CHARLENE L PLOTYCIA

913-***-****

adccex@r.postjobfree.com

HIGHLIGHTS

• Influential and supportive leader with a passion for innovation and out-of-the box thinking

• Goal oriented self-starter who is able to work independently and collaboratively, set priorities, establish accountabilities, and complete follow through to results

• Proven ability to manage people and processes to accomplish results and enhance team cohesion

• Values people, their efforts and their ideas in contribution to the overall mission and goals of the organization

• Proven ability to design best-practice processes that streamline productivity and workflow, ensuring due diligence and accountability

• Flexible work habits to meet the needs and priorities of the work

• Able to manage and provide reporting data and information to improve performance, processes and procedures

• Analytic capabilities with proven ability to solve complex problems with insightful judgement

• Provides subject matter expertise related to Physician Recruitment

• Excellent organizational skills; able to multitask, plan and prioritize a large volume of detail- oriented work

• Experience developing and presenting employee training modules in a healthcare setting

• Excellent interpersonal skills with the ability to build sustainable relationships at all levels

• Customer focused, professional and adaptable, with strong follow-up

• Hard-working and persistent

• Exceptional verbal and written communication skills, including grammar and proofreading

• Demonstrated ability to market opportunities and negotiate and administer employment agreements

• Expertise working with industry specific HRIS and ATS systems and Microsoft Office Suite products including Excel, Word, PowerPoint, and Outlook

• Proficient in the use of social media recruiting resources, online job boards and database filtering

• Experience traveling to professional conferences and events for recruitment purposes

• Experience building talent pipelines

• Experience with the development of a recruitment website

• Knowledge of licensing/certification requirements for physicians

• FASPR Certification

• 10+ years full cycle physician & provider recruitment experience in a health care environment

• 10+ years full cycle healthcare recruitment, employee relations and training

• Experience recruiting Physicians & Providers in academic and rural hospital and clinic settings, including Pediatric and Adult Medical Specialties

EDUCATION

• Master’s Degree in Organizational Leadership with concentration in Healthcare Administration WORK EXPERIENCE

Physician & Provider Recruiter

MERCY CENTRAL REGION SPRINGFIELD, MISSOURI October 2018 – December 2020

• Full-cycle recruitment of physician and advance practice providers, including CRNAs, to hospitals and clinics in rural locations of Missouri

• Develop and maintain a working knowledge of the health system and communities served

• Serves as the primary communication link and facilitator between all departments involved in the recruitment process

• Identify and research market activities (local, state, regional and national) that may impact recruitment and retention

• Build a talent pipeline attending off-site physician career events and professional conferences; using social media recruiting resources, online job boards and database filtering; as well as tracking local medical students and AHEC students

• Manage Locum Tenens requests – communicating with agencies, vetting providers, and monitoring the credentialing process

• Cultivate and maintain strong relationships with operation leaders, Clinic Managers, physician leadership, and others relevant to recruitment

• Conduct recruitment strategy meetings with leaders to profile positions and develop practice opportunity descriptions

• Provides subject matter expertise related to Physician Recruitment and best practices

• Prepare and routinely review with leaders the recruitment strategy, including internet sourcing tools, networking, career fairs, residency program and medical school outreach and ad placement plans

• Maintain and monitor job postings on internal and external job boards

• Communicate and collaborate with Sourcing Specialists on execution of the recruitment strategy

• Organize follow-up conversations and communication to contacts from recruiting conferences attended

• Screen, interview, assess and present appropriate candidates, using a standardized format to ensure consistent and thorough information is documented for each candidate

• Maintain a current active search and candidate list and provide report to leadership bi-weekly

• Present Physician Recruitment Updates at regular leadership meetings (i.e., quarterly All Provider Meetings, monthly Medical Executive Committee and Hospital Leader Meetings, and Hospital Board Meetings on request)

• Oversee the development of itineraries and travel arrangements for onsite visits

• Facilitate candidate interviews including transportation and introductions

• Develop and maintain an effective working knowledge of physician employment agreements, employment process, offer packages, compensation and benefits to answer candidate questions as needed

• Determine offer and extend employment agreement, provide thorough explanation of employment terms and all benefits, negotiate within established guidelines for a successful recruitment

• Maintain relationship with candidates throughout recruiting process including the space between contract signing, on-boarding and orientation

• Track and document candidate activities using the ATS and HRIS systems, with specific attention to providing details significant to recruitment metrics and reports

• Serve as a liaison during in the credentialing, on-boarding, and integration of providers Physician Recruiter

UNIVERSITY OF KANSAS HEALTH SYSTEM, Kansas City, KS February 2016 – October 2018

• Recruit physicians to Faculty at this academic medical center and to affiliated clinics within the Kansas City area, including the physician specialties of Family Medicine, Internal Medicine, Pediatrics, Emergency Medicine, Neurology, Anesthesiology, Psychiatry and PM&R

• Cultivated and maintained working relationships with key leaders and departments to ensure physician recruitment and integration goals are accomplished successfully

• Serve as the primary communication link and facilitator between departments involved in the recruitment process

