206 Paulison Ave., Point Pleasant, NJ 08742

DOREEN FOY, SPHR

206 Paulison Ave., Point Pleasant, NJ 08742

732-295-3659

Results-oriented HR strategic leader with demonstrated accomplishments in global talent acquisition, employee and labor relations, compensation and benefits, organizational development, HR analytics and metrics, HRIS/ATS, policy/procedure design and corporate compliance. Effective at developing relationships and influencing all levels of an organization to help drive its business forward.

CAREER ACCOMPLISHMENTS

Towne Park 2013-2014

Industry leader providing customized hospitality services, driving revenue, increasing client satisfaction scores and enhancing the guest/patient experience at premier hotels, resorts, casinos and hospitals nationwide

Director – National Talent Acquisition

·  Oversee a department of fifteen high-volume recruitment professionals who, in 2013, were responsible for 6700+ hires to support ever-expanding services in more than 50 geographic markets

·  Implemented Quality Improvement initiatives, in conjunction with IT and external vendors, to improve the candidate experience, shorten the application-to-hire cycle and afford greater emphasis on creative sourcing

·  Negotiated 26% cost reduction in contractual fees for major job boards while expanding flexibility of products purchased to better support business fluctuations

·  Key member of HR leadership team deployed to conduct onboarding, management training and regulatory compliance for a 650-employee base during recent acquisition of an industry competitor

VITAS Innovative Hospice Care 2004-2013

A leader in the hospice movement, VITAS currently employs 11,100 individuals throughout the US, providing four levels of care to over 74,000 end-of-life patients in home, long term care and inpatient unit settings

Sr. Business Partner – National Talent Acquisition

·  Full recruitment lifecycle responsibility for clinical, management, administrative and support staff for up to 44 locations in support of organizational growth, resulting in over 600 hires each year

·  Consistently accounted for 22-24% of VITAS annual 2850+ hires, exceeding expected goals by 8-10%

·  Established and maintained a local presence in each market through participation in career fairs, conferences, expos, clinical conventions and company-hosted open houses, routinely totaling over 30 events per year

·  Reduced cost-per-hire by 11.4% through search engine optimization and networking, while regularly onboarding new talent 2-3 weeks sooner than company average time-to-fill

·  Utilized exit interviews, new hire surveys, job-specific candidate assessment tools, employee recognition initiatives and ongoing communication to steadily decrease turnover from 26.8% (2005) to 16.1% (2011)

·  Integrally involved in all aspects of ATS implementation including initial project planning, vendor selection, screen customization, report development, system testing, rollout to multistate offices/users and initial/ongoing on-site user training

QMed Interactive Heart Management Corporation 2002-2004

Cardiac disease/diabetes management vendor, positively impacting patient outcomes and reducing hospital/emergency admissions for health plan and Medicare members. At company’s peak (2003), national workforce tripled from 40 to 120.

Director Human Resources

·  Complete responsibility for start-up of Human Resource department in a rapidly growing multi-state organization, moving from privately held to publicly traded

·  Oversight of policy/procedure design and implementation, restructuring of health plans, payroll, employee newsletter and communications, internal job posting process and web-based career center

·  Increased 401k participation from 49% to 70% in a concentrated effort to enlighten employees and pass non-discrimination test requirements

·  Facilitated company-wide educational sessions on topics ranging from Sexual Harassment to heightening employee awareness of Flexible Spending Accounts

·  Automated licensure/attendance records and new hire processes in support of NCQA Accreditation and to ensure compliance with Sarbanes-Oxley Act, FMLA and multi-state family leave acts

JFK Health System 1991-2001

Through its 6500 member workforce, JFK provides a continuum of care including an acute hospital, inpatient and outpatient rehabilitation centers, nursing and convalescent facilities and specialized treatment programs

Director Human Resources/Hartwyck Division (promoted to this position) 1996-2001

·  Reporting to Sr. Vice President, oversaw all Human Resource functions for 4 distinct healthcare locations specializing in long term care, assisted living, brain trauma, ventilator-dependent and sub-acute patients, encompassing 672 beds and employing a workforce of approximately 800 employees

·  Maintained union-free environment at flagship facility

·  As chief spokesperson, consistently negotiated cost-effective, employee-focused bargaining agreements and resolved all labor grievances at two unionized nursing homes

·  Personally spearheaded international recruitment initiatives including in-person interviewing in Manila and Cebu, credential review for submission to the International Commission on Healthcare Professions (ICHP) and completion of H1B visa application process to hire approximately 30 RNs

Compensation Manager 1991-1996

·  Broad-banded traditional salary scales and revamped job descriptions to align with the organization’s vision of a multi-skilled workforce, resulting in greater productivity, re-energized levels of employee engagement and increased patient satisfaction ratings

·  Developed and implemented clinical ladders, which served to reduce turnover, capitalize on individual clinician strengths and identify potential leaders for succession planning

·  Designed a performance management process focusing on partnership, commitment, interactive dialogue and services values, and presented same to Board of Directors for approval

·  Served as one of eight system-wide facilitators who developed and taught a patient satisfaction/customer service program attended by over 1600 hospital employees in an eighteen-month period

EDUCATION

Monmouth University, BS Management

Rutgers University – Labor Relations Certificate

Harvard Law School – Mutual Gains Negotiation Skills Course

SPHR

MEMBERSHIPS

Society for Human Resource Management (SHRM)

Tri-State Human Resource Management Association

Jersey Shore Association for Human Resources (JSAHR)