Human Resources

• Establish and lead governance frameworks to intake, assess, prioritise, and approve Workday enhancements
• Own and actively manage the pipeline and roadmap of change
• Lead complex business analysis activities
• Partner with stakeholders across HR, IT, and the business to shape and challenge requirements
• Drive end-to-end delivery of initiatives
• Identify and manage risks, issues, dependencies, and constraints
• Act as a subject matter expert in Workday and HR processes
• Define initiative vision, outcomes, and success measures
• Develop and execute stakeholder engagement strategies
• Plan and manage timelines, resources, and deliverables across multiple concurrent initiatives

Senior Manager, HR Transformation – Workday PM/BA

• Support Human Resources operations at 17 facilities
• Facilitate change by anticipating, identifying, planning, and implementing people strategies
• Partner with facilities to achieve human resource goals & objectives
• Deliver employee centric solutions and recruitment strategies
• Work with stakeholders to prioritize work and improve employee experience
• Partner with business groups to understand challenges and implement HR programs
• Coach senior staff members to increase leadership effectiveness
• Ensure timely and accurate data entry, processing, and auditing for assigned facilities
• Travel as necessary to support on-site human resource needs

Regional HR Business Partner

• Serve as the primary Human Resources partner for Wise Path Recovery Centers' West Virginia operations
• Build trusted relationships with Executive Directors, Clinical Directors, Nurse Leaders, and department managers
• Partner with leaders on workforce planning, organizational design, staffing strategies, succession planning, and employee engagement initiatives
• Lead the full-cycle recruitment process for all facility and leadership positions
• Oversee the onboarding experience for all newly hired team members
• Conduct workplace investigations and recommend appropriate resolutions

HR Business Partner

• Partner with departmental leadership to develop, drive and execute HR best practice policies, programs and training in the areas of change management, talent assessment, career development, employee retention, succession planning, workforce planning and employee engagement.
• Formulate partnerships across assigned departments to deliver value added service to management and employees that reflects the business objectives of the organization.
• Attend department meetings to better understand the activities occurring in the business.
• Serve as an advisor to the leadership team by providing insight, coaching and HR related solutions to functional and business leaders in the effective management and development of their employees.
• Serve as a change agent to assist in successful change management of each business/service line.
• Drive talent growth initiatives throughout the organization through talent assessment model and career development.
• Lead workforce planning initiatives through the facilitation of talent planning.
• Manages, communicates, and supports framework.
• Provides data and reporting for current state analysis.
• Reviews gap analysis and determines action plans to close the gaps.
• Implements and monitors action plans.
• Assists with executive sponsorship.
• Partner with leaders to deliver succession and replacement planning programs.
• Maintains up to date knowledge on latest human resource replacement and succession planning issues and best practices.
• Develops, recommends, reviews, and updates replacement and succession planning relates policies and procedures.
• Provides leadership training on replacement and succession planning tools, best practices, and processes.
• Researches and implements replacement and succession planning for critical and key positions.
• Facilitates talent reviews and replacement and succession planning discussions with leadership.
• Facilitates replacement and succession plan development.
• Assists in designing, implementing and managing talent development programs in collaboration with the Center for Education and Organizational Development (CEOD) team.
• Creates and coordinates reports to monitor replacement and succession plans and overall effectiveness.
• Monitors and verifies the integrity of replacement and succession plan data in the Human Resources Information System (HRIS). Reviews and recommends enhancements to the replacement and succession planning processes and set-up in the HRIS.
• Research, develop and partner with leadership to implement employee retention strategies and programs.
• Conduct exit interviews and report trends.
• Conduct employee and management focus groups and analyze trends to assist in meaningful development of dept. improvements.
• Facilitate ideas and strategies to promote a healthy employee engagement.

