Randy Dorsten
Franklin,TN
Summary
HUMAN RESOURCES LEADER HR Operations Management & Optimization | Talent Acquisition & Retention | Leadership Coaching Strategic HR Leader with a results-driven mindset and vast experience planning, executing, and governing HR operations within set parameters. Excel at identifying, acquiring, developing, and retaining talent to ensure a smooth flow of business activities. Instrumental in mapping out and enforcing diverse HR-related strategies while observing and interpreting departmental needs. Analytical professional; expert at enacting and controlling change in organizations and carrying out purposeful decision-making by examining data.
Overview
13
13
years of professional experience
Work History
EVP HR/CHRO
ONEGI
Nashville, TN
01.2021 - 01.2023
- OneGi is a Private Equity backed managed service organization consolidating practices and surgery centers with rapid scale in the healthcare space growing from 700 to over 1500 employees during my tenure
- Outcome based leader responsible for building and scaling an HR team to meet the needs of the organization
- Form and oversee the execution of the DE&I strategy for nurturing a culture of inclusivity within the organization
- Leverage internal and external data, trends, analytics, and insights to evaluate talent gaps, project future resource requirements, and prepare models to simulate potential future situations, which assure identification and prioritization of talent risks and opportunities
- Partnered with the senior executive team of 5 professionals for establishing an HR department from scratch that catered to the needs of the patients, employees, and physicians
- Analyzed and interpreted the needs of 1500 employees and 200 physicians and designed and outlined strategies to implement the cultural changes required to scale the organization
- Spearheaded various initiatives, such as compensation, benefits, leadership development and training, employee giving programs, and talent acquisition, decreasing turnover rates from 30% to 6-7% and enhancing overall performance, employee engagement, and stakeholder satisfaction
- Played a vital role in addressing business HR requirements by building an HR team, designing a framework for the effective use of HR services, and guaranteeing expansion in operations in a non-linear fashion while delivering great value to employees
- Steered HR-related activities throughout M&A processes, successfully integrating nine distinct acquisitions into the organization
- Ensured the deliverance of seamless HR services to satisfy the needs of internal employees, leading to raising internal eNPS scores to the range of 28 to 30 (started in the 20s range) and enhancing employee engagement scores by four to five percentage points
- Led presentations to the Board of Directors quarterly, presenting particular HR metrics and appropriately outlining plans intending to raise the effectiveness of the organization
- Adopted and integrated a new HRIS system, granting streamlined access for employees to information and providing valuable analytics for the organization's strategic decision-making
- Devised and expanded a total rewards function in alignment with the organization’s needs and created a compensation model to support employees financially, improving retention and minimizing the vacancy rate by 10%
- Built talent attraction team and process to better source and hire employees reducing vacancy below 5%
- Developed and executed talent development strategies to enable the organization with increased retention.
VP, System Human Resources Operations
UNIVERSITY OF LOUISVILLE HEALTH
Nashville, TN
01.2020 - 01.2021
- Mapped out an organizational strategy while considering the strategic goals of the university, along with uncovering methods of driving the mission through talent management and strong succession planning
- Deployed structured workforce models in alignment with the operations, improving coverage as per cost constraints
- Orchestrated planning and execution of major projects/programs for the system, such as changes in systems, RFPs, and performance management processes
- Handled relationships with philanthropic organizations to attain financial support for diverse purposes
- Maintained connections with the Boards of the health system and the university via efficient communication proficiency
- Gained advantage from strategic mindset to manage talent acquisition efforts, resulting in improving sourcing of over 1000 candidates and improving business reputation as an employer
- Collaborated with 20 leaders actively throughout the university for raising HR’s function capacity in creating effective strategic plans, programs, and practices to resolve multiple issues of people
- Showcased profound expertise in heading various critical functions, such as recruiting, talent management, total rewards, and colleague engagement, yielding positive outcomes in each area
- Showed active involvement in maintaining turnover rates steady during the COVID-19 pandemic by enhancing benefits spending by 5% (nurses left the roles at a rate of around 30% in the market)
- Oversaw and optimized HR analytics strategy, enabling the creation of dashboards and metrics to uplift the quality of decision-making processes
- Motivated organization to invest in multiple non-traditional staffing strategies, educational initiatives, partnerships, and community