Experience

Family Circle of Care

• United States
• Hospitals and Health Care
• 1 - 100 Employee

• Human Resources Director

  • Dec 2021 - Mar 2023

  Manage Human Resources responsibilities for the organization including Benefits, Recruitment, Payroll, Employee Relations, Onboarding, New Hire Orientation, Training & Development, etc.



CHRISTUS Health

• United States
• Hospitals and Health Care
• 700 & Above Employee

• Regional Human Resources Business Partner

  • Nov 2018 - Dec 2021

  Tyler-Jacksonville Area Provide Human Resources support for Clinics of Christus Health throughout North East Texas including Employee Relations, Employee Engagement, Recruiting, Strategy and assisting with payroll and benefits.



Presbyterian Medical Services

• United States
• Medical Practices
• 200 - 300 Employee

• Health Care Administrator

  • Feb 2017 - Oct 2018

  Cuba, NM Accountable for achieving best practices across the service line continuum by developing, approving and updating appropriate systems and processes to achieve targeted clinical outcomes targets based on national benchmarks. Accountable for relationship management with clinical providers including physicians and their practices, clinics,, clinical support staff, the medical community and relevant community organizations served by the service line. Responsible for the integration… Show more Accountable for achieving best practices across the service line continuum by developing, approving and updating appropriate systems and processes to achieve targeted clinical outcomes targets based on national benchmarks. Accountable for relationship management with clinical providers including physicians and their practices, clinics,, clinical support staff, the medical community and relevant community organizations served by the service line. Responsible for the integration of independent physicians and their practices into the care continuum to provide a seamless patient experience With the Medical Director identifies suboptimal care and develops, implements an improvement plan and monitors for sustained improvement Establish and implement standardized patient care protocols and order sets based on best practice. Ensures the care continuum delivers a consistent and predictable high quality patient experience. Develop metrics of success and implement improvement plans when necessary. Monitors patient satisfaction scores and implements improvement plans. Engages all staff to collaboratively develop and implement optimal processes for best patient care delivery across service line Continuously assess service line organizational structure and positions to ensure that roles and accountabilities are clear and targets are being achieved. Make changes as necessary. Define accountabilities across the care continuum and patient experience. Accountable for service line management including staff management functions, including position management, policies and procedures, performance outcomes, professional development, hiring and termination. Show less



Texas Rehabilitation Hospital of Arlington

• Human Resources Director

  • Jun 2015 - Feb 2017

  Arlington, TX



Alta Vista Regional Hospital

• United States
• Hospitals and Health Care
• 1 - 100 Employee

• Employee Relations Specialist/Recruiter

  • Oct 2013 - May 2015

  Las Vegas, New Mexico • Provides HR support on performance management, retention strategies, recruitment, compliance and employee relations issues. Conducts employee interviews to obtain employee feedback to identify trends to reach a resolution. • Conducts prompt and thorough investigations in response to employee and/or customer complaints. • Identifies, recommends, and assist with the implementation of appropriate actions to accomplish resolution of employee concerns. Identifies and addresses… Show more • Provides HR support on performance management, retention strategies, recruitment, compliance and employee relations issues. Conducts employee interviews to obtain employee feedback to identify trends to reach a resolution. • Conducts prompt and thorough investigations in response to employee and/or customer complaints. • Identifies, recommends, and assist with the implementation of appropriate actions to accomplish resolution of employee concerns. Identifies and addresses turnover trends and develops initiatives to increase retention of skilled talent. • Investigate workplace and employment concerns raised by employees that pertain to violations of Code of Conduct, state and federal EEO and anti-harassment laws, and other employment related issues. • Provide guidance regarding the resolution of staffing problems and explain, policies/procedures and regulations to directors, supervisors, HR Liaisons, employees. • Screen resumes and conduct eligibility/qualification assessments, refer qualified applicants to the hiring manager for review. •Provide applicants with correspondence and explanations regarding qualifications determinations• Review and analyze vacancies and employment levels of departments, establishing priorities and taking necessary action to meet service employment goals. • Oversee New Employee’s Orientation. Show less



