Generalist and Employee Relations Human Resources Professional

Judy Nimoy

Cell: 323-***-****

Email: ******@*******.***

Education:

• Bachelor of Arts Degree, Sociology

University of Massachusetts, Amherst, Massachusetts Profile:

Highly accomplished, results-oriented, mission-driven, agile and adaptive Human Resources Professional/Business Partner with experience in service, healthcare, high-tech, public relations, insurance, printing and advertising industries. Strong background in all Human Resources disciplines including:

• 15+ years as a strategic and hands-on tactical subject matter expert enhancing, developing, implementing, administering and adapting programs and initiatives in Employee Relations, Handbook development and administration,Talent Acquisition, Talent Management, Compliance, Organization and Culture, Management & Leadership Development, Compensation, Benefits, Risk Management and Human Resources Information Systems (HRIS). Expertise in corporate, entrepreneurial and subsidiary environments, as well as start-ups and changing environments. Demonstrated ability to leverage solid HR, business acumen, project management, process improvement and change management skills to achieve business results.

• With a consultative and collaborative approach, in stand-alone, team leader and team member, trusted to do the right thing as advisor to the “C suite”, Senior Leaders and all staff. Successfully sourcing and hiring competent staff and influencing managers to hire right. Effectively plans and implement programs to align goals, meet business needs, identify and develop high potential employees and design root cause solutions for repeatable sustainable performance.

• Significant 10+ years mergers & acquisition experience for multi-facility, multi-state operations including but not limited to due diligence, pre- & post acquisition, integration, assimilation, and communication; culture assessment, employee engagement and change management.

• 15+ years of experience working on behalf of professionals with a high emotional intelligence and sensitivity to the needs of various personalities. Serving as the conscience and champion of management and staff. Professional Experience:

Consultant 05/18 to 01/19

Most Recent: 123 Home Care, Los Angeles, CA 11/18 to 1/19 In-home health care organization with 35 locations serving North and Southern California and 2 locations in Texas with 65 corporate staff and hundreds of working Qualified Caregivers.

• Identified and developed policies and procedures required for compliance and to demonstrate and enhance the existing and developing culture.

• Provided advice, counsel and training on employment-related issues providing foundational education and direction such as handbook policy administration, employee relations, performance management, recruiting and HR best practices and process improvement.

ADVANCED BIONICS, LLC, Valencia, CA 10/17 to 04/18 International leader in cochlear implants with three (3) US locations and one (1) in Canada. A Level 3 medical device organization with approximately 800 employees. Part of a team of five (5). Manager - Sr. Human Resources Business Partner

• A new position, hired as bench strength to Director, to develop a culture of innovation and serve as HRBP to the National Sales and Marketing Team. Three weeks in assigned as HR Head of two (2) sister companies as their HR leader resigned. Selected accomplishments:

• Worked cohesively and effectively with Shared Services to facilitate the migration of three (3) company payrolls and HRIS from ADP Workforce Now to ADP Vantage.

including employee communication, training at all levels and resolution of transition issues.

• Conducted HR audit of the two (2) sister companies processes and acted to bring them into compliance with Corporate requirements with among others the employment, hiring, on-boarding and legal documents.

• In a leadership role, served as advisor to CEO and VP, Operations on initiatives regarding culture transformation, organization structure, legal matters, employee-related matters and compensation.

• Necessity required immediate and rapid assessment of key staff, potential and succession plan to re-organize the Company structure including evaluation, ranking, position description revamping, and communication

• Utilized Success Factors to manage headcount and recruit for all three (3) companies.

• Coach managers and executives on employee related matters such as performance, documentation, conflict resolution, and, communication.

• Spearheaded merit and variable compensation processes managing and overseeing company-wide processes for appropriateness and consistency.

• With one sister company having been acquired in March 2018, served as lead HR representative to navigate the transition in areas, including talent management, learning & development, employee relations, legal matters, leave management, workers’ compensation and benefits and on-boarding.

• Laid off in a major reduction in force and a series of three (3) concurrent. First, shortly after I started in a new position to the team with Advanced Bionics, which is owned by Sonova, Inc, I was assigned to lead the HR function for 2 Sonova Companies in California. Second, a new Sonova head of North America started in January 2018 and in April 2018, he mandated a major budget cut. As I was providing value to Sonova and not to Advanced Bionics my position could not be justified. Third, Sonova was divesting itself of the largest company I was supporting so the need for the HR support I was providing was no longer needed and my position was eliminated.

Retina Institute of California / California Clinic Management, Pasadena, CA 2/15 to 7/17 A prominent medical practice with nearly 500 employees, 43 locations and 5 Ambulatory Surgical Centers

(ACS). Lead staff of three (3) including payroll.

Director Human Resources

• As a start-up, hired to develop a full-service HR function and desired culture, duties included employee relations, HR management systems, talent acquisition, management & development, benefit administration and compensation administration, policy development and management. Responsible for supporting the Company’s vision through strategic Human Resources initiatives. Selected Accomplishments:

• Quickly established value of function through communication, solutions, results, follow through and follow-up.

