SUMMARY:

• Seasoned, analytical and multifaceted professional with domestic (14 years) and international (7 years) experience in healthcare
• Formulating compensation plans, reward and recognition schemes, and HR policies
• Implementing hospital information system (HIS) and developing workforce planning initiatives
• Supporting the effective implementation and administration of company - wide compensation programs, including annual salary, quarterly and annual incentive pay, variable pay, bonus plans, and compensation.
• In-depth knowledge of employment, compensation, benefit, pay administration and related organizational policies, practices and regulations while rendering consultation to supervisors and managers

AREAS OF EXPERTISE:

• Human Resources Management
• Organizational Development
• Training and Development
• HRIS Technologies
• Benefits Administration
• HR Program and project Management
• Strategic Planning and Implementation

TECHNICAL ACUMEN:

• Act
• Hire Desk
• PC Recruiter
• Position Manager
• ADP
• Kronos

PROFESSIONAL EXPERIENCE:

Confidential

Consultant Human Resource

Responsibilities:

• Leading executive leadership, physician engagement, strategic planning, HR operations functions, finance, marketing and public relations, customer relationship management, quality control, and processes standardization
• Collaborating with corporate hospitals in India and Middle East to establish team with internal selection and external hires for the expanding revenue and meeting customer needs; Mentoring senior management, hiring managers, and HR business partners to enable systematic decision making throughout the team
• Formulating comprehensive interview guides to enhance candidate quality by testing analytical and interpersonal attributes
• Developing sourcing strategies; managing internal and external search and calibration process for clinical positions; and establishing Knowledge Management Center, Statutory Compliances, HR, and Facility Management
• Generating and implementing metrics; Analyzing trends; and enforcing recruiting goals to attain business needs
• Drove efforts in identifying innovative business-generation opportunities; formulating sourcing strategies; as well as implementing recruiting goals to save monetary

Confidential

Director HR

Responsibilities:

• Directed all human resources activities and initiatives. Directly reported to President/CEO
• Developed performance management systems aligned to the business strategy. Introduced teambuilding and executive coaching. Designed leadership development training modules and created professional standards and guidelines to enhance leadership behaviors
• Implemented formal recruitment and interview training programs and enhanced on-boarding processes. Developed marketing/recruitment plan. Developed international expatriate exchanges and immigration processes
• Hired for strategic positions in management and clinical domains which resulted in quality service through service line management concept
• Guaranteed maximum utilization of resources while minimizing cost; as well as adherence to organizational policies and procedures of the hospital
• Defined budgeting and management information system (MIS) formats and maintained updated documents of Joint Commission International (JCI) and National Accreditation Board for Hospitals and Healthcare Providers ( Confidential ) accreditations
• Devised creative and cost-effective incentive and morale-boosting programs (including special events and a tiered awards structure) that increased employee satisfaction, productivity and retention

Confidential

Chief Operating Officer | Group HR Head

Responsibilities:

• Directed HR functions of three hospitals of Confidential, including implementation of management matrix and hierarchy, defining credit collection and monitoring system, as well as workflows and standard operating procedures (SOPs)
• Troubleshoot ongoing financial crisis in the organization while identifying key responsibility areas and employing Performance Management System
• Managed targeted revenue matrix by individuals, specialty, and geography
• Boosted revenue of the hospital by 100% in the first six months by enforcing operational processes in place for quality patient care

Confidential

Vice President — Human Resource

Responsibilities:

• HR functions including talent acquisition, induction, compensation, performance appraisal, policies and procedures, payroll, statutory compliance, general administration, and personnel management
• MIS functions while evaluating activities pertaining to HR functions, review data, and trends
• HR functions for 15 centers with approximately 3000 employees in Confidential region
• HR Team including managers, assistant managers, and executives; and
• Recruitment process to attain quality, timelines, and budgetary requirements
• Led end-to-end hiring and recruitment life cycle while recruiting the best talent from diverse sources
• Presided over annual HR planning process including headcount and headcount allocation, HR planning, and the staffing function for the organization
• Formulated compensation plans, reward and recognition schemes, and HR policies and coordinated them across the organization at all times
• Facilitated induction and compliance training for all staff across regions as well as exit interviews for employees leaving the organization while maximizing the resources of people, facilities, and finance to provide cost-effective HR and IR solutions
• Monitored the compensation benchmark in industry through formal and informal media while modifying compensation framework to enhance productivity
• Collaborated with the IT Team to formulate an in-house human resource information system (HRIS)

Confidential

General Manager — Human Resource

Responsibilities:

• Managed Corporate and three other hospital locations which involved compensation, benefits, performance management systems, safety and recreation programs; as well as evaluation, classification, rating of occupations and job positions
• Mentored HR Team and Management on policy execution
• Provided pertinent information on policies, job duties, working conditions, wages, and opportunities for promotion and employee benefits to current and prospective employees
• Created innovative solutions for understaffing, refereeing disputes, solving problems, and administering disciplinary procedures
• Assessed and updated compensation and benefits policies to implement competitive programs and guarantee compliance with legal requirements
• Functioned as link between management and employees by addressing questions, explaining and administering contracts, and providing assistance in resolving work-related problems
• Conceptualized employee development, language training, and health and safety programs by analyzing training needs
• Provided records, statistical reports of personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates to the management
• Evaluated statistical data and reports to identify causes of personnel problems and generated recommendations to improve personnel policies and practices

Confidential, Reno, NV

Recruiter — Health Care

Responsibilities:

• Partnered with managers and supervisors to perform the following initiatives:
• Formulation of innovative staffing strategies
• Design, creation, and execution of workforce planning initiatives while collaborating in special projects related to workforce planning; and
• Development of specialized recruitment programs for areas with urgent or hard-to-fill vacancies including sourcing, local and national advertising, applicant screening, tracking, and referrals
• Utilized analytical skills in determining issues affecting recruitment, assessing data, and measuring outcomes
• Introduced recruitment activities to continuously enhance processes
• Represented the hospital at employment-related events such as job fairs and career days
• Generated and produced general and specific recruitment materials including informational packets, brochures, tabletop displays, and slide shows
• Exemplified in-depth knowledge of employment, compensation, benefit, pay administration and related organizational policies, practices and regulations while rendering consultation to supervisors and managers
• Played an integral role in attaining nursing target for the first time in the hospital’s history