University Celebrity, LLC

• Chief Executive Officer/Human Resources Manager

  • Oct 2011 - Oct 2013

  Las Vegas, New Mexico University Celebrity is a Company for College & High School Students that provides college scholarships, career experience and entertainment opportunities throughout the state of NM. As a MBA Student of New Mexico Highlands University I created University Celebrity for my Case Study/Thesis. My responsibility was to develop a business plan and monitor the success, failures & operations of the business. Employees consisted of local NMHU college students which included a variety of student majors.… Show more University Celebrity is a Company for College & High School Students that provides college scholarships, career experience and entertainment opportunities throughout the state of NM. As a MBA Student of New Mexico Highlands University I created University Celebrity for my Case Study/Thesis. My responsibility was to develop a business plan and monitor the success, failures & operations of the business. Employees consisted of local NMHU college students which included a variety of student majors. I recruited and conducted all interviews for the company. FYI: I knew Human Resources/Employee Relations was a field I wanted to pursue after graduation. Therefore, I assumed all of the Human Resources responsibilities to further my experience before graduating with my MBA. CEO Duties:  Supervised the general operations of the organization, including human resources, finances, production, and expansion plan. Responsible for all legal and regulatory requirements.  Maintained a positive public representation. Attended community functions, advocate for the organization in the business arenas, and developed relationships with strategic partners and clients.  Raised sponsorship from local businesses to fulfill the operating budget for the company Human Resources Manager Duties:  Performed a variety of personnel management activities including classification, recruitment, staffing and placement, and position management.  Developed vacancy announcements, process personnel actions, determined recruitment strategies, reviewed job applications for minimum qualifications. Oversaw the Interview & Onboarding Process. Created and Developed Standards of Behaviors.  Maintained a detailed record of Employee turnover.  Researched and created strategies to effectively aid in employee retentions.  Created all HR Policies such as attendance, Substance Abuse, Harassment, Dress Code, etc. Show less



COURTS SERVICES AND OFFENDERS SUPERVERSION AGENCY

• Human Resources Intern

  • Jun 2011 - Aug 2011

  Washington D.C. Metro Area During this internship, I rotated through the following HR Departments: Training & Development, Employee Labor Relations, Staffing, Employee Compensation and Human Capital Management.  Prepared and maintained employment records related to events such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.  Interpreted and explained human resources policies, procedures, laws, standards, or regulations.  Informed job… Show more During this internship, I rotated through the following HR Departments: Training & Development, Employee Labor Relations, Staffing, Employee Compensation and Human Capital Management.  Prepared and maintained employment records related to events such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.  Interpreted and explained human resources policies, procedures, laws, standards, or regulations.  Informed job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.  Knowledgeable in employee relations issues, such as harassment allegations, work complaints, or other employee concerns.  Maintained current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA).  Maintained and updated human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.  Prepared job analysis, assessment questionnaires, and vacancy announcements. Show less



USDA FOREST SERVICE

• Budget Analyst Intern

  • May 2010 - Aug 2010

  Albuquerque, New Mexico Area Assisted the senior analysts; maintained the accuracy of financial records of transactions made through USDA printing departments. Monitored the budget throughout the year. Studied the previous budget and also took into consideration the benefits and losses occurred during the previous years. Processed obligation requests for fluctuations of funds for government printing specialists throughout the USDA in Washington, DC.



U.S. Department of Veterans Affairs

• United States
• Government Administration
• 700 & Above Employee

• Equal Employment Opportunity Intern

  • May 2009 - Aug 2009

  Dallas/Fort Worth Area  Oversaw the processing of all formal and informal internal EEO complaints to ensure compliance with EEOC Management Directive -110 and Office of Resolution Management standard operating procedures.  Analyzed initial internal EEO complaints and conducted procedural reviews which entailed performing extensive legal research to frame discrimination claims and determine their acceptability and suitability for investigation.  Reviewed complaint statistics and data in order to… Show more  Oversaw the processing of all formal and informal internal EEO complaints to ensure compliance with EEOC Management Directive -110 and Office of Resolution Management standard operating procedures.  Analyzed initial internal EEO complaints and conducted procedural reviews which entailed performing extensive legal research to frame discrimination claims and determine their acceptability and suitability for investigation.  Reviewed complaint statistics and data in order to identify facility specific operational issues and areas of non-compliance as they related to equal employment opportunity and recommended corrective action(s)  Assisted with Monitoring minority, women, and people with disabilities recruitment efforts to ensure utilization of all possible recruitment sources.  Assisted with Facilitating several cultural awareness mediation sessions resulting in open communication between management and aggrieved employees. Show less