• Distinct emphasis on coaching and counseling managers and staff; conflict resolution, role clarification, internal investigations, implementing solutions and handbook administration training.

• Trusted to do the right thing to protect and serve the Company, served as trusted coach and advisor to partners and leadership team on employee-related operational matters and organization design and development.

• Audited and implemented new processes and forms to track and manage employment, recruitment, compensation, performance management and workers’ compensation functions.

• Supported the Director of Nursing in successfully staffing and organizing the opening of two (2) ambulatory surgical centers.

• Educated, trained and developed staff, clarified roles, removed obstacles to ensure their success by working with Operations on role clarification, job and evaluation and career paths.

• Improved communication, process and management of all leaves; FMLA, CFRA, PDL, ADA, etc.

• Restructured from eight (8) to three (3) entities and extracted from PEO simultaneously requiring new employment documents, employee benefit plans and business insurance plans for all stakeholders.

• Implemented a 9 Box process to identify high performers and potential as part of the performance review and succession planning and development process supporting high growth initiatives.

• Implemented an online on-boarding system and new hire training creating efficiency, consistency and effectiveness.

• Initiated recruiting strategies to reduce time to fill from 15 days to 4 days for 80% of positions.

• Implemented HR metrics and reporting package covering key performance indicators for ccontinuos and neverending improvement (CANI).

• Successfully integrated and assimilated four (4) acquired practices. Donor Services Group, LLC, Hollywood, CA 3/12 to 12/14 A marketing and fundraising firm with 500 employees and remote sites in Pennsylvania and Nevada. Emphasis on employee relations, recruiting, retention, workforce planning and risk management. Team of four (4). Director of Human Resources

• Charged with setting the direction and leading human capital strategies, processes, solutions, and continuous improvements organization-wide. Promoting HR functional excellence with focus on the employee experience. Provide hands-on management of HR functions. Educated, trained and developed six (6) direct reports and indirect reports in Nevada and Pennsylvania. Selected Accomplishments:

• Immediately resolved payroll, HRIS and ATS systems integration issues quelling unrest regarding pay issues.

• Reengineered bonus program in collaboration with COO, efforts increased transparency, reduced payroll disputes and time spent in the dispute resolution process by 97%.

• Improved employee satisfaction and engagement by turning culture around with service-oriented, caring and thoughtful approach to communication and delivery of human resources services.

• Reduced attrition in first 30 days from 85% TO 57% by implementing aggressive retention strategies such as introducing a modified wage and bonus structure and increasing pay frequency, addressing the emotional component of compensation.

• Improved recruiting process, boosting inquiries 25% and qualified interviews 45% utilizing traditional and social media strategies and enhanced employee referral program.

• Boosted employee retention rates 150%. Loss ratio went from 80% post-training to 20% in six weeks.

• Updated benefit plan designs while reducing some and maintaining other expenses. Negotiated benefit plans, planned and benefit communication and open enrollment and benefit administration, including ACA education. Established and implemented policies and procedures for managing leaves, FMLA / CFRA and ADA issues, workers’ compensation claims.

• Reduced company’s liability and risk on employee related legal issues by designing and implementing programs, policies/procedures and forms that created consistency and positive employee relations. Creative Circle, LLC., Los Angeles, CA 6/08 to 1/12 A boutique creative talent firm placing part-time, temporary, and direct hire basis in seven States. Staff grew from 120 to 400 with a part-time staff of over 5000 and HR staff of two (2) and sales support staff of seven (7). Director, Human Resources

• As a start-up, developed and implemented all processes and documents supporting a full-service function. Emphasis on employee relations, recruiting, coaching, performance management, benefits/compensation, training and risk management. Selected Accomplishments:

• Prepared for 50% growth, setting direction and plan for creating a full-service HR function with function and compliance audit, competitive analysis and internal organizational assessment to align and develop programs and policies with the corporate philosophies, needs and growth goals including strategies full-cycle recruitment, compensation, benefits, employee engagement and retention, training & development, new market expansion.

• Decreased cost of benefits 15%, while improving benefit plan design and implemented highly competitive 401k and deferred compensation plan.

• Conducted a competitive salary analysis and developed salary structure for account executives and recruiters that resulted in equity adjustments and increased employee satisfaction and production.

• Critical resource to 50 operational recruiters (45% of staff) on all employment issues, including legal interview training and preparing usable chart on workable VISAs, ADA, FML, PDL, CFRA compliance and scripting conversations with clients. Enhanced confidence of recruiters and minimized legal risk.

• Directed emergency response mental health support during time of tragedy in Seattle office that included a murder trial, by arranging individual and group grief counseling and providing support as needed resulting in retention of staff and increased productivity and profitability.

• Partnered with Regionals in succession planning and development process identifying staff for leadership opportunities.

