Kelly J. Brewster- MBA, PHR, SHRM-CP

Company Overview: Healthrise is partner that provides consulting, EHR, RCM and technology services to health systems nationwide.

• Led HRIS transition and implementation from a PEO- led kick-off to go-live, configured all modules, troubleshoot, train and support post-implementation activities
• Work closely with Healthrise leaders, through cross-departmental partnerships, to align People Solutions initiatives to strategic business goals by building a relationship of trust and keeping a key focus on performance, management practices, policies, talent management, and compensation
• Lead all efforts related to strategy, design and delivery of talent management programs and processes for the enterprise reducing time to hire by 2 weeks
• Revamped and structured employee onboarding program to standardize new hire orientation and enhance training processes resulting in a 7-day decrease in time to competence
• Guided Executive Leadership on employee morale and culture initiatives to mitigate risk and resolve conflicts
• Managed healthcare open enrollment initiatives and supported post-acquisition HR integration, ensuring compliance with regulatory standards

Company Overview: A Fintech firm providing comprehensive payment solutions and enablement for software partners, handling billions of dollars in transactions each year.

• Successfully established and managed a comprehensive HR department for a 275-person Fintech company, streamlining HR operations to enhance efficiency, foster a positive workplace culture, and support employee growth and development
• Conducted HR due diligence during M&A activities and facilitated seamless post-acquisition integration to maintain compliance
• Optimized the onboarding process through the implementation of a new HRIS, reducing new employee training time by 20% and improving technology adoption
• Reengineered employee benefits programs in collaboration with brokers, broadening offerings and reducing costs by 15% compared to the prior year
• Developed and implemented compensation strategies, talent development initiatives and career ladders resulting in a 20% increase in retention
• Coached leadership teams on HR and employee related issues, resulting in a 95% resolution rate and a 15% decrease in complaints
• Redesigned performance review and merit increase program tying company and employee goals to reviews resulting in a 10% reduction in the time to review process
• Streamlined onboarding process in newly implemented HRIS, creating a comprehensive orientation across all departments reducing new employee training time by 20%
• Led HRIS implementation from kick-off to go-live, configure all modules, troubleshoot and train and support post-implementation activities
• Designed & implemented corporate bonus plan resulting in increased first-year retention by 15%
• Mentored & coached a team of 8 HR professionals increasing employee productivity by 15% and a decrease of 10% in disciplinary actions

Company Overview: More than just a preschool, Schoolhouse Montessori Academy prepares children for life in the best way possible, by teaching them to enjoy learning in a unique way to them.

• Created HR department-implemented organizational structure, training and recruiting programs, performance appraisal system, and HRIS system resulting in 20% reduction in time-to-fill vacant positions and 25% increase in employee satisfaction scores
• Identified inefficient benefit administration processes and implemented new healthcare offerings saving the company 25% over prior year in healthcare costs
• Manage succession planning and employee development programs to build for the future and retain top talent
• Increased number of certified teachers by 15%
• Direct the workers compensation program, including yearly audit and renewal
• Train, counsel, and advise Directors on performance issues, fair hiring practices, policy issues, and state and federal compliance concerns
• Investigate employee misconduct issues
• Manage unemployment compensation, responsible for representation at all hearings
• Update employee handbooks and policies and procedures manuals every 2 years to reflect current federal and state regulations
• Developed scheduling plan for 3 campuses resulting in 10% less employees, yielding improved revenues per location per employee
• Developed salary schedules for each job class, including experience and educational requirements resulting in more highly qualified teachers
• Oversee the administration of employee trainings and Professional Development requirements; CPR, First Aid, Bloodborne Pathogen and ongoing PD
• Payroll for 100 employees in 3 campuses
• Created HR department-implemented organizational structure, training and recruiting programs, performance appraisal system, and HRIS system resulting in 20% reduction in time-to-fill vacant positions and 25% increase in employee satisfaction scores
• Identified inefficient benefit administration processes and implemented new healthcare offerings saving the company 25% over prior year in healthcare costs
• Manage succession planning and employee development programs to build for the future and retain top talent
• Increased number of certified teachers by 15%
• Update employee handbooks and policies and procedures manuals every 2 years to reflect current federal and state regulations
• Developed scheduling plan for 3 campuses resulting in 10% less employees, yielding improved revenues per location per employee
• Developed salary schedules for each job class, including experience and educational requirements resulting in more highly qualified teachers

Company Overview: With hundreds of territories in development worldwide, Camille's Sidewalk Cafe continues to grow and provide the market a fresh alternative to fast food, in an atmosphere where you can: Eat, Relax & Enjoy!

• Member of the Senior Management team, responsible for all functions of business planning, projections, and P & L analysis
• Managed catering piece of the business accounting for 40% of total revenue
• Manage, recruit, select, and retain employees 25-30 employees in 2 units, including management and sales team
• Developed recruitment & retention strategies, compiled data & prepared reports, provided guidance on employment procedures
• Responsible for employee file management to ensure compliance with state and federal laws
• Human resource planning for 2 units, including monitoring, auditing, and investigating HR matters, employment verifications and background checks
• Coached and counseled managers to resolve employee issues, improve morale, developed training programs to improve productivity and assess compensation strategies
• Compliance with state and federal employment practices- EEOC, FMLA, ADA, and OSHA
• Developed of job descriptions, job titles, and salary ranges, as well as a company hierarchy and profit and loss projections for each unit
• Responsible for training & development of employees in two units, including yearly performance appraisals & performance management
• Increased catering sales by over $12,000 per month in 2006, $5000 per month in 2008, and $4000 per month in 2009 through effective training, development of staff and implementation of 12-month marketing calendar
• Ensured prompt collection and preparation of A/R and invoicing for two units
• Analyzed & improved delivery driver process to ensure consistency & cut costs by restructuring & retraining, supervise 25-30 in 2 units
• Negotiated partnerships with local businesses for dual marketing opportunities, as well as contracts for food sales at local venues