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Click here or scroll down to respond to this candidateCandidate's Name
Cell PHONE NUMBER AVAILABLEEMAIL AVAILABLEDirector, People Services with extensive experience leading a broad range of HR functional areas. Strategic partner in the development of innovative Human Resources solutions and employee advocatewho champions strategies that attract, develop, and retain critical talent. In-depth knowledge in the following functional areas:Employee Relations / AdvocacyPerformance ManagementEmployee EngagementLeadership DevelopmentSuccession PlanningHRIS and PayrollRecruitment and RetentionWorkflow Process ImprovementCompensation and BenefitsProject Management / Mergers & AcquisitionsPROFESSIONAL EXPERIENCEKIDS DENTAL BRANDS (KDB) - Phoenix, AZ 2021 - CurrentDirector, People ServicesHEALTH OUTCOMES PERFORMANCE COMPANY (HOPCo) - Phoenix, AZ 2019 - 2020Sr. Director, Human ResourcesSr. Director, Human Resources for Healthcare Outcomes Performance Company is a vertically integrated musculoskeletal outcomes management company. HOPCo manages physician practices, hospital service lines, population health and value-based care programs, and musculoskeletal delivery networks. HOPCo is the managing partner of Arizona-based entities, The CORE Institute, Northern Arizona Orthopedics, The CORE Institute Specialty Hospital, Michigan-based The CORE Institute, and Florida-based Southeast Orthopedic Specialists. Employee population of 1400+ which consists of clinical and non-clinical employees across all locations.Provided consultation, advice and employee relations support to multiple Business Unit leaders, managers, and employees. Analyze business unit goals and trends to aid in the design of HR programs.Partnered with Business Unit leaders to determine proper staffing levels and assists with workforce, retention, succession planning initiatives and workforce reduction activities.Drove Performance Management/Merit Review process including objectives and goal setting, performance reviews, and salary recommendations for regional business units.Served as a liaison to the organizations HR Center of Excellence to assist employees in resolving employee questions and issues.Assisted with annual budgets, in preparing necessary labor, benefits and other business costs as it relates to employee management. Manages all direct expenses in assigned areas according to budget level and identifies additional growth opportunities to maximize the value for the company.Led all HR integration initiatives for new practices joining HOPCo.Facilitated the individual development of HR team (in direct reporting relationship) through effective selection, orientation, performance evaluation, interpersonal communications, and coaching. Conduct weekly HR team meetings for remote HR partners to ensure collaborative communications.Drove customer-focused HR leadership and support across HOPCo in efforts to address all human resources and organizational development-related issues.Improved customer loyalty by improving services amongst regional sites and focuses on leadership standards.Influenced the improvement of collective results through a visible presence in the regional services areas, ensuring engagement with employees, patients, customers, and guests. Responds in person to service concerns in the field, as necessary.Led corporate and regional HR employees.MEDNAX SERVICES INC. - Phoenix, AZ 2014 2019Sr. Regional Human Resources Business PartnerSr. Regional HR Business Partner for MEDNAX National Medical Group, a Physician owned pediatric sub-specialty organization (NICU, PICU, Intensivists, Hospitalists, OBGYN, Maternal Fetal, Cardiology, and Adult Anesthesiology). Regional territory included practices located in AZ, CO, KS, MN, NE, NM, OK, and WY. Employee population of 900+ which consisted of clinical and non-clinical employees across all practices.Organizational leader and internal consultant to regional leadership and operational teams on human resources related functional areas.Partnered with Merger and Acquisition teams on practice integrations and organic growth initiatives.oHR partnership included job mapping, compensation reviews, onboarding/cultural transparency, on-site orientation, and relationship building.oPartnered with internal departments (Payroll, HRIS, and Benefits) to ensure a seamless transition.Coached, partnered, and conducted root cause analyses with Regional and local Practice Leadership on Employee Relations issues in efforts to negate risk.Served as a HR liaison between Corporate HR and Regional Operations Teams.Analyzed and trended employee engagement and turnover.Partnered with practice and regional operations leaders to strategize recruitment efforts.Coached teams on succession planning and leadership development.Responded to unemployment filings and appeals; participated in unemployment hearings as needed.Provided consultation in partnership with the Compensation Department, on projects such as job descriptions, market pricing and internal equity opportunities.oLed Clinical Compensation projects in partnership with regional operations team to ensure market competitiveness.Project managed and collaborated on various department and operational initiatives.Led regional HR employees.PROMISE HEALTHCARE Mesa, AZ 2008 2014Human Resources ManagerHuman Resources Manager for Promise Hospital, a Long-Term Acute Care Hospital (48 bed specialty hospital to include ICU, Step Down and Tele/MedSurg units). Employee population of 225+ which consisted of clinical and non-clinical employees across all departments.Managed multiple disciplines including payroll, benefits, HRIS, compensation, recruiting, employee relations, performance management, and coaching and development.oLed all recruitment efforts, non-clinical, clinical, and executive level.oRe-designed recruiting strategy, resulting in the reduction of registry costs from $1.8M to $250K. Overall registry cost savings of $2M over tenure.Managed full cycle recruitment through new hire orientation.Partnered with all levels of leadership to effectively resolve employee relations issues, consistent with labor laws, hospital policies, and company core values.Directed all leave of absence, FMLA, personal, and administrative policies and usage.Developed and implemented employee rewards and recognition program.Created and implemented annual employee satisfaction survey used to lead interdisciplinary cultural improvement focus groups.Drove leadership development and participated as a member of the hospitals Senior Leadership team.Candidate's Name
CIT GROUP, INC. - Tempe AZ 2003 2008Regional Human Resources GeneralistRegional Human Resources Generalist for CIT, Equipment and Construction Finance product lines. Regional territory included client sites in AZ, CA, CO, OH, and TX. Employee population consisted of 1000+ across all regional offices.Drove all recruitment and on-onboarding efforts for the western region.oRe-designed recruiting strategy resulting in a 25% reduction in recruitment costs.oNegotiated all new and recurring staffing agency contracts; kept all vendor contracts at a flat 2003 bill rate through year 2007 with no cost increases.Acted as the front-line ethics leader for integrity issues and employee relations.Directed all Leave of Absence policies and third party leave management.Created and implemented two-tiered employee reward and recognition program. Program implementation resulted in a 75% utilization rate across businesses and a 98% satisfaction rating.Primary program manager for INROADS internship program.Created and implemented an Exit Survey used to track regrettable turnover.Led HR team strategy for a 250+ person divestiture transition from CIT to Wells Fargo. Strategy included all aspects of the employees' transition: payroll, benefits, CIT off boarding, Wells Fargo on-boarding. Transition strategy was determined to be a model for future CIT divestitures.EDUCATION / CERTIFICATIONSBachelor of Science Degree, Business ManagementHuman Resources Management CertificationUniversity of Phoenix, Tempe AZCOMPETENCIESHRIS / Payroll Systems: ADP-Kronos, Paychex, Ceridian, UltiPro-Universal Time ManagementApplicant Tracking Systems: SONIC Recruit, Accrisoft, iCIMS, UltiPro-Recruitment GatewayLMS, Performance and Compensation Systems: Success Factors, Cornerstone, HealthStreamLeadership Training/Exposure: Six Sigma, LEAN, Gallup Strength-Based LeadershipMicrosoft Office 365 |