• Opened six offices in 24 months as project manager coordinator on expansions, construction, technology and staffing, helping increase revenues 50% and creating venture capitalist interest. United Care Inc., Los Angeles, CA 07/07 to 6/08

A foster care services agency, 50 clinicians and 10 admin staff, developed the function to transform culture and ensure superior visitor experience, in addition to performing traditional HR functions. Agency closed. Director of Human Resources

• Initiated OD interventions such as focus groups, employee surveys, mission development and planning solutions to re-engage clinical staff to the agency and their own success amidst controversy.

• Effectively administered public policy in conjunction with the Department of Health Childrens’ Services. Hill & Knowlton, A WPP Company, Santa Monica, CA 1/06 to 7/07 A PR and marketing firm (part of WPP Corporation) with an emphasis on crisis management, health, social responsibility and brand marketing.

Manager - Human Resources Business Partner

• As a start-up, spearheaded creation of stand-alone HR management and change agent operations, supporting stabilization and rebuilding of multi-office, 60-staff PR firm. Supervised three (3) direct reports. Selected Accomplishments:

• In a leadership role, collaborated with Executive Director to improve teamwork, morale, and retention of leadership staff by galvanizing around common goal and belief in success. Achieved financial and office goals by discussing office issues and succession planning, while establishing client-service initiatives.

• Acted as HR rep in corporate succession planning process. Updating and distributing forms, preparing and analyzing data, identifying key positions and potentials and supporting development plans.

• Partnered with Practice leaders to implement internships, mentor and buddy programs resulting in the increased retention and succession planning of high potential employees.

• Developed solution for balancing need of region and corporate labor cost containment by developing, interpreting, analyzing, and communicating all information for salary increases, aligning position descriptions and evaluation forms with required values/competencies. Promoted development of staff to meet growth and succession planning.

• Effectively modified HR function to implement requirements of Sarbanes-Oxley (SOX) that included management training to ensure compliance.

Marsh Private Client Insurance Services, Woodland Hills, CA 9/02 to 1/06 A high net worth financial services company of 200 with multiple offices California and Asia. Manager - Human Resources Business Partner

• As a start-up, created full-service, compliant HR function for two (2) offices with a staff of 200, including strategic planning and tactical implementation of recruiting and engagement operations from pre-employment through entire employment experience. Supervised three (3) administrative staff. Selected Accomplishments:

• Addressed potentially destructive chasm between operations staff and physician assistants through coaching, open communication and agreement on common goals, creating more productive team.

• Streamlined integration of corporate HR management systems, introducing new policies and systems during challenging acquisition integration process. Effectively bridged communication between new parent company.

• Led acquisition assimilation process integrating management systems, orchestrating all compensation and salary change activity and being a positive voice, bridging communication between all levels of staff and our new parent and effectively introducing performance metrics and balanced scorecards.

• Led effort to achieve Sarbanes-Oxley (SOX) compliance and implemented a communication plan to regain trust in our new parent company. Fears were assuaged, and trust gained in a short timeframe by maintaining on-going open dialogue and a high level of responsiveness and transparency. Kensington Technology Group, San Mateo, CA 06/00 to 06/02 Designer, manufacturer and distributor of computer accessories. In California, Canada and Asia with 300 employees, an HR staff of three (3) and facilities staff of four (4). Subsidiary of Fortune Brands. Director, Human Resources

• Operated as valued member of management team, maintaining full accountability for strategic planning, development, and management of HR operations for group of 170 staff. Managed annual budget of $700K. Selected Accomplishments:

• Restructured organization into SBU’s to support cross-functional teams and enhance efficiency. Efforts supported uniformity between company and parent organization. Designed and executed move from a traditional job grading to a broad-based structure complete with job analysis and performance management and career advancement tools.

• Designed HR branding to integrate external branding program into HR systems and company’s daily culture.

• Identified need and opportunity for inside sales team increasing profits. Designed compensation system recognizing individual and team achievements, and attract, retain and motivate, that included (1) results and values-based evaluations (2) pay-for-performance and (3) a reward and recognition program.

• Investigated and resolved complaints without litigation and with positive retention outcomes, utilizing proactive leadership and employee relations skills. Maintained track record of being litigation and claim free. Training:

• Certified Kolbe Specialist. Validated assessment to identify personal drives critical in right hiring, team development and assignments and effective coaching

• UCLA Extension Program: Change Management

• Employment Law: Leave Management, Workers’ Compensation, Avoiding Litigation Computer Skills

• Advanced computer skills include Microsoft Office Suite, Visio, Taleo, Paychex, ADP Payroll, ADP EZ-Labor, Paylocity, NovaTime, Work-in-Progress, Success Factors/Peoplesoft, ADP WFN, ADP Vantage Affiliations:

• Society for Human Resources Professionals (SHRM)

• Professionals in Human Resources Association (PIHRA)

• World at Work

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