Lead Executive Benefits Design Committee responsible for benefits strategy and operations for health, welfare, and retirement benefits.

Analyzed existing benefit plans considering cost trends, plan analysis, new industry developments and benchmarking to ensure plans remained competitive, cost-effective and met organizational objectives.

Implemented iterative 5-year strategic plan to modernize benefit program.  

Helped clients with short-range and long-range strategic benefits and HR planning.  

Guided clients through plan consolidation, merger/acquisition, vendor selection/management, union negotiations, national and/or global benefit strategy, plan implementation and monitoring of plan financial performance.

Supervised projects involving credits and price tags for flexible benefit plans, benefit plan design and strategy, contribution analysis, benchmarking, vendor management, managed care strategy, benchmarking, and cost/expense management strategy. 

Designed and implemented business development plans.

Built complex Excel spreadsheet to calculate federal, state, and local taxes for validating payroll system accuracy.

Managed transition of benefits administration setup to new payroll system, including interface development and testing for two transitions: Infinium to JD Edwards, Infinium to Oracle

Created and implemented process to transmit enrollment data to seven benefits vendors.

Provided feedback on the design of national technology applications to enhance consultant performance.

Outsourced benefit administration to AonHewitt, Benefitfocus, SHPS and Alight Benefits.

Served on committee responsible for designing, testing, and implementing a new sales force automation computer application.

Implemented new benefits administration software vendor, increasing automated enrollments from 30% to 99.9%.

Implemented concurrent integration of time and attendance, talent acquisition, payroll, HRIS, benefits enrollment and legacy HR systems.

Established payroll, garnishment and benefit deduction processes.

Determined payroll tax jurisdictions and taxation processes.

Have some experience with all of the following systems and tools:

• BENENFITS ADMINISTRATION - SHPS, AonHewitt, Benefitfocus, Choicelinx, Alight Benefits

• MS OFFICE - Access, Excel, Word, PowerPoint Flowchart/Visio, Project

• HRIS/Payroll - Infinium, JD Edwards, Oracle, SAP Success Factors, ADP, Workday

• DESIGN APPLICATIONS - Illustrator, Acrobat, AutoCAD, Contribute, InDesign, Movie Maker, Photoshop, Dreamweaver, Wix, Wordpress, Adobe Fresco, Adobe Premier Pro

• THIRD PARTY INTERFACING - Cigna, Caremark, Wells Fargo, Kaiser Hawaii, Kaiser California, HMSA, Blue Cross Blue Shield, Colinas, Health Net, Discovery Benefits, Ceridian, HSA Bank, Aetna, Express Scripts, Vision Service Plan, Delta Dental, Mass Mutual, Kanexa, Kronos, Equifax, Concur

• OTHER APPLICATIONS AND TOOLS – Salesforce, ChatGPT from Bing  chat.openai.com

Overhauled all elements of an HR department including: 

Staffing, goal/objective and cultural changes

Revision of policies, procedures and processes

Implementation of compliance/auditing 

Updating HRIS systems

Establishing new vendor/consulting relationships

Enhancing business division relationships

Developing better communication

Adopting new strategies 

Establishing key performance metrics.

Established plan for consolidation of leave and paid time-off policies. 

Provided guidance to VP of Total Rewards on organizational design restructuring.

Selected data warehouse vendor to facilitate data-driven decisions regarding benefit plan changes.

Initiated a centralized ACA management process.

Created dependent eligibility audit process, including training materials, audit processes, security protocols, quality assurance guidelines, client service standards, client employee communication materials, employee communication website, and pricing models.  

Redesigned corporate website and implemented salesforce.com marketing management tool.

Developed a workflow monitoring/forecasting tool, aligning workflow levels with business goals.

Designed a fee database used by the Arthur Andersen national health and welfare practice.

Established documented compliance program.

Adjusted benefit program, business operations, and union contracts to ensure compliance with the Affordable Care Act.

Contracted with an ACA vendor to ensure adherence to certain requirements of ACA.

