Human Resources Long-Term

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Regana Davis

Monte Vista, Colorado

*******@*****.*** 970-***-**** linkedin.com/in/regana-davis-mba-sphr-4183a65/ Chief Human Resources Officer

Seasoned and results-focused business professional with demonstrated record of accomplishment in team leadership, development of human resources strategy, and implementation of process improvement initiatives. Project and program management expertise. In-depth experience across compensation and benefits management, employee retention and engagement strategies, best practices, regulatory guidelines, and creating new automated compensation structures. Proven expertise in driving efficiency and productivity, strong leadership abilities with success directing highly skilled teams in supporting and achieving organizational goals.

Key Competencies

● Employee Relations

● Business Management

● Project Management

● Coaching and Mentoring

● Board of Directors Relations

● Team Leadership

● Process Improvement and Efficiency

● Organizational Development

● Change Management

● Strategic Planning

Career Experience

Valley-Wide Health Systems

Alamosa, CO 11/22 and current

Chief Human Resources Officer

As a member of the executive team, support Valley-Wide initiatives and work closely with other executives to advise on staffing, development, engagement and management strategies and ensure that their Human Resources needs are met. Create strategies to increase employee engagement. Work with the Board of Directors to evaluate and set CEO pay. Ensure that Human Resources practice and programs are aligned with our strategy and are executed well. Develop and mentor team members. Key Contributions:

● Developed performance management process that supports Valley-Wide strategic goals by coaching board in retreat, formulating goals for review, and implementing cascading goals for all staff to begin building operational goal achievement into everyday processes.

● Created compensation plan with strategy to move employees through the ranges appropriately to increase retention and reduce compression.

● Revamp policies to reduce complexity, increase clarity, to increase adherence, while removing unnecessary policies.

● Implemented a planned and strategic workforce development program within Valley-Wide, focusing on developing supervisor skills to boost productivity and engagement. Regana Davis Page 2

● Managed the Human Resources side of a merger with a Community Behavioral Health Center located about 3 hours away which took place about 4 months into my tenure, and included business areas we did not currently have and requiring classifying new types of employees. Colorado Rural Workforce Consortium

Colorado, 8-2024 and ongoing

Serve as a member of the Colorado Rural Workforce Consortium Board. The Board “…As a board member, you will collaborate with leaders from business, education, and government to address workforce challenges and drive innovative solutions. Your expertise and insights will help shape policies and programs that support job growth, enhance skill development, and promote economic vitality.” Teton Valley Health

Driggs, ID, 3/21-11/22

Director of Human Resources

As a member of the executive team, work closely with executive staff to develop and implement Human Resources programs. Build the “people strategy” portion of our strategic plan and give input into the full strategic plan. Create training plan for new supervisors. Support and counsel managers and directors with their employee relations issues. Create and implement benefits strategy and compensation strategy. Respond to legislation with plans and processes for complying with vaccine mandates and managing religious exemption process. Revamp processes to ensure critical hiring needs are met.

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Wyoming Department of Health

Cheyenne, WY, 1/2019-5/2020

Human Resources Administrator (Director)

Direct all agency-level human resources activities for large (1400 employee) State agency, including organizational development, performance management, and retention activities. Lead team of HR managers and specialists to deliver HR services to support managers in various settings, including hospital facilities and program administration. Develop employee retention strategies, including filing pay plans with the State Human Resources Department for high-turnover direct care jobs. Coach managers and supervisors to address performance issues early, before employees enter the progressive discipline process. Began succession planning process.

Key Contributions:

● Revamped onboarding process, increasing available hiring days from 3 days per month to 30 for non- exempt employees and 15 for exempt employees each month.

● Created selection and interviewing best practices training to improve hiring practices and reduce turnover occurring because of poor selection practices.

● Revamped process for reclassifying employees to include more intensive HR engagement with managers prior to submission and during the process, resulting in a 30% increase in successful reclassifications.

● Instituted twice-monthly meetings with management of divisions to ensure that needs are being met and to increase communication.

Peak Reliability, Loveland, CO, 6/2016 - 1/2019

Director, Human Resources

Direct all human resources strategic initiatives and programs to support organizational growth and development; develop and implement programs and processes in the areas of compensation, long-term incentives, employee retention and engagement, individual development planning, and performance tracking and review. Lead team of HR generalists, coach managers on accountability and performance appraisal management, and complete labor contract negotiations. Key Contributions:

● Implemented new market compensation plan and competency tracking systems, resulting in improvement in organizational effectiveness.

● Created “Peak in the Community” program to highlight company benefits and drive appreciation; reduced employee turnover from 11 to less than 6%.

● Developed strategy that maintained employee health insurance cost even for one year and drove less than 6% increase the following year.

● Improved and expanded HR services and satisfaction, while reducing HR staff by 40%.

● Implemented rewards and recognition program to increase employee engagement (Bravo).

● Implemented Performance Review Module on UltiPro HRIS system.

● Oversaw implementation of new 401(k) provider, reducing cost to employees and increasing ease of administration.

● Successfully negotiated two union contract renewals and one amendment. Tri-State Memorial Hospital, Clarkston, WA, 9/2013 – 6/2016 Vice President, Human Resources

Led Human Resources organization for a top-100 Critical Access Hospital and its associated clinics, implementing critical strategy and processes to support growth and continuous improvement. Key Contributions:

● Executed strategic workforce plan to retain experienced nurses, reducing turnover by 25%.

● Implemented two new software solutions (ADP Workforce Now and Ultipro) to improve hiring process and reduce employee turnover, including the talent and performance management modules in Ultipro.

● Introduced standard best practices such as universal background checks and reference checking; created customer service training platform using Studer Group principles.

● Coached managers and directors to increase performance and retention in their teams. Vail Valley Medical Center, Vail, CO, 7/2011 – 8/2013 Regional West Medical Center, Scottsbluff NE, 2/2010 – 6/2011 Compensation and Benefits Manager

Served as compensation and benefits subject matter expert, handled all facets of payroll, compensation and benefits by reporting and creating metrics, streamlining processes, and creating new automated compensation Regana Davis Page 4

structures. Advised management team on HR strategies and related matters and led employee communication efforts.

Key Contributions:

● Re-launched Kronos system with new improvements to reduce processing time and drive meaningful reporting of key metrics.

● Improved internal HR processes using LEAN methodology; reduced number of job titles and pay grades from 700+ to 90 titles and 16 grades.

● Implemented short and long-term disability plans to cut self-funded sick leave costs by 20% in year one and protect all employees regardless of tenure time.

● Ensured compliance with all federal, state and local regulatory guidelines, including HIPAA, and managed 401(k) and cash-balance defined benefit pension plans. State of Wyoming, Cheyenne WY, 9/2003 – 1/2010

Senior HR Consultant / HR Consultant II / HR Specialist Served as analyst and advisor in the direction of a comprehensive portfolio of benefits, including $125 million self-funded health insurance plan for 25,000+ city employees, designed and implemented a state-of-the-art internal auditing system, and created a HIPAA-compliant COBRA administration system. Additional experience as Management Analyst for City of Laramie, Laramie WY and as Business Systems Analyst and Provider Relations Representative for Anthem Blue Cross and Blue Shield, Denver CO. Education and Credentials

Executive Master of Business Administration

University of Wyoming - Laramie WY

Bachelor of Science, Business Administration

University of Wyoming - Laramie WY

Certifications

Senior Professional in Human Resources (SPHR) Human Resources Certification Institute SHRM Senior Certified Professional Society for Human Resource Management Strategic HR Business Partner Human Capital Institute

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