Adrienne Johnson, SPHR

Promoted to lead HR management practice across the Connecticut Market (15 Facilities) and provide direct guidance to enable center teams execution of strategic business objectives related to HR programs and services; Employee and Labor Relations, Employee Dispute Resolution/Compliance Investigations, Performance Management, Compensation, Benefits, and Training.

• Maintain comprehensive salary program across Region, analyzing budget and using data analytics to evaluate pay strategies.
• Drive continuous initiatives aimed at performance management and employee retention, by generating suggestions, and engaging in problem-solving activities to support teamwork
• Interpret and implement HR policies, provide corrective action support and coaching to Center Leadership, and recommend action on high level discipline/terminations. Investigate Corporate Compliance Complaints (EEO, facility HR practices).
• Provide Union Labor Relations support, maintaining effective management/labor relationships, CBA interpretation, 3rd Step Grievance proceeding facilitation, attending negotiations/arbitrations as necessary.
• Partner with Legal Department for Covid-19 related policy facilitation, DOL/EEOC litigation and also Risk Management to provide best practice support at Center Level.
  

Promoted to support HR operations and initiatives across 8 Facilities in New Jersey, driving employee and labor relations, performance management, Worker's Comp/Leave of Absence, Recruitment, Retention.

Key Accomplishments:

• Development of Covid-19 Worker's Comp/Leave of Absence Tracking process for affected staff utilized company-wide; further consulting with Facilities across divisions as they became impacted by pandemic and lost staff to illness.
• Lead role in vetting and advancing New Jersey DOL Covid-19 Disaster Relief Grant, producing $200k in grant funding for Centers.
• Implemented in partnership with 1199 SEIU, the CNA Apprenticeship Training Program across unionized facilities to source, train and mentor new Certified Nurse Aides.
• Rapid Response Team Member, assisted with multi-level investigation into a resident death, and facilitation of full climate survey with outcome reporting to executive leadership.

Drove HR functions in collaboration with Regional and Corporate leaders to foster a work culture committed to organization objectives.

• Project work included; wage analysis and adjustment, remote trainer for new-hire HR Managers.
• Partnered with Talent Acquisition to recruit and on-board new-hire Center staff, facilitated new hire Welcome Program orientation.
• Partnered with Benefits Dept. to address staff inquiries, support wellness initiatives, and facilitate annual open-enrollment; administered Union Health and Welfare fund benefits.
• Responsible for performance management review cycle, enforcement of HR P&P and progressive discipline administration, and employee relations issues/investigations.
• Primary driver of retention initiatives, annual engagement surveys, and employee recognition programs.
• Responsible for Leave of Absence and Worker's Comp processes, all labor/union relation matters, supporting grievance process, and CBA interpretation.
• Attended DOL Hearings, Union Contract negotiations/arbitration as needed.

Responsible for staff training and development life-cycle, facilitation of large group training with focus on 125/ACA guidelines and client benefit offerings.

• Development of all client specific training materials based on needs, project timelines or annual open-enrollment (clients included Quick Check and TEVA Pharmaceuticals).
• Managed large seasonal staff influx of per diem benefit enrollers, and provided "train the trainer" services.

Promoted to Senior Lead as new locations we acquired; overseeing West Coast market benefits plans, providing remote support for employees, with extensive travel across the US.

• Given lead role in national benefit plan merger (10 plans,12 locations, 5,000 enrolled) and lead in national annual open enrollment 3 years in a row.
• Integral part of nationwide ADP Benefits Management System implementation
• Worked with Executive Risk Management on benefit and wellness plan design, renewals, and communications.
• Administered all H&W, disability and life plans, 401k plans, FMLA tracking, deduction maintenance, reconciliations, and remained POC for issues and inquiries for employees across the country.

Graduated Suma Cum Laude, 3.87 GPA

Degree Concentration in HR Management, Employment Law and Labor Relations