Conducted review of over 100 life and disability Summary Plan Documents (SPDs), identifying more than 100 material errors and 40 out-of-date SPDs. Worked with legal counsel and vendors to rewrite and update documents.

Ensured all health and welfare plans complied with state and federal regulations, including ERISA, HIPAA, COBRA, IRS Code Sections 125 and 105(c), ACA and local laws in Hawaii, San Francisco, Denver, Los Angeles, etc.

Developed compliance audits for health and welfare and 401(k) plans.

Updated employee handbooks.

Served as chairperson on the Quality Assurance committee.​

Audited benefit enrollments, payroll system setup, summary plan descriptions, and collective bargaining agreements. Corrected thousands of misalignments, made improvements in all areas, and implemented internal controls. Improved service to HR staff and employees and significantly reduced compliance risk.

Negotiated with current life and disability carrier to mitigate millions of dollars in risk due to system EOI malfunctions and incorrect system setup.

Designed benefits program strategic and analytic dashboard.

Developed report to combine monthly health plan claims and administrative costs from over 15 data sources. 

Performed multiple claim analyses, using Excel and Access, to help hospital client increase domestic utilization, build business case to implement corporate wellness programs and support other benefit program initiatives.

Redesigned financial tracking of benefit program and maintained financial tracking on ongoing basis.

Analyzed existing benefit plans considering cost trends and new industry developments to ensure plans remained competitive, cost-effective, and met corporate objectives. 

Supervised projects involving claim analysis, credits and price tags for flexible benefit plans, setting accrual rates for COBRA or FAS 106 purposes.

Underwrote group medical, dental, life, and disability insurance using a variety of methodologies and funding arrangements for groups with up to 20,000 lives.

Designed a new life underwriting pricing tool using linear regression.

Responsible for project management, budgeting, scoping, and business development for clients from 200-30,000 lives.

Redesigning the company financial reporting system and establishing financial reporting process

Developed training modules and conducted training for many new initiatives including a sales force automation tool, online benefits administration tool, payroll systems, benefit carriers, underwriting pricing tool, work capacity tool, workflow tool and more.

Designed and implemented business processes and technological tools to monitor and manage workflow capacity, measure employee skill levels, and align staffing/training opportunities with individual career goals.

Designed and implemented a career development and training programs including specific programs and OTJ opportunities.

Implemented mentoring programs.

Trained employees to use technological applications such as Excel, Access and PowerPoint.

Designed and conducted life coaching workshops and life coached selected employees.

Trained, supervised and managed employees in all my work.

Taught Math I and II, General Math, Algebra I and II, Geometry, Physical Science, and Calculus.

Coached volleyball, softball, basketball and soccer

Implementing training curriculum using a learning management system.

Managed complex benefit program and enrollment processes for companies with: 

More than 100 different benefit/rate packages; 15 medical plans, 100 life/disability plans, four dental plans, limited and regular-purpose FSAs, HSAs, dependent and medical Flex plans, and EAP as well as health advocacy, critical illness, accident, whole life, legal, leave management, pension, 401(k) and long term care programs. 

Many differences in waiting periods, re-hire rules, etc.

200 locations in more than 30 states across the continental US, Alaska, Hawaii, Guam, Bahamas, Puerto Rico and Canada.

Implemented corporate-wide wellness program, including program branding, online wellness resources, on-site health screenings, health risk assessments, coaching and wellness incentive design.

Used benchmarking to develop competitive structures.

Maintained internal hierarchy with reference to pay. 

Ensured that the organization was compliant with various wage and hour laws.

Managed employee focus group feedback initiative and used feedback to improve total rewards program including compensation.

Developed job descriptions with associated compensation structures with two organizations.

Made recommendations with reference to 
pay and merit increases,

Streamlined compensation structure moving from 1200 job titles to 300. Aligned job descriptions for similar work to be aligned across the organization.

Reviewed executive compensation competitiveness.

Establishing shift differential, overtime, paid time off and on-call policies.