• Serve as the primary Human Resources partner for Wise Path Recovery Centers' West Virginia operations.
• Build trusted relationships with Executive Directors, Clinical Directors, Nurse Leaders, and department managers.
• Partner with leaders on workforce planning, organizational design, staffing strategies, succession planning, and employee engagement initiatives.
• Provide coaching and guidance related to leadership effectiveness, accountability, communication, and team development.
• Support organizational growth, change management, and culture-building initiatives.
• Lead the full-cycle recruitment process for all facility and leadership positions, including sourcing, screening, interviewing, offer development, and onboarding.
• Develop and execute recruiting strategies to attract high-quality clinical, medical, operational, and support staff.
• Monitor vacancy trends, turnover patterns, and recruiting effectiveness, making recommendations for improvement.
• Oversee the onboarding experience for all newly hired team members and monitor onboarding effectiveness and retention outcomes.
• Conduct workplace investigations and recommend appropriate resolutions.
• Assist with policy development, implementation, and training.

• SP-SC will be assigned a portfolio of areas to serve as the Strategic Partner-SC for that unit and its leadership team.
• Clearly understand and align work with the overall strategic vision and goals of the leaders and units supported.
• Provide strategic HR and project support to leaders and their units.
• Serve as a strategic advisor to unit senior leadership and management teams.
• Lead strategic Talent & Culture projects and/or project teams as assigned by either the Director or AVP, T&C.
• Provide guidance on strategic organizational needs, driving change, building high-performing teams, and growing leadership capability aligned with unit strategy.

Assistant Director – Strategic HR Partner

• Manage job board listings, employee hiring, and onboarding paperwork
• Counsel management and staff on HR policies and procedures to establish best practices and create a positive work environment
• Implement training or development plans for employees in many different roles
• Update employee records, record data changes, and maintain good records
• Handle document and information audits, as required
• Maintain a high level of integrity and confidentiality

Human Resources Specialist

• Analyze HR data related to staffing, compensation, payroll, and workforce trends in healthcare environments
• Prepare regular and ad-hoc reports to support HR and business decision-making
• Maintain data accuracy across HRIS, payroll, and cloud-based platforms
• Collaborate with healthcare professionals and leadership teams, including CEOs and senior administrators of medical facilities
• Support HR initiatives and reporting related to hospitals, clinics, and medical service organizations
• Participate in and support medical conferences, workshops, and professional healthcare events, including coordination and follow-up
• Manage inbound and outbound calls with clients, healthcare facilities, and executive leadership
• Act as a main HR point of contact for medical organizations and external partners
• Communicate professionally and effectively with C-level executives and senior stakeholders
• Use and support cloud-based HR and payroll applications
• Assist with system updates, user access management, data uploads, and integrations
• Troubleshoot HR system issues and coordinate with internal IT teams or external vendors
• Manage and support payroll systems, ensuring accurate and timely processing
• Support compliance with federal, state, and healthcare-related labor regulations
• Maintain confidentiality of sensitive employee, payroll, and healthcare-affiliated data

Human Resources Analyst – Healthcare, Cloud Systems

• Provide entry-level administrative support for employee benefit programs across the United States and Canada
• Administer weekly U.S. 401(k) payroll contribution files
• Reconcile benefit vendor billing and invoices
• Track, administer, and maintain accurate records for employee leaves of absence
• Maintain and audit employee benefit data between HRIS, payroll, and benefits administration systems
• Assist with daily administration of benefit plans
• Partner with HR Shared Services to support employee benefit inquiries

HR Benefits Coordinator

• Partner with departmental leadership to develop, drive and execute HR best practice policies, programs and training in the areas of change management, talent assessment, career development, employee retention, succession planning, workforce planning and employee engagement.
• Formulate partnerships across assigned departments to deliver value added service to management and employees that reflects the business objectives of the organization.
• Attend department meetings to better understand the activities occurring in the business.
• Serve as an advisor to the leadership team by providing insight, coaching and HR related solutions to functional and business leaders in the effective management and development of their employees.
• Serve as a change agent to assist in successful change management of each business/service line.
• Drive talent growth initiatives throughout the organization through talent assessment model and career development.
• Lead workforce planning initiatives through the facilitation of talent planning.
• Research, develop and partner with leadership to implement employee retention strategies and programs.
• Facilitate ideas and strategies to promote a healthy employee engagement.

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Senior Manager, HR Transformation – Workday PM/BA

Regional HR Business Partner

HR Business Partner

HR Business Partner

HR Business Partner

Assistant Director – Strategic HR Partner

Human Resources Specialist

Human Resources Analyst – Healthcare, Cloud Systems

HR Benefits Coordinator

HR Business Partner