Functional Skills
Communications
Benchmarking
Performance Management
Leadership Development
Integration Management (IMO)
Finance Transformation
Employee Retention
Systems Integration
Benefits Management
Business Process Outsourcing
Career Pathing
Compensation Design
Compensation Strategy
Employee Engagement
Enterprise Performance Management (EPM)
Software Skills
Microsoft Excel
Microsoft OneDrive
Microsoft Office
Microsoft PowerPoint
Microsoft Word
Workday
Sector Experience
Healthcare
Experience
CENTURA HEALTH (Now Advent Health & Common Spirit)
Human Resources
Vice President – Culture and Associate Experience
1/2022 - 1/2023
21,000 Caregivers, 100+ Physician Practices & Clinic, 20 hospitals 2022-2023 Hospital management company formed by partnership between CommonSpirit Health and Advent Health. $8B+ revenue.
● Vice President – Culture and Associate Experience Charged with enhancing organizational culture by developing leaders and physician leaders to be able to elevate the associate experience and achieve organizational results. Asked to do this while reducing Training and Development function expense.
• Developed Internal Coaching Program to open Leadership development opportunities to more leaders and reduce cost.
• Revamped Physician Leadership Academy to advance physician leadership and engagement in achieving organizational goals and improving patient and associate experience. 25% cost reduction.
• Developed Nursing Leadership Accelerator program to train mid-level and aspiring nursing leaders and increase the nursing leadership pipeline for the organization.
• Created "Healthy Culture Model" to
● Vice President – Culture and Associate Experience Charged with enhancing organizational culture by developing leaders and physician leaders to be able to elevate the associate experience and achieve organizational results. Asked to do this while reducing Training and Development function expense.
• Developed Internal Coaching Program to open Leadership development opportunities to more leaders and reduce cost.
• Revamped Physician Leadership Academy to advance physician leadership and engagement in achieving organizational goals and improving patient and associate experience. 25% cost reduction.
• Developed Nursing Leadership Accelerator program to train mid-level and aspiring nursing leaders and increase the nursing leadership pipeline for the organization.
• Created "Healthy Culture Model" to
LAKELAND (Corewell Health South, a Division of Corewell Health)
Human Resources
SPECTRUM HEALTH
1/2010 - 1/2022
LAKELAND HEALTH
Mid-sized healthcare system with 4 acute-care hospitals, 400-beds, and 5K associates. $9M revenue.
Mid-sized healthcare system with 4 acute-care hospitals, 400-beds, and 5K associates. $9M revenue.
LAKELAND (Corewell Health South, a Division of Corewell Health)
Human Resources
Senior Vice President of Human Resources & Lakeland HR Executive
1/2010 - 1/2018
Asked to develop a culture of Love and Compassion focused on patients to achieve organizational results. Charged with turning the People and IT functions into true strategic partners. Leadership of team members' integration and harmonization following mergers and acquisitions.
• Developed and implemented "Bring Your Heart to Work" culture transformation initiative promoting a patient-centric philosophy with CEO resulting in patient experience scores at the 90th percentile.
• Led two large impact technology selections and implementations: Epic EMR & Workday HRIS. EMR improved patient outcomes and achieved ROI.
• Recruited and retained top nursing talent by redesigning benefits and compensation matrix: secured board approval for a 5-year window in which ADNs could get reimbursed to obtain their BSN; expanded top range of compensation for nursing and demonstrated salary trajectory over time as part of recruiting package.
● Recruited and retained top executive talent. Revised total re
• Developed and implemented "Bring Your Heart to Work" culture transformation initiative promoting a patient-centric philosophy with CEO resulting in patient experience scores at the 90th percentile.
• Led two large impact technology selections and implementations: Epic EMR & Workday HRIS. EMR improved patient outcomes and achieved ROI.
• Recruited and retained top nursing talent by redesigning benefits and compensation matrix: secured board approval for a 5-year window in which ADNs could get reimbursed to obtain their BSN; expanded top range of compensation for nursing and demonstrated salary trajectory over time as part of recruiting package.
● Recruited and retained top executive talent. Revised total re
AGNESIAN HEALTHCARE (now SSM Health)
Human Resources
Senior Vice President of Human Resources and Information Systems
1/2000 - 1/2010
2,700 Employees Mid-sized healthcare system with 2 acute-care hospitals (300 beds), physician clinics, long-term care, and surgery center
Senior Vice President of Human Resources and Information Systems (CHRO & CIO)
● Asked to partner with CEO and Senior Leadership to develop a patient-centric culture and create trust with newly acquired Physician organization. Elevate the human resources and IT functions into true strategic partners facilitating the growth of the organization.
● Increased employee satisfaction 15% by conducting benchmarking and follow-up HR Excellence Survey.
• Implemented innovative executive rewards programs following executive compensation & benefits analysis leading to ability to recruit and retain top executive talent.
• Improved retention rate from 85% to 93% and vacancy rate from 8% to 3%: formed Recruitment & Retention Team to implement plan based on Malcolm Baldridge Quality Model.
PROFESSIONAL EXPERIENCE
Senior Vice President of Human Resources and Information Systems (CHRO & CIO)
● Asked to partner with CEO and Senior Leadership to develop a patient-centric culture and create trust with newly acquired Physician organization. Elevate the human resources and IT functions into true strategic partners facilitating the growth of the organization.
● Increased employee satisfaction 15% by conducting benchmarking and follow-up HR Excellence Survey.
• Implemented innovative executive rewards programs following executive compensation & benefits analysis leading to ability to recruit and retain top executive talent.
• Improved retention rate from 85% to 93% and vacancy rate from 8% to 3%: formed Recruitment & Retention Team to implement plan based on Malcolm Baldridge Quality Model.
PROFESSIONAL EXPERIENCE