•Respected thought leader and strategist for the organization in benefits, employment law and HR operations•Leads design and execution of the overall Total Rewards strategy for the organization including wellness initiatives •Responsible for the day-to-day HR operations and employee benefits for 3,000 employees, oversee HR Generalists, as well as LOA and Benefits Managers •Partner with benefits broker and TPA’s to ensure effective delivery of the best possible benefits programs in a multi-state, multi-industry environment•Implemented several new programs with the goal of reducing health care costs for the company and employees•Partners with the Finance Department in management of benefits plans including retirement plans•Develop and deliver training regarding areas of compliance related to operations and Total Rewards•Provides input into the company-wide objectives and key results for all areas of Total Rewards & HR Operations•Leader, active partner, and collaborator with the total HR team as well as Senior leadership•Role-models effective team leadership and is a sought-after mentor within the organization•Provides direction aligned to the overall mission and builds capability among direct reports, extended HR team, operations, and human services as well as with leaders within operations•Known for a high-level of integrity and the demonstrated ability to handle sensitive and confidential information in a professional manner.•Created a new communication strategy for the company regarding employee benefits•Operates with a sense of urgency and bias for action, reliably following through on deliverables and deadlines•Supports the Talent Acquisition team regarding hiring compliance and Total Rewards •Utilize Workday for HRIS for day-to-day employee management including AAP and EEO information for AAYP

Developed and conducted FMLA and ADA training nationwide to manufacturing and corporate locations Administer Leave of Absence and ADA accommodations which include accurately interpreting and applying State and Federal leave laws, including FMLA, USERRA, ADA and Dart policies to resolve issuesProcess and ensure accurate eligibility decisions by reviewing established guidelines and escalate non-routine decisionsKeep abreast of the current changes in the laws as it relates to FMLA, USERRA and ADA (including other state or federal laws that affect leave) Maintain accurate recordkeeping system in accordance with department standardsCreate reports on leave and accommodation status and trendsProvide explanations of employee and applicant rights and responsibilitiesMaintain benefit enrollment data for employees during leave of absence; collect and track benefit premiumsCommunicate changes in return to work dates, leave status, etc. with the appropriate HR staff and assist with any questions or explanationsLead the "interactive process" documenting the steps taken and ensuring the correct people are involved resulting in a determination on all accommodation requests

Manage the Human Resources Operations of Sparrow Health System Carson Hospital. Integral part of transitioning Carson City Hospital people processes and policies to Sparrow Health System. Plan, organize, direct and evaluate the daily business activities and strategic priorities of HR Operations. Partner with and support Carson Hospital leadership team. Work in conjunction with Sparrow Corporate Human Resources and provide day-to-day leadership and supervision to the on-site HR Team.Duties Include:Manage the onsite HR team, including establishing and monitoring service expectations, consistent delivery of services and providing ongoing education and training to support real time problem solving and issues resolution.Build trust-based, collaborative, sustainable relationships with Leaders and Caregiver customer groups. Consults with Leaders to resolve high level issues on a timely basis.Work collaboratively with Corporate Human Resources areas including Diversity and Inclusion, Learning and Organizational Development, Talent Acquisition and Total Rewards to oversee, implement and deploy all HR related programs, policies and practices.Ensure consistent interpretation and application of Human Resource policies Provide oversight for response to changes from external agencies, such as the EEOC/MDCR, Department of Labor, National Labor Relations Board, and civil suits related to discrimination or termination of employment.Develop annual HR financial plan. Monitor monthly operating statements for accuracy while ensuring expenses are within plan and variances accounted for.Manage and approve departmental budget. Ensure proper maintenance of required records, reports and files for administrative and regulatory purposes, including documentation of Caregiver relation issues and cases. Responsible for ensuring all HR related accreditation standards and laws are in compliance.

•Responsible for all human resource functions including talent management for 400+ employees•Work directly with the CEO, CFO, board president and medical directors to strategically align policies, procedures and practices with the goals of the business•Key player during acquisition of company by McLaren Health Care & Sparrow Health System•Support and serve as an advisor to all twenty-four business units within the company•Recommend and develop company policies, ensure they meet legal requirements, fit company culture, and can be used across the organization•Monitor company culture and make suggestions on strategic HR initiatives that are inclusive and will benefit the employees and therefore, the company•Build relationships and network within the professional community and across the organization to share resources and best practices•Provide compensation benchmarking and recommendations•Performance management including coaching, counseling and performance improvement •Manage complex employee relations including conducting investigations, discipline, terminations and reduction in force•Well-versed in federal and state laws as well as pending legislation related to employment

Provides Human Resources consulting services, utilizing a broad range of knowledge of strategies and tactics to assigned service lines and support departments. Assists in the development, recommendation, and implementation of Human Resources strategies aligned to those of MHC and assigned areas of responsibility. Assists in the development and implementation of business-focused policies/contracts, procedures, and processes. Active participation on system initiatives and teams. Advocates change in key human resources areas including staffing, performance management, HRIS, education, employee/labor relations, compensation, and benefits.

Volunteer position.Responsible for: Re-branding the chapter including new name, logo and assisting in development of new website.Attaining "non-profit" status with the IRS.Ongoing recruitment of new board members and volunteers.Leading a board of 12 members, setting stratgeic goals to grow the chapter.Lobbying in Washington DC on HR related matters.Updating the chapter bylaws.Serving as a liason to the Michigan SHRM chapter.Developing professional development seminars for members.Greater Lansing SHRM (GLSHRM) is a non-profit organization for human resource professionals and is an affiliate chapter of the Society for Human Resource Management (SHRM), an international organization representing the interests of 130,000 members from around the world including individuals from more than 400 professional and 200 student chapters. SHRM provides its membership with ongoing government and media representation, education and information services, conferences and seminars, and publications. The purpose of GLSHRM is to help equip members to be leaders and decision makers within their organizations and to provide opportunities for attaining higher standards in all areas of human resources field. GLSHRM programs and activities provide many opportunities for professional growth and development. The meetings enable participants to exchange ideas and network while keeping up to date on new developments and practices in the industry.

Responsible for various facets of Human Resources including employee relations, benchmarking, policy research and development, and training. Also responsible for project management of various initiatives including development of departmental Code of Ethics, internal communications, and roll-out of company values, culture and philosophy. Working as a strategic business partner to assist in the development of the company intranet, wellness program and on-boarding program. 360 coach/facilitator.

HR (talent management, payroll, employee relations, onboarding, training). Oversaw division operations for financials (billing, A/P, collections, expense control), Facilities Management (local operations, asset management, IT related issues, safety/security, disaster recovery, vendor management) and event planning.

Responsible for talent acquisition and management of all levels of healthcare professionals in five states. Provided "cradle to grave" human resource functions.

Sourced and screened candidates for engineering positions. Assisted with the payroll function, managed resume database including the HRIS. Employee relations and social events.