Stacey Kay, SPHR, SHRM-SCP

801-***-**** Maricopa, AZ 85139 Remote ad30oj@r.postjobfree.com linkedin.com/in/stacey-kay

Human Resources Director

Talent Acquisition & Retention Leadership Development Project Management

Enthusiastic, self-motivated human resources leader possessing 15+ years’ experience structuring and scaling HR departments. Talent for implementing creative recruitment and retention strategies that align with business objectives. Known for encouraging staff development and promoting inclusive workplace that inspires and engages team members.

CORE COMPETENCIES

Process Optimization

Employee Relations

HR Systems & Tools

Talent Development

Recruitment & Retention

Organizational Development

Employment Law

Benefits & Compensation

Policy & Procedure Adherence

Training & Coaching

Effective Communication

Complex Problem Solving

Confidentiality

Change Management

Public Speaking

EDUCATION & CERTIFICATION

Master of Human Resources Utah State University

Bachelor of Science in Human Resource Management Western Governors University

SHRM-SCP Society for Human Resource Management

SPHR Human Resource Certification Institute

CompTIA Project+ Certification CompTIA

Certification Director Human Resource Association of Central Utah (2013–2017)

PROFESSIONAL EXPERIENCE

MBI/WorkWell, Phoenix, AZ March 2022 – May 2023

Director of Human Resources Medical Health Care

Standardized recruiting/hiring processes, established KPIs resulting in a 25% reduced time to fill, increased qualified applicants by 91%, and decreased new hire turnover by 50%.

Administered and developed compensation and classification programs/policies.

Introduced structured interviews to improve candidate evaluations, reducing bias and discrimination.

Implemented an employee engagement survey, enhancing employer branding, company image, retention, and attraction of top talent.

Redesigned and implemented Performance Evals aligned with organizational goals.

Launched an entry-level management training program.

Negotiated benefits, improved renewal terms, simplified the enrollment process, and reduced waiting periods.

Managed remote working relationships while implementing initiatives that facilitated seamless collaboration and communication.

RedCliff Ascent, Springville, UT Oct 1999–July 2021

Director of Human Resources Behavioral Heath Care

Chief HR lead of 6 organizational programs comprising 700 employees. including direct supervision of HRIS Administrator, Recruiter, and Office Manager.

Served as HR consultant for 6 HR Managers on functional and operational areas.

Conducted compensation analysis and merit reviews, reporting findings to senior leadership.

Administered benefit programs and managed relationships with vendors and brokers.

Managed complex employee matters including investigations, corrective actions, and terminations.

Coached and mentored management on leadership skills, educating on applicable HR employment laws and how they dictate appropriate communication and actions.

CONTRIBUTIONS TO COMPANY

HRIS Implementation: Saved 200+ labor hours annually and drastically reduced manual entry errors by implementing HRIS solution that streamlined payroll, benefits administration, and new hire documents. Researched suitable HRIS software, reviewed demonstrations, and recommended appropriate option to senior leadership.

Organizational Effectiveness: Led buildout of HR department for company’s 6 programs, ensuring consistency across organization. Hired and trained HR Director and assisted in establishing HR functions and processes, recruitment strategies, and onboarding procedures.

Compliance Improvement: Boosted documentation compliance 70% by collaborating cross-functionally with HR Manager and IT to develop metric-based reporting system and program initiatives.

Process Enhancement: Accomplished first year savings of $20K and enhanced recruitment and new hire onboarding process by researching, testing, and implementing organization’s first Applicant Tracking Software (ATS) system.

Retention Strategy: Reduced organization-wide turnover rate 40% by employing standardized performance evaluations and panel interview guidelines ensuring equal and fair opportunities for internal staff.

Inclusive Culture: Created community gathering spot and team building event space that encouraged relationship building amongst senior leadership, board members, and staff at all levels.

TECHNICAL PROFICIENCIES

Workable

Exponent HR

Paycom

Microsoft Office

Google Suite

LinkedIn

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