April Perkins

• Director of core HR functions such as staffing, training, development, benefits administration, unemployment claims, workman's compensation, employee relations.
• Maintain human resources regulatory compliance with local, state and federal laws.
• Mitigate risk exposure through diligent workplace safety practices and proactive policy enforcement.
• Established performance management system to align individual goals with organizational objectives.
• Managed complex employee relations issues, reducing risks and maintaining a positive work environment. Respond to all state and federal agencies with a 100% success rate. *Due to my expertise and experience managing complex issues we no longer consult with an attorney and the CFO is happy with the our cost savings.
• Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes.
• Maintained "open door" policy to encourage employee communications and resolution of issues.
• Developed Monthly Lunch and Learn professional development programs resulting in enhanced employee skills, boosting internal promotions.
• Structured compensation and benefits according to market conditions and budget demands.

• Expert Advisor to the CEO, leading the development and implementation of human resources expertise to support strategic initiatives and growth for Federal and International contacts.

Manage human resources for the region, this included employee relations, training, and partnering with the talent acquisition manager in Denver to approve FTE request for the region.

• Served as expert HR Business Partner for leadership. Supported the following business units: Cancer Center, Physician Services, Care Coordinator Institute, Philanthropy, Marketing, PACE Senior Center, Oconee Memorial Hospital, Information Technology, Home Health, Marshall Pickens Behavioral Health.

• Partnered with senior leaders on organizational development initiatives for continued growth.
• Managed full cycle of recruiting, hiring, and onboarding new employees.
• Ensured legal compliance in all HR practices, preventing potential lawsuits and fines.
• Collaborated with leadership to assess and improve policies across board.
• Coached managers on effective employee relations strategies to address workplace conflicts proactively.

• Served as Human Resources Leader and Business Partner for the southeast region (S.C. GA, TN, NC, VA, MD MA), maintaining consistency with overall HR strategy and company policy.
• Ensure the proper execution of integrated talent management including, but not limited to: recruiting, succession planning, performance management, and talent/leadership development for assigned clinical sites.
• Provided expert advice and counsel to regional management team on employee relations matters. Responded to federal and state compliance agencies as needed.
• Tracked and monitored employee relations metrics to identify trends and recommend solutions.
• Cultivated a positive work environment that fostered employee engagement, increased retention rates, and boosted overall team morale.

• Maintained "open door" policy to encourage employee communications and resolution of issues.
• Maintained company compliance with local, state, and federal laws, in addition to established organizational standards.
• Improved employee retention by implementing strategic HR initiatives and conducting regular staff surveys.
• Oversaw benefits administration, ensuring compliance and cost-effectiveness of offerings.
• Directed each phase of hiring process, encompassing employment verification, employee relations investigations, criminal background checks and onboarding.
• Ensured compliance with all relevant labor laws, protecting both employees'' rights and the organization''s interests.
• Managed complex employee relations issues, reducing legal risks and maintaining a positive work environment. I inherited pending EEOC charges and resolved with company legal team. *Facility had no EEOC charges during my tenure)

• Partnered with talent acquisition teams on defining and promoting the employer brand, enhancing the organization's ability to attract top talent. Exceeded hiring objectives that enabled the ER expansion to meet the target opening date in advance.
• Resolved conflicts and disputes through mediation and negotiation, fostering a positive work environment resulting in a 68% decrease in high turnover divisions of the hospital.
• Spearheaded initiatives aimed at improving manager-employee communications, fostering greater trust between team members across the organization.
• Organized and facilitated employee focus groups to gather feedback and insights.
• Identified trends in exit interview data and developed actionable plans for addressing common pain points expressed by departing employees.
• Developed comprehensive employee relations programs and initiatives to increase organizational engagement.
• Provided guidance to management on navigating complex employee issues, resulting in fewer legal disputes and grievances.
• Chairman of the Philosophy in Action Committee, managing employee recognition and retention programs.

• Provided exceptional candidate experience throughout the entire hiring process, ensuring clear communication, timely feedback, and respectful interactions.
• Reduced time-to-fill by optimizing job postings, utilizing targeted recruitment channels, and leveraging professional networks.
• Spearheaded campus recruiting efforts by building relationships with university career centers, attending job fairs, and conducting informational sessions for students.