Providing comprehensive expert consulting with a focus on Talent Management, HR modernization and turnaround. Also provide interim human resources executive support. Recent assignments include:1. Interim Vice President Human Resources, Centra Health 1 year.2. Interim Chief Human Resources Officer, Centra Health, 2 yearsDuring interim roles, implemented a new health plan broker, health plan TPA and retirement plan administrator. Revamped benefit offerings and implemented a new compensation structure focused on equity and fairness. Introduced a talent philosophy and leadership talent strategies. Completed an assessment of human resources and created a road map for change.

As part of the senior HR leader team, led Workforce Analytics, HR Service Center and HR Technology (HRIS) tes to support 30,000 employees. Continuously added value by developing, integrating, and executing the multi-year HR strategic plan focused on delivering exceptional employee experiences.• Participated in the creation of the company people and talent philosophies.• Participated in the creation of the company Talent Philosophy.• Helped develop the HR Strategic plan to guide HR’s transformation from compliance oriented to a strategic partner focused on talent.• Built HR operational capability by leveraging HR Technology, Workforce Analytics, HR Service Center capabilities to create synergies supporting operational excellence.• Increased HR Technology team member engagement results by 86% in two years.• Restructured and realigned the HR technology team to focus on core technology solutions.• Developed and implemented 70 operational improvements over three years. These led to increase capacity, improved, expanded services and more customer value with high ROI, with no additional organic headcount growth.• Created a roadmap to modernize our technology ecosystem.• Designed multi-year roadmaps to build the HR Technology, Workforce Analytics and HR Service Center capabilities. • Implemented iCIMS Recruit, Connect and Onboard module and creatively optimize the platforms.• Developed a predictive turnover model for nurses.• Designed and deployed a workforce insights dashboard to over 1,000 leaders.• Strategically outsourced employment verifications, unemployment compensation, leave management, at same or less cost, with a large ROI.• Leveraged the ServiceNow platform to improve the employee experience, increase capacity of the HR Service Center without adding headcount.• Created HR Service Center scorecard and SLAs to measure performance of the team and services.

HR leader for a business market comprised of almost 10,000 employees, five acute care medical centers and ambulatory clinics. Collaborated with executives as an internal consultant to improve and maximize workplace performance to meet corporate and business objectives.• Led organizational restructuring to optimize HR Service Delivery. Implemented a performance consulting framework for HR business partners. Developed standard business partner consulting and adoption tracking tools to ensure alignment of work and return on investment methodology. • Led project to implement an employee engagement survey for the company. Created and implemented the leader training and support strategy, communication and branding plan to improve employee retention and engagement.• Successfully created a new organization capability for centralized staffing and scheduling. Consolidated 8 acute care staffing pools into one enterprise centralized staffing office. Realized savings of 800K in the first year. Developed ongoing total cost of ownership scorecard.• Developed and deployed a union avoidance strategy that is built on three pillars: prevention, education, response.• Led a project to reduce registered nurse turnover of 41% for at risk group with 0-2 years of service. Average direct cost of turnover is $34k per registered nurse which is about 3M annualized. At the end of a year the targeted departments experienced a decrease in turnover to 16% or an annualized reduction in direct costs of a little over 1M.• Developed and deployed standardized methodology for HR support of Joint Commission regulatory standards.• Developed a workforce plan and hired staff for a newly constructed acute care medical center.

Provide human capital consulting services to businesses.

Led an HR team of 25 professionals located at multiple facilities that provided HR services and acted as the business units’ strategic partners. Collaborated with senior executives as a member of the senior operations group and spearheaded strategies to optimize talent acquisition, retention, communication, performance and engagement as evidenced by a retention rate 5% above industry norm.• Helped create an environment that allowed company to win coveted Fortune Magazine 100 “Best Companies to Work For” and Working Mother Magazine “100 Best Companies For Working Mothers” awards.• Managed the Gallup employee engagement survey (Q12) and maintained scores at the 85th percentile. • Successfully deployed the Human Resources site business model, with HR Directors at each of the major company locations, resulting in proper balance of local needs and corporate oversight and improved communication, interaction and productivity. • Created comprehensive onboarding process, including mentoring, evaluation, and HR support reducing 6 month turnover by 50%. • Created policies and programs to support a union-free workplace, including employee advisory groups that improved two-way communication and credibility of organization leadership.• Reduced EEOC complaints to less than .1% and unemployment claims by 42% over 4 years by adopting an employee relations philosophy that ensured fair treatment of all employees.• Led Human Resources in the merger of five hospitals. Consolidated HR programs, policies and payroll systems to align business units with corporate strategy and goals.• Created and implemented an HRIT department including a technology master plan and deployed systems and process re-engineering resulting in greater efficiency.• Experienced a 68% ROI through fewer errors and improved timeliness by implementing automated merit, job requisition and applicant tracking system.• Outsourced verifications of employment resulting in a 200% return on investment.

Managed the corporate compensation and benefits department; designed compensation and benefits programs to attract and retain employees.• Implemented a methodology for annual market review of wages, quarterly “hot job” market survey and internal job analysis to ensure competitive position. • Completed a thorough review of non-management compensation practices and philosophy using feedback from focus groups and made recommendations to executive leadership. • Eliminated and consolidated pay plans resulting in a $380,000 annualized savings.• Established a quarterly incentive plan to reward employees for exceptional patient satisfaction survey scores to align behaviors with desired strategic goals.• Facilitated an organization-wide compensation committee to provide consultation to Human Resources on non-management compensation matters, and to facilitate communication to increase understanding of the compensation program.• Negotiated post-merger consolidation and implementation of compensation programs for four hospitals, gaining buy-in and acceptance from managers and staff