Dynamic Director of Human Resources bringing 13 years of experience providing guidance on human resources topics and challenges. Committed to supporting recruitment efforts with focus on engaging and retaining talented staff. Sophisticated in communicating and collaborating effectively by relying on excellent interpersonal skills, high-level emotional intelligence and solid expertise in employee relations.
Advised leaders in regard to employee concerns, coaching, and discipline in order to achieve departmentaleffectiveness with focus on NHC Mission, Vision and Values and Just Culture.●Rounded in hospital to support staff and leaders, analyzing units with low engagement, retention, and morale.●Represented organization in unemployment hearings in order to reduce organizational liability.●Investigated allegations and violations of major policies, consulting on course of action.●Conducted exit interviews with voluntary terminations to determine departmental opportunities.●Coached leaders through performance improvement to develop staff and supervisors.●Partnered with HR Manager to facilitate employee engagement activities, especially with director-level leadersmonthly.●Facilitated a variety of meetings and trainings including: monthly Communication Champion WellnessCommittee, Phase II Orientation, and Leadership meetings.●Onboarded new leaders duringfirst six weeks of orientation in new role.●Business Owner of Performance Improvement integration into Infor HRIS system.●Aligned HR objectives with Imaging Matrix group.●Charter member of RN Retention Steering Committee, facilitating focus groups & collaborating with ChiefAdministrative Officer and Chief Nursing Officer.●Graduate of Leadership Onboarding via Norton University, September 2015.
Served as primary tactical HR contact providing support for staffing, compensation, development, employeerelations, and other HR issues.
●Partnered with leaders to anticipate and address the strategic people issues associated with achieving businessobjectives.
●Through immersion into the day-to-day operations of the business, supported and attuned to the needs of thespecific business unit, totaling more than 600 employees in 20 locations.
●Supported entire life cycle of employees including: recruitment, training, ER issues, performance management,reductions-in-force, etc.
ARAMARK @ KENTUCKYONE HEALTH: STS. MARY & ELIZABETH HOSPITAL— Louisville, KYHuman Resource Manager (August 2012 - April 2013)
●Advanced to a position as an HRM supporting multiple lines of service. Managed over 40 leaves of absence, bothintermittent and continuous. Also facilitated Short Term Disability program.
●Conducted progressive disciplinary training for 45 ARAMARK leaders system-wide.
●Responsible for WC compliance.
●Coached leaders on a wide array of employee relations issues driving down turnover.
●Recruited diverse talent by partnering with several community job services organizations.
ARAMARK @ CLEVELAND CLINIC — Cleveland, OH & Weston, FLHuman Resource Project Manager (May 2012 - August 2012)
●Was nominated to support numerous start-up HR functions such as career fairs, benefit consultation &enrollment, onboarding, change management and implementation of web-based time and labor managementtools, ensuring advanced compliance with wage & hour requirements.
ARAMARK @ CINCINNATI CHILDREN'S HOSPITAL MEDICAL CENTER — Cincinnati, OHAssistant Human Resource Manager (August 2009 - August 2012)
●Promoted to launch a new account by converting 300 associates as well as recruiting for an additional 100.
●Conducted Safety Awareness training to drive incident rate down 36% in one year, reducing the total number ofinjuries year over year by 80%.
●Solely directed a project for ARAMARK at UC Health
●Successful employee engagement programming, creating evaluation & competency tools.
ARAMARK Healthcare: SOUTHWEST REGION — Coppell, TXHuman Resource Representative (April 2007- July 2009)
●Conducted employee focus groups, HR audits, I-9 audits, Wage & Hour audits, investigated employee hotlinecalls, and conducted exit interviews.
●Formulated HR Toolkit that was adopted region-wide.
●Acted as Interim Unit HRM for the Baylor Health Care System for 3 months.
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