Hired people for dependent eligibility auditing, consulting, compensation, underwriting, benefits administration/management, FSA processing, compliance, CQI and communication positions.

Revised entire department staffing to meet business needs.

Developed job descriptions, pre-screening interview questionnaires and online tools.

Evaluated candidates through resume screening and phone/face-to-face interviewing. Coordinated feedback from multiple stakeholders.

Conducted exit interviews.

Reviewed background checks. Conducted compensation negotiations. Prepared offer letters.

Conducted new-hire orientation/training/facility tours.

Developing system reporting for diversity and inclusion.

Assisted union contract negotiators in developing more cost-effective collective bargaining agreements for 53 unions contracts. Assisted with union grievance issues.

Conducted investigations into employee complaints and developed resolutions.

Developed and implemented performance improvement plans. Coached employees to improve performance. Managed employee terminations.

Provided guidance on severance agreements.

Created, implemented, and evaluated engagement surveys.

Set up and managed a ten-person call and audit processing center for DEA projects.

Member of a committee to enhance department culture.

Updated union contracts for ACA changes

Managed major organization changes including:

New business contracts, union contract agreement changes, executive benefit plan changes and non-standard benefit offerings.

Complex acquisitions of:

• 500 employees in 19 locations with nine unions

• 15-20 companies of 5-100 employees each

• 2,500 employees in 30 locations with three unions in which portions of company were being closed, shifted into a joint venture, sold with operations held separate, but some combined with main company.

• Complex divestiture situation with a TSA agreement. 

Implementing 60 benefit changes over 5 years.

Start-up joint-venture HR operational implementation.

Collaborated with finance, accounting, tax, IT, billing, legal, and senior leaders to implement changes and resolve issues.

Provided leadership during the a merger by making on-site evaluation visits and learning underwriting methodologies for three markets.

Developed communication plan and materials around healthcare reform.

Redesigned or implemented new corporate benefit information and benefits enrollment websites.

Created, implemented, and evaluated employee benefit surveys and conducted focus groups.   

Developed full communication campaigns with branding, logos and themes using multimedia and multi-channels to reach diverse audiences with various needs.

Conducted monthly teleconference training seminars for HR administrators in 230 locations in 34 states.

Created separate executive-level communications for certain projects and changes as warranted. 

Wrote monthly life coaching column for various publications.

Nominated for a writing award.

Won Alfred Lealand Crabb Award for “The Physics of Faulkner,” the best literary paper for Belmont University.

Editor of Washington Whispers, a publication highlighting legislative changes.

Wrote a series of life coaching articles for a magazine.

Selected for scholarship at Section School by writings submitted for three classes.

Selected for scholarship at The Universe Talks for writing submitted for workshop.

Collection of poems, essays, short stories and songs published in an anthology.

Participated in a mentorship program that pairs employees from underrepresented groups with senior leaders who can provide guidance and support for their career development.

Working on a documentary film about men.

Researched information on job searching focusing on people who aren't in the majority group.  

Worked for a organization focused on eliminating several humanitarian issues.

Developed a training workshop that educates staff on the concepts and benefits of diversity, equity and inclusion, and how to foster a culture of belonging and respect in the workplace.

Developed and implemented a survey that collects feedback from employees on their experiences and perceptions of diversity, equity and inclusion in the organization, and identifies areas for improvement and action.

Created a resource group that creates a safe space for employees who share a common identity or interest to connect, network and advocate for their needs and interests.

Fostered hiring initiative that aims to attract and retain diverse talent by implementing inclusive recruitment practices and providing career opportunities for candidates from different backgrounds and perspectives.

Implementing a new performance management system that increased employee satisfaction by 25% and reduced turnover by 15%.

Launching a comprehensive diversity, equity, and inclusion initiative that improved representation of women and minorities in leadership roles by 30% and enhanced the company's reputation as an employer of choice.

Designing and facilitating a leadership development program that accelerated the growth of high-potential talent and prepared them for future challenges.

Driving a culture change initiative that enhanced collaboration, innovation, and accountability across the organization.