Emil Gyulnazarov

• Administer day-to-day people management practices to onboard, develop, and retain people.
• Address various employee concerns, and if needed escalate to other teams, such as Employee Relations.
• Consult and educate employees to perform essential functions using company-wide software applications including WorkForce, Workvivo, and Outlook.
• Support our Training Department in the onboarding process to provide a seamless orientation to new hires by assisting with account setup in company used apps, and by helping answer their questions.
• Coordinate new hire onboarding by verifying & adding I-9 document info in EMPForce, uploading work cards in Oracle, and issuing work card vouchers, to ensure compliance with state regulations.
• Resolve a wide range of employee issues submitted as tickets in ServiceNow or initiated via walk-ins.
• Execute an excellent customer experience by actively listening, showing empathy, and ensuring every person feels valued at Madison Square Garden Entertainment.

• Managed day-to-day operations of all Nursing Administration support services department staff (represented and non-represented employees).

• Implemented KP Schedule (KPS) as our new web-based Staffing and Scheduling workforce management application powered by API/Symplr. Devised a process to maximize automation and technology in staffing, scheduling, and timekeeping.

• Customized KP Staffing Optimization by co-authoring a toolkit for West LA to better enable staffing to the right number of patients, at the right time, on the right unit, with the right level of skills, tools, and processes. The toolkit helped nursing managers increased review and resolution of future schedule variances, achieved greater transparency behind decision making rationale, increase information and accountability to manage staffing efficiency on their units, increased ease of submitting and reviewing time-off/backfills/swaps, streamlined communication and shared decision making related to staffing, and realized benefits through alignment of staffing to the matrices. West LA, after almost a decade, met productive HPPD target for pay periods 8 to 24 at an exceptional rating for 2022.

• Partnered with top nursing travel agencies (including GQR and AMN Healthcare) to recruit contingent talent for temp contracts (as needed), and actively negotiate billing rates with account managers.

• Onboarded new hires and contingent worker staff, including setting expectations, and initiating access to applications such as HealthConnect, Pyxis, etc.

• Monitored employee performance with weekly, quarterly, and annual evaluations

• Won executive leadership's operational and financial support to expand the Patient Transportation department staffing manpower by an additional 45%.

• Coordinated a total budget of 105 FTEs (regular and temp workers).

• Reviewed and approved timecards for a total of 127 FTEs, which includes all nurse leaders (in addition to the FTEs above).

• Created position requisitions, worked closely with recruitment to pre-screen potential candidates, interviewed, and onboarded internal new hires (primarily for represented positions) and external new hires using Oracle Cloud ERP.

• Provided immediate attention to addressing quality and compliance reported claims/concerns involving direct reports.

• Disciplined employees in repeated violation of company policy (after coaching) via composing and issuing corrective actions, and actively seek HR's recommendations on the risks involved with pursuing termination (if the corrective action ends up being escalated to this stage).

• Coordinated day-to-day operations of Staffing Office and Transport Dept.

• Earned excellent performance awards and evaluations year after year for leading both teams in providing customer-focused service for our staff.

• In January 2020, introduced recognition certificate for outstanding attendance as test of change in lowering the number of last-minute sick calls and non-protected absences. 2020 YTD last-minute sick was 2.51, an 11% drop from 2.84 in 2019. Moreover, 2020 YTD non-protected absence was 7.26, 22% reduction from 9.33.

• In 2019, trained staffing team on new mass-calling/text system (KP ALERT), including discovering and promoting the efficacy of survey feature to require employees offered voluntary days off to select the time off benefit chosen to be paid with, thereby avoiding misunderstandings that had been occurring through verbal notification. Consequently, lessening adjustment processing by 27%; cutting off-cycle payroll costs to facility.

• Improved to and maintained 99% positive customer satisfaction survey rank throughout employment.
• Support and coach new staffers on improving their time management skills; taught them which responsibilities to prioritize to be more efficient in multitasking high number of calls, directing visitors, and meeting daily staffing deadlines.
• Chosen to train newly hired candidates on efficient staffing processes.