Cincinnati Metropolitan Area
• Developed and implemented white-glove services which enhances the executive and physician experience through quality, high-touch service delivery. Service enhances the on-boarding experience of the executive, provides touchpoints throughout the executive’s tenure which identifies and resolves emerging issues, all contributing to higher performance and retention. • Successfully change managed and trained shared services admins on Kronos Dimensions system implementation that resulted in 100% executive pay accuracy. • Consolidated corporate and clinical immigration and visa services to ensure consistency and compliance for the ministry. Implemented and developed standardized SOPs for the immigration services and talent acquisitions. Acts as corporate liaison for counsel, recruiters, candidates, and associates to coordinate the sponsorship process through approval. Maintains LCA files and provided associates with necessary documentation packets for visa stamping. • Developed and implemented COVID response workforce planning strategies to furlough and redeploy associates to the areas of greatest need that resulted in $3.5M in savings. • Created supplemental unemployment benefit policy, SOP and training as well as facilitated training for HR team. Facilitates SUB training on a quarterly basis for HR directors/strategic partners and serve as the point of contact for all SUB program/process questions and negotiations for all levels of the organization. • Change management lead for a multi-function medical group scheduling consolidation project. Developed change, communication, and training strategies to provide medical group COO, practice managers, physicians and associates with the tools and knowledge to ensure a successful implementation. • Owner of shared services administrative assistant processes, time management and development. Manage administrative assignments to ensure admin ratio is maintained and quality of service provided.
• Provides consultation to support shared service functions/2000+ associates that span the ministry footprint; identifying and developing strategic HR priorities that drive value, including but not limited to reduced turnover, leadership development, change management and workforce planning. • Provides consultation and guidance through complex employee relations cases with compliance of all federal and state laws. • HR lead for high value synergy savings function during merger integration. Partnered with function executive to implement organizational design combining Bon Secours and Mercy Health teams saving the organization $7.5M. o Directed and managed the human resource component of merger including administration of promotions, demotions, and negotiations of severance agreements • Strategic HR leadership through formation and implementation of Access Health dba Conduit Health, a wholly owned subsidiary of Mercy Health, providing patient transfers and nurse triage services. • Successfully integrated the IT and CarePath teams through vision & mission creation, partnering with Culture and diversity to leverage the Herrmann Brain Dominance Instrument to create a unified IT leadership team and strategies to focus on the team’s values. • Analyzed current and year over year employee engagement survey data to established and execute strategy for employee engagement, yielding high performing results, low turnover. o Partnered with CarePath executives to develop strategies to reduce turnover by 22%. Initiatives included travel reduction, utilization of 9-box and revised communication strategies. • Implemented loss mitigation process to capture Epic, tuition, and other repayments obligations for the ministry. First year resulted in $25k of repayments. • Successful project implementation of the HR HUB Optimization to consolidate and make HR related documents centrally located and easily accessible across the ministry.
• Manages a book of business and client relationships. Aligns and manages each client needs to the best platform to meet their recruiting needs. • Develops recruiting strategies to source and/or attract qualified candidates. • Executes client specific recruiting initiatives and staffing plans to source qualified candidates. • Manages candidate pipeline; vets candidates, conducts initial candidate phone screens, communicates alignment with role, coordinates interview schedules and participates in onsite interviews with clients. • Creates, negotiates, extends and manages candidate offers and coordinates incumbent on-boarding plans; follows-up with hiring manager and incumbent, for 1 year, to ensure a successful hire. • Tracks project progression and candidates utilizing ATS(BigBiller) database.
• Managed and maintained long-term relationships and coordinated client project needs for assigned retained client accounts. • Performed HR audits to assess compliance and organizational development gaps. • Coached owners, managers and employees on performance management and employee relations matters; worked with client team to resolve and/or mitigate future issues; created disciplinary documentation as necessary. • Collaborated with clients to determine, create and implement the most effective policies and procedures, strategies, programs and services to meet the needs of the organization. Created client specific policies and handbooks in conjunction with legal counsel. • Managed and conducted thorough investigations to ensure appropriate resolution of all employee issues and concerns. • Managed FMLA, unemployment and workers’ compensation. • Directed clients in assessing and vetting brokers; oversaw the benefit renewal process and acted as the company liaison to coordinate the on-site open enrollment meetings. • Facilitated meetings to develop job descriptions, performance metrics and company specific on-boarding. • Authored job descriptions to clearly articulate job responsibilities and requirements. • Assisted in the creation and implementation of the company’s performance management system. • Coordinated, launched and reported out on employee satisfaction and engagement surveys; worked with management to implement initiatives. • Conducted new employee orientation for all new hires and exit interviews for resignations in all positions. • Developed and facilitated workshops for client teams; including but not limited to, workplace harassment & discrimination, HR-101, hiring practices, performance management and TTI skill set building.