• Serve as a subject matter expert regarding provider recruitment trends in specialty areas and best practices in physician recruitment

• Build a talent pipeline attending off-site physician career events and professional conferences; using social media recruiting resources, online job boards and database filtering; as well as tracking local medical students

• Participate in the design and enhancement of physician recruitment and on-boarding processes including the development of policies, forms, and resources (i.e., screening process, interview guides, and communication templates)

• Continually review and advise on process improvement opportunities related the quality and effectiveness of services provided by the Physician Recruitment team

• Conduct recruitment strategy meetings with leaders to profile positions and develop practice opportunity descriptions

• Prepare and routinely review with leaders the recruitment strategy, including internet sourcing tools, networking, career fairs, residency program and medical school outreach and ad placement plans

• Create recruitment materials such as marketing brochures and job posting content

• Maintain and monitor job postings on internal and external job boards

• Organize follow-up conversations and communication to contacts from recruiting conferences attended

• Screen, interview, assess and present appropriate candidates to department leaders

• Support the development of itineraries, securing travel arrangements, and facilitating site visits

• Assist with candidate reimbursement process for incidental expenses incurred by candidate or spouse.

• Used an Applicant Tracking System (ATS) to maintain a current active search and candidate list using, with specific attention to providing details significant to recruitment metrics and reports

• Identify and research market activities (local, state, regional and national) that may impact recruitment and retention

• Provided regular recruitment status reports to key stakeholders. CHILDREN’S MERCY HOSPITAL, Kansas City, MO October 2009 – January 2016 Physician Recruiter

• Managed the activities of the physician recruitment team which included two recruitment coordinators

• Met with physician leaders regarding newly approved opportunities to create a position profile and discuss a recruitment strategy

• Developed, planned, implemented and managed the Provider recruitment and retention strategies to attract active and passive candidates including internet sourcing tools, networking, career fairs, residency program and medical school outreach and ad placement plans

• Maintained knowledge of innovative recruitment and retention strategies

• Monitored outcomes of the recruitment strategy – candidate activity, and ROI – updating the physician leader on routinely

• Identified market activities (local, state, regional and national) that could impact recruitment and retention

• Created recruitment marketing materials, flyers and job post content

• Maintained job postings on internal and external job boards

• Sourced candidates at targeted events and conferences such as the Child Neurology Society, American Academy of Pediatrics, Pediatric Academic Society, national cardiology meetings, as well as Society of Adolescent Medicine annual meeting and other relevant specialty related events and society meetings.

• Organized follow-up conversations and communication to contacts from recruiting conferences

• Screened, interviewed, assessed and presented qualified candidates to Division leaders for their consideration

• Maintained database of active searches and candidate activities using an Applicant Tracking System (ATS), providing specific details significant to recruitment metrics and reports

• Assigned and oversaw the development of the site visit itinerary and travel arrangements by the Recruitment Coordinator

• Followed up with candidates after site visits to discuss next steps in the recruitment process

• Surveyed the interview team using an electronic evaluation form to obtain their impression of the candidate; reported and reviewed with Division leader

• Participated in the design and enhancement of the Physician Recruitment team’s services, including the assessment and improvement of processes, policies, and forms; working as a team to continually identify and create strategies for improvement.

• Delivered high quality, service-oriented, outcomes-driven, innovative, and responsive recruitment services

• Recommended changes to policies, process and procedures in collaboration with the Director of Medical Administration.

• Established and maintained working relationships with key leaders and departments at CMH to ensure physician recruitment goals were accomplished successfully

• Provided regular recruitment status reports to key stakeholders. ONEKC WIRED, Kansas City, MO May 2008 – October 2009 Industry Liaison – Healthcare (WIRED Grant funded position through Federal Government)

• Collaborated with school district leadership and the Small Learning Communities for Healthcare to promote awareness and understanding of the broad range of careers in healthcare to high school students and teachers. Found opportunities to integrate components of healthcare education into the high school classroom.

• Developed and implemented an outreach plan that established relationships with healthcare professionals, organizations, and post-secondary institutions who will commit to providing career awareness and exploration opportunities for students and teachers. For example, serving as classroom speakers, allowing job shadow and/or site visit opportunities, and serving as subject matter experts on curriculum advisory boards.

• Created and/or obtained resources for the classroom that include information regarding healthcare careers, the education/credentials required to enter those careers and the local post- secondary institutions where this education can be obtained.

• Provided information to the classroom regarding opportunities that exist for students to begin to create foundation of knowledge that will contribute to their future success in the educational and professional career in healthcare.

• Established relationships with school district personnel to increase awareness of the college and career preparation priorities of the districts and to align activities and experiences to support those district priorities.

• Recommended opportunities to integrate pre-requisite training and certifications for healthcare into the classroom at the high school level. Served as a resource with regard to current information from the healthcare industry.

SAINT LUKE’S HOSPITAL OF KANSAS CITY, Kansas City, MO October 2006 – May 2008 Human Resources Representative (HR Business Partner)

• Responsible for recruitment, employee relations, and training at Saint Luke’s Hospital of Kansas City, Cabot Clinic and other affiliated outpatient clinics. At SLH, the HR Representative was a business partner with department leadership in recruitment strategy, management of employee performance, and in monitoring and correcting compensation discrepancies. Participated on a task force to review and select an electronic application tracking system that would meet the needs of the health system and revised and updated training materials, such as The New Employee Orientation.

