadership: Serve as key member of corporate leadership team supporting 65% company growth through COVID-19 pandemic; Embody responsive and value-added HR culture by promptly, competently, and professionally responding to talent acquisition needs during extreme year-over-year growth• Employment Legal Compliance: Uphold Brighton compliance with federal, state, and local regulations pertaining to all talent acquisition and also broader HR functions (e.g., ERISA, Dept. of Labor/FLSA, Title VII, ADA, COBRA, USCIS)• Diversity & Inclusion Initiatives: Developed ADA accommodation request system for candidates online; Act as HR representative of Brighton-Oregon’s Diversity & Inclusion Planning Committee (company’s pilot committee); Provide bias leadership training and counseling as needed• Brighton Hiring Method: Developed, implemented, and continue to optimize “Brighton’s Hiring Method”—Resources and consistent hiring best practices supporting cost-effective talent acquisition of top talent nationwideo Applicant Tracking System (ATS): Developed, implemented, and actively manage ATS in Paycom HRIS supporting automated job requisitions, job postings, employment applications, recruitment-stage workflows, interview notes capture, & employment offerso Leadership Training: Developed and provide rotating, weekly leadership training on 1-Brighton Hiring Method; 2- ATS; & 3-Hiring Tips, Tricks, & Legal Compliance• Total Compensation Analysis: Developed and provided annual total compensation statements for all leaders and team members supporting retention initiatives• Turnover & Retention Reporting, Analysis, & Strategy: Provide company-wide and site-specific analysis to leaders; Partner with leaders on initiatives increase retention/decrease turnover • Employer Branding: Implemented internal promotional and announcements, and social media recruitment campaign tools; Supported redesign of Brighton Hospice website Careers Page (www.brightonhospice.com);

• Talent Acquisition: Coordinated talent acquisition efforts to secure top talent supporting a rapidly growing digital finance company that specializes in “no credit needed” consumer financing in both brick and mortar and e-commerce merchants• Direct Recruitment: Reviewed resumes and dispositioned candidates; Scheduled and conducted phone interviews for sales positions; Dispositioned candidates as applicable• Project Leader: Led multiple projects including, but not limited to:o Selected and implemented new ATSo Created recruitment scorecards and new requisitionso Developed new intern programo Improved and promoted diversity within technical departments

• Hiring leader and trainer for all massage therapy staff in the Chief Wellness Office• Managed patient schedules, relationships, and overall experience• Guest wellness lecturer at the College of Nursing and College of Physical Therapy• Member of cross-functional team identifying process improvement projects for surgical teams• Piloted 4 new massage therapy programs: 1-Onsite chair massage at 7 university hospital locations; 2-Onsite massage for U.S. Olympic athletes; 3-Inpatient massage at University Hospital; 4-Onsite massage at ZBBC for Utah Jazz basketball players