Erika Schreiber

Summary:
Promoted to a Corporate HRBP role partnering with the VP of HR to collectively support all corporate departments, including Finance, Revenue Cycle Management, IT, Risk, Engineering, Procurement, and Facilities. Served as a trusted partner to executive leadership and their direct reports, providing strategic HR counsel on organizational planning, performance, workforce design, compensation, and union relations. Supported complex people initiatives across high-impact functions critical to enterprise operations.
Key Responsibilities & Achievements:

• Supported executive leaders and directors across all corporate functions with strategic HR consultation and people planning
• Partnered with Legal and senior Facilities leaders to interpret and ensure adherence to collective bargaining agreements (CBA), including employee discipline, grievance resolution, and union-mandated policies
• Reviewed CBA language and coached leaders on union guidelines, compliance, and employee communication protocols
• Collaborated with internal recruiters to review open roles, compensation alignment, offer approvals, and organizational budgeting
• Investigated and liaised with legal department to respond to complaints of harassment, discrimination, employee grievances, and other sensitive issues and prepared position statements for EEOC.
• Maintained confidential nature of employee and company proprietary and privileged information used or observed in course of performing job duties.
• Led corporate-wide performance evaluation cycles and manager coaching, ensuring consistent execution across all departments
• Supported workforce planning, organizational changes, and realignment of reporting structures across multiple departments
• Facilitated executive-level engagement efforts, including succession planning, manager development, and talent calibration
• Regularly engaged with Corporate groups such as Finance, IT, Analytics, and Procurement leadership to assess talent needs, retention risks, and change impact
• Recognized for building new relationships quickly, gaining trust with executive stakeholders, and becoming a go-to HR advisor in under 90 days
• Conducted exit interviews with employees leaving company to gauge areas of success and opportunities for improvement.
• Identified HR training needs and conducted training for employees and leadership while recommending approaches to effect continual improvements in business objectives, productivity, and within company to reach business goals.
• Updated training processes by reviewing existing documentation, leveraging feedback from associates and working with legal and compliance teams.
• Collaborated with cross-functional leadership to assess and improve policies across board.
• Facilitated successful policy implementation and enforcement to maintain legal and operational compliance.
• Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance.

Summary:
Supported all aspects of human resources for CityMD Urgent Care locations across the New York and New Jersey, regions, serving as a strategic partner to urgent care leadership, Vice President, Director, Site Managers, Clinical staff, Aftercare, and Billing teams. Delivered field-based, hands-on HR guidance and employee relations support in a high-growth, high-volume healthcare environment. Trusted advisor to frontline leaders, focused on workforce planning, performance coaching, employee relations and employee engagement.

Key Responsibilities & Achievements:

• Served as the dedicated HRBP for over 50 urgent care locations, upwards of 1700 direct employees, working directly with district managers, site-level leaders, providers, and operations managers
• Provided real-time guidance on employee relations, policy interpretation, and performance management across clinical and non-clinical roles
• Supported Aftercare and Billing departments with workforce development, retention strategies, and conflict resolution
• Advised on corrective actions, investigations, and compliance issues in collaboration with Legal, Compliance and Risk Management teams
• Partnered with recruitment and field leadership on headcount planning, hiring strategy, and onboarding execution
• Delivered HR policy updates and manager training sessions during periods of expansion and operational change, review of policies and employee handbook, benefits, time off, FMLA, PFL
• Drove engagement efforts and employee satisfaction by facilitating manager coaching and feedback processes
• Maintained visibility in the field through regular site visits, employee office hours, and incident response, often after hours.
• Facilitated team-building activities and initiatives, improving collaboration and engagement.
• Identified HR training needs and conducted training for employees and leadership while recommending approaches to effect continual improvements in business objectives, productivity, and within company to reach business goals.
• Liaised between multiple business divisions to improve communications.
• Identified and implemented appropriate strategies to increase employee satisfaction and retention.
• Discovered and resolved complex employee issues that affected management and business decisions.
• Fostered positive work environment through comprehensive employee relations program.
• Resolved understaffing issues, disputes, employee terminations, and disciplinary procedures.
• Instructed senior leaders on appropriate employee corrective steps.
• Investigated and liaised with legal department to respond to complaints of harassment, discrimination, employee grievances, and other sensitive issues and prepared position statements for EEOC.
• Conducted exit interviews with employees leaving company to gauge areas of success and opportunities for improvement.
• Maintained confidential nature of employee and company proprietary and privileged information used or observed in course of performing job duties.
• Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes.

• Configured Workday HRIS platform to meet specific business requirements.
• Delivered complex HR analytics and dashboard reports for in-depth workforce insights.
• Established core competencies and behaviors to enhance employee review processes.
• Standardized performance and compensation reviews across the organization.
• Analyzed future trends to inform strategic business and HR planning.

• Screened candidates and conducted interviews to evaluate skills and experience.
• Ensured recruitment processes aligned with company culture and legal standards.
• Partnered with business units to analyze hiring needs and develop talent acquisition strategies.
• Identified and attended recruiting events to source qualified talent.
• Created talent acquisition strategies that supported organizational goals.

• Oversaw launch and management of 12 Long Island Urgent Care sites, ensuring operational success.
• Directed clinical process enhancements to optimize patient flow efficiency.
• Facilitated transition to ADP for payroll and benefits from Trinet Payroll.
• Conducted new employee orientation and managed full-cycle onboarding processes.
• Coached and evaluated Site Managers and clinical team members to improve performance.

• Created comprehensive employee handbook detailing standard operating procedures.
• Maintained DOT driver files to ensure compliance with regulations.
• Managed employee benefits and insurance packages, including new hire documentation.
• Facilitated communication between employees, managers, and patients for effective collaboration.
• Coordinated staff schedules to optimize site operations and resource allocation.

• Greeted and directed patients to examination rooms and verified insurance coverage and collected co-payments.
• Reviewed each step of patient care and made proactive adjustments to avert issues.
• Greeted and directed patients to examination rooms and verified insurance coverage and collected co-payments.
• Scheduled approximately 90 patients per day single-handedly on a walk-in basis.
• Maintained confidentiality of patient data and condition to safeguard health information.
• Responded to patient queries and concerns concerning insurance coverages and deductibles.
• Recommended service improvements to minimize recurring patient issues and complaints.
• Trained new staff on filing, phone etiquette and other office duties.