• Managed recruitment and selection activities for Nursing, Pharmacy, and Rehab Therapy for clerical and positions within the hospital, clinic, and patient billing departments.

• Investigated discrimination and other employee complaints and assisted in the resolution, utilizing the employee grievance process when necessary.

• Investigated matters related to EEOC investigations and represented SLH at unemployment hearings.

• Served as a resource to counsel department leadership in employee relations, compensation and performance management.

• Monitored and facilitated the 90 day and annual performance review process for employees.

• Conducted staff and management training programs, including preparation of program objectives, development of course materials and training aids, and evaluation of program effectiveness.

• Develop and implement strategies to source qualified diverse candidates to meet requirements for positions from internal, external and/or referral candidate pools.

• Establish strong working relationships with your hiring managers and provide them with highly qualified candidates. Confer with management and supervisors to identify talent needs, job specifications, job duties, qualifications, and skills.

• Manage the hiring process from online applications to offers.

• Analyze market trends for available talent, creating recruiting strategies and maintaining established metrics and reports.

• Attend, conduct and organize recruitment events and job fairs.

• Promote employment opportunities for potential candidates both in and out of market through recruitment drives.

• Identify proactive sourcing strategies through utilization of social media sites, niche job boards, and professional organizations.

• Develop and maintain relationships with colleges/universities to promote our recommendation for employment.

• Develop creative strategies to attract talent in markets where there is competition or there is limited applicant flow.

• Conduct behavior-based interviews and analyze applicants’ attributes in relation to specialized training, certification, and work status with consideration to open requisitions across the health system.

Human Resource Representative (January 1999 – June 2000) Talent Acquisition Specialist (June 2000 – October 2006) PROVIDENCE HEALTH, Kansas City, KS January 1999 – October 2006

• Responsible for recruitment, benefits and compensation review, employee relations, and training for Providence Medical Center (300+ beds) and Saint John Hospital (Leavenworth, KS)

(60+ beds) non-nursing staff. In addition, worked with a team to review and select a new electronic application tracking system. Participated in the revising the New Employee Orientation presentation and materials to meet content requirements including emphasis on Core Values and Mission and to improve the dynamics of the presentation.

• Oversaw recruitment and selection activities for all non-nursing staff for the hospitals

• Consulted with managers regarding employee performance and behavioral/conduct issues.

• Investigated complaints and assist in their resolution

• Represented the organization at unemployment hearings

• Investigated matters related to EEOC inquiries

• Created New Employee Orientation to integrate a strong emphasis on the Mission and Core Values of the Health System. Monitored feedback from orientation evaluations

• Collaborate with the Director of Benefits and Compensation in the ongoing development, communication and implementation of compensation and benefit strategies for Providence Health

• Develop and implement strategies to source qualified diverse candidates to meet requirements for positions from internal, external and/or referral candidate pools

• Establish strong working relationships with your hiring managers and provide them with highly qualified candidates. Confer with management and supervisors to identify talent needs, job specifications, job duties, qualifications, and skills

• Manage the hiring process from online applications to offers

• Analyze market trends for available talent, creating recruiting strategies and maintaining established metrics and reports

• Attend, conduct and organize recruitment events and job fairs

• Promote employment opportunities for potential candidates both in and out of market through recruitment drives

• Identify proactive sourcing strategies through utilization of social media sites, niche job boards, and professional organizations.

• Develop and maintain relationships with colleges/universities to promote our recommendation for employment

• Develop creative strategies to attract talent in markets where there is competition or there is limited applicant flow

• Conduct behavior-based interviews and analyze applicants’ attributes in relation to specialized training, certification, and work status with consideration to open requisitions across the health system

UNIVERSITY OF KANSAS MEDICAL CENTER / KU SCHOOL OF MEDICINE, Kansas City, MO Senior Coordinator Family Medicine Residency Program KU FAMILY MEDICINE RESIDENCY PROGRAM September 1993 – December 1999

• Supervised and managed the Clerkship Coordinator and Executive Assistant to ensure their work was effectively and efficiently completed

• Conducted performance reviews and created job descriptions

• Managed the day to day activities the KU Family Medicine Residency Program. (52 residents at 4 locations at multiple locations)

• Managed the daily operations of the Family Medicine Residency Program: new resident recruitment, on-boarding, credentialing and orientations; resident rotation assignments, evaluation, testing, etc.

• Supported Family Medicine Residency Director in developing and maintaining affiliation agreements with rotation site.

• Completed documentation under the direction of the Residency Program Director and Department Chair for accreditation site visit.

• Planned, created and implemented educational program.

• Managed the system for documenting activity, rotation and time entry, and evaluation

• Supported the Director in administrative procedures related to resident probation, corrective actions, and due process

• Created, updated and maintained the office Policy and Procedures

• Created and maintained the Family Medicine Residency website

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