Cassandra Brooks

As HR Director at Ohio Medical Alliance, I lead all aspects of human resources, driving strategies that align with organizational goals while fostering a positive, high-performing workplace culture. When I joined OMA there was no Hr function in place- I built the department from the ground up, creating systems and processes to support a growing team.

• Established HR Infrastructure: Developed all policies and procedures, created employee handbook from scratch, and implemented employee performance review systems.
• Implemented employee benefits and retirement programs: Introduced 401(k) plan and multiple medical, dental, and vision options, providing employees with flexible and competitive benefits.
• Built talent acquisition and onboarding programs: Created full recruitment process and structured onboarding program, significantly reducing time-to-hire and supporting the company's growth from 30 to 75 employees.
• Designed and delivered training initiatives: Developed a company-wide training program that enhanced employee skills, engagement, and productivity.
• Drove employee engagement and retention: Initiated engagement initiatives that improved job satisfaction and contributed to measurable increases in retention.
• Managed HRIS systems, employee records, and HR projects efficiently.
• Performed payroll, benefits, and incentive programs, ensuring accuracy and compliance.

Through these initiatives, I transformed HR from a non-existent function into a strategic partner that supports OMA's growth, employee development, and organizational success.

Started as an HR Assistant, supporting daily HR operations and gaining hands on experience in recruitment, onboarding, payroll, and employee relations. Upon earning my degree, I was promoted to HR Generalist, taking on broader responsibilities and leading strategic HR initiatives that positively impacted the organization's performance and culture.

• Leveraged workforce analytics (turnover, absenteeism, engagement) to uncover root causes of organizational challenges and implement targeted solutions
• Partnered with the leadership team to forecast staffing needs and strengthen both recruitment and retention
• Led thorough investigations into employee concerns, fostering a culture of fairness and accountability that boosted morale and reduced employee complaints by 12%
• Performed companywide training program that emhanced employee capabilities, increasing the percentage of staff surpassing 90 days probationary period by 22%
• Developed a structured onboarding program that improved new hire experience and drove a 10% increase in retention
• Managed HRIS systems, employee records, and HR projects efficiently.
• Performed payroll, benefits, and incentive programs, ensuring accuracy and compliance.