• Manage, direct and oversee a HR department of 4 employees, and all HR functions for a 400+ workforce, multi-division division company in the healthcare industry.
• Reduced talent acquisition cycle from an average of 68 days to an average of 24 days in a two-quarter period through diversifying sourcing strategies, employer branding program and a target selection system.
• Reduced company turnover from 9.2% to 2.4%.
• Reduced organization-wide absenteeism rate from 14% to 3% in a six-month period through the redesign, education and implementation of HR policies and procedures, and management mentorship program.
• Reduced 57% company-wide overtime direct cost in a six-month period impacting business efficiency with savings of over $45,000, through an assessment and job redesign strategy.
• Increased employee satisfaction and engagement rate from 61% to 88% in a year period through a new reward strategy, decentralization of decision-making processes, employee involvement and job enlargement and enrichment strategy, increasing overall employee performance over 20%, and customer satisfaction rate from 85% to 93%.
• Increased over 70% bench strength for succession planning programs for managerial and non-managerial critical and hard-to-fill positions.
• Increased retention rate by an average of 60%, new employee first 90-day performance rating by 38%, and employee engagement rate by 25% through onboarding and mentorship program focused on indicators like role clarity, social involvement, self-efficacy and cultural training in order to create the behaviors that business needs.