VICE PRESIDENT OF HUMAN RESOURCES

Assuring the skillful maneuver of team power players in continually improving HR practices through the latest and most cost effective strategies. Innovative master of process improvement, increased efficiency, and expense reduction.

For 20 years, continually raised the bar higher, leading peak performing Human Resource organizations to implement improved HR processes that support business strategy, productivity and profitability. Expertise in all generalist HR areas including HRIS, recruitment, training & development, wage and salary administration, benefits administration, employee relations, and succession planning, while ensuring compliance with all Federal, State, and Collective Bargaining Agreement regulations. Reduced expenses by over $8.1 million annually, while greatly improving efficiency, by leveraging the use of optimism and infectious excitement to energize stakeholders and bridge gaps between diversified branches to ensure a collaborative team environment.

INDUSTRY EXPERTISE & MANAGEMENT SKILLS

Global Team Leadership Employee Relations/Mentor Programs Continued Process Improvement

Business Strategy/Goals HR Information Systems/Technology Global Change Management Process Standardization Program Development/Implementation Succession Planning

Salary Structure/ Grades EEOC Investigations/DOL Compliance Employment Law

Performance Management Project Management & ROI Analysis Benefits Administration/ACA

Talent Management Policy Development/Implementation Business Acumen

CAREER & ACHIEVEMENT SUMMARY

Providence Service Corporation June 2013 to March 2015

Vice President of HR Operations

Responsible for the implementation and standardization of all HR related systems and processes, as well as maintaining strict compliance to all Federal and State regulatory requirements for a holding company and its four subsidiaries, which employed over 11,000 employees in 44 states, and 12 counties.

Established Providence Service Corporation as a multi-billion dollar global organization by acting as a key player in the team responsible for the acquisition of additional multi-million dollar companies.

Obtained annual tax credits in excess of $3.2 million by spearheading the implementation of the Work Opportunity Tax Credit program for all new hires.

Achieved an annual savings of $496,000 in employee maintenance costs by identifying and correcting numerous data inconsistencies in the HR/Payroll System, allowing for standardized reporting and improved turnover analysis.

Reduced staffing needs by 3 FTE’s by devising a process for uploading employee record changes for all company codes at once, which virtually eliminated the need for time consuming data entry by end users.

Reduced the length of the hiring process by an average of 10 days by implementing an online applicant tracking tool to increase recruiting efficiency.

Implemented a succession planning process to allow HR to proactively identify vacancy risks and employees that could potentially fill those positions. Instituted training recommendation for each position to ensure candidates were prepared to assume a higher role when needed.

Instituted pay grades and salary ranges for all positions, and implemented a pay for performance review process based on various factors, such as years of service, compa ratio, and performance rating history, while consolidating over 500 job codes down to 150 across multiple subsidiary companies

Designed and implemented a Performance Management Review process that ensured that all goals from the subsidiary companies tied back to the holding company’s goals and mission statement.

Implemented dashboard reporting to track productivity, turnover, and revenue in order to provide critical information needed for executives to make sound business decisions.

Negotiated the contract, and led the conversion from ADP PayForce to Vantage in order to move the company to a global HR software platform capable of supporting the continued growth of the organization.

Performed a Compensation/Pay Grade analysis for 8,500 employees to ensure that employees were being paid at the market value to reduce turnover.

Dramatically improved recruitment efforts by marketing the organization to targeted groups who share similar values and culture, and by using social media platforms to seek out specialized talent.

Rural/Metro Corporation May 2000 to June 2013

Acting Director HR/Innovative Solutions

Provided strategic direction, and executed implementation, for all new application development for HR, Payroll, and Scheduling systems within a $16 million annual budget, while overseeing a team consisting of 21 employees that included Recruiters, HR Generalists, Developers, Q/A business analysts, Reporting Specialists, Consultants, and Contractors.

Conceptualized and oversaw the creation of a single source HR Portal to monitor and support employees throughout their employment lifecycle that automated the creation of performance reviews, leave of absence paperwork (by state), interactive interview guides (by position), succession planning, and exit interviews, while making Job Descriptions, pay grades, and other HR information readily available for all leaders.

Reduced unscheduled overtime by $4.2 million annually by strategically transforming the scheduling system to work as a time and attendance system, while bringing the company into payroll compliance with all state and local labor laws.

Led the conversion from an unsupported version of PeopleSoft to Workday in order to implement workflow and streamline the process for submitting and processing employee change requests.

Performed a compensation pay grade analysis for 10,000 geographically dispersed employees to ensure that all pay levels were competitive with current market wages to improve employee retention and reduce turnover.

Implemented a high deductible benefit plan to reduce company expenses while ensuring that premiums remained at a rate where employees could accrue the entire annual deductible without exceeding the previous cost of coverage. Responsible for all change management related to the change and was able to successfully show the benefits to the employees as well as the organization.

Created an employee relations hotline and worked with IT to tie it to a database for documenting and tracking outcomes of complaints. This database was then modified to be used for EEO Investigations as well as RIF selection, and documentation, to ensure compliance with all applicable laws.

Responsible for negotiating and ensuring compliance with 12 Collective Bargaining Agreements in varying geographic locations.

St. Joseph’s Hospital & Medical Center January 1996 to December 1999

HRIS/Payroll Manager

Served as a key member of the St Joseph’s HR/IS Steering Committee to select and implement all new technology in order to continually improve the service we provided to our patients. Oversaw the HRIS system and Payroll, and ensured compliance with all regulatory bodies as well as the Joint Commission on Accreditation of Healthcare Organizations (JCAHO).

Responsible for the selection and implantation of all HR, Payroll, and Timekeeping systems for the facility.

Implemented a Kronos timekeeping solution to replace manual time cards, which resulted in a 50% reduction in payroll staff.

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