Marcus D. Washington

• Served as chief HR advisor to CEO, directing HR functions for an organization of 4,000+ employees with oversight of workforce programs supporting an annual personnel budget exceeding $450M.
• Designed and executed workforce development initiatives that increased personnel retention by 14% over two years and improved succession planning by 20%, achieving sustained $18M annual reduction in operating costs.
• Directed & workplace investigations, achieving a 15% reduction in discrimination claims with a $250K annual savings in legal fees, contributing to a 30% improvement in employee survey feedback on diversity, inclusion, and equity.

• Oversaw HR operations for a healthcare system with 4,000+ employees across multiple locations, supporting clinical operations with an estimated $300M+ annual payroll and staffing budget.
• Improved medical workforce readiness by aligning staffing models with patient-care demand, maintaining 85%+ staffing in critical departments and preventing an estimated $8M/$10M annually in contract labor and overtime costs.
• Reduced turnover among top-performing healthcare professionals through targeted development and recognition programs, protecting an estimated $12M+ annually in specialized clinical talent investment.

• Served as the HR Business Partner for 6 operating locations with mission-critical total of 1500 personnel, aligning human capital strategy with organizational objectives, advising leaders responsible for $100M+ mission and annual workforce costs.
• Advised leaders on performance management and employee relations to improve engagement.
• Coached 25+ senior leaders on performance management and employee relations, driving 20% improvement in employee engagement and reducing costs tied to poor performance by $1M annually.

Led onboarding and employee relations programs for units of 150500

employees, supporting workforce populations with $12M$40M in annual labor

costs per unit.

·

Revamped the new-hire integration and sponsorship program, increasing firstyear

retention by 10% and avoiding an estimated $2M$3M annually in early

attrition costs.

·

Managed over 130+ employee relations cases annually, providing guidance on

workplace concerns, family support, and wellness, leading to improved

outcomes in unit morale surveys.

• Directed Health & Wellness Center programs focused on preventive care and lifestyle risk reduction, providing nutrition counseling and fitness education that supported readiness, reduced modifiable health risks, and promoted long-term wellness.
• Delivered structured education on diabetes, cholesterol management, weight loss, smoking cessation, and physical fitness, supporting early intervention and chronic disease prevention for a diverse population.
• Led group fitness programming, including spin and cardiovascular training, combining exercise instruction with nutrition education to drive sustainable health behavior change.