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Work Background
TricorBraunSenior Manager Talent Acquisition
Jan. 2025
TricorBraunTalent Acquisition Manager
Aug. 2019 - Jan. 2025
TKC Holdings, Inc.Regional Director, Talent Acquisition
Oct. 2017 - Jul. 2019Midwest Region• Responsible for the recruitment of all openings for five companies in a 17 state region including but not limited to: Information Technology, Corporate Professional, and Executive Leadership positions.
• Worked with Field Operations to develop the process for new acquisitions as the Midwest Region had the largest number of new accounts in the company with 10 new accounts in six months.
• Traveled to sites as needed within region to provide support, set-up/attend career fairs, and orient new team members.
• Negotiated contract terms for all contingent staff prior to implementation of Vendor Management System.
• Mentored/Coached new recruiters on time management skills, leadership interaction, and compensation conversations with potential new hires.
• National Instructor for Leadership/Management Training and Targeted Selection Interview Training
• Developed recruitment plan process and document to track weekly, monthly, quarterly, and annual activity for reporting and review purposes. This allowed for review and discussion of return on investment.
• Created, developed and implemented all of Human Resources key performance metrics reporting that resulted in improved employee and management performance and higher retention.
• Worked directly with the leadership of five different companies to plan current and future recruitment strategies.
• Partnered with CIO to develop specific strategies for upcoming technology needs as a result of being awarded a 10-year contract. This included not only vendor partnerships but also H1B Sponsorship.
The Rehabilitation Institute of St. LouisDirector Human Resources
Apr. 2014 - Nov. 2016Greater St. Louis AreaWinner of 2015 HealthSouth Leadership Award for Recruitment • Worked with Director of Therapy Operations and Chief Financial Officer to develop and implement a four-step, $1.2 million market adjustment for our team of 75 therapists that would move them to the appropriate pay within two years. The adjustment plan not only allowed the facility to remain within budget, but also prevented the turnover of more than 11 therapists that had already given notice.
• Restructured On-Boarding Process for Employees: Decreased RN and CNA Turnover by 50% for Two Consecutive Years.
• Worked with Chief Nursing Officer to build a residency program for newly graduated nurses that helps them during their first year to make a successful transition from school to work. Increased new grad Registered Nurse retention by 46% and hired a record of 8 new grad Registered Nurses in the first year of the program.
• Branched residency program out in second year to include newly graduated CNAs and therapists and those clinicians new to the rehabilitation setting. Decreased CNA turnover by 50%, therapist turnover by 10%, and increased nursing and therapy engagement by 22%.
• Manage all aspects of compensation; including annual merit increases, tracking market changes, and recommendation for internal salary adjustments to allow competitive recruitment.
• Developed hospital position control document to manage the number of budgeted employees, openings, and overall compensation to facilitate better management of all labor and budgeting metrics. Hospital hit all budgeted labor metrics for the first time in 3 years.
• Worked with Executive Team to build Leadership orientation and training for both new and current leaders.
• Partnered with all levels of leadership for all day-to-day HR functions including employee relations/progressive discipline issues, coaching and mentoring, recruitment needs, training, benefits and leave management, etc.
Northwestern MutualFinancial Representative
Feb. 2013 - Mar. 2014
St. Elizabeth's HospitalSr. HR Business Partner, Human Resources
Sep. 2007 - Feb. 2013• Selected to be one of 125 Employee Engagement Champions which included attending an offsite three-day seminar to learn the program, organizing a comparable onsite seminar to train the second generation of champions, and constructing the onsite training sessions for the remainder of the employees. • Headed up the Regulatory Prep Committee which consisted of all disciplines within the hospital that functioned under any regulatory requirement; this committee ensured that all regulatory requirements were met either through single employee or departmental training
• Utilized a computer-based learning program (HealthStream) to encompass a portion of regulatory, hospital specific, department specific, and position specific requirements through the modification of pre-constructed courses and the construction of original courses
• Investigated employee complaints and issues; partnered with leadership to construct creative solutions when necessary to protect patient care, hospital needs, and employee engagement
• Co-Lead the RN Residency Committee with the RN Residency Coordinator to ensure recruitment, on-boarding, training and development, and all regulatory requirements were met; developed a new recruitment process that allowed for not only a better selection process but also a superior experience for all candidates
● Managed a team of 12 through several organizational and process changes over the course of 10 months.
● Identified and implemented process/usage changes needed in electronic applicant tracking system and interview process that resulted in better hires and a decrease in Food and Nutrition Services turnover to 15% below industry standard. ● Partnered with all levels of leadership on day-to-day HR needs including recruitment, coaching and mentoring, training, employee development/coaching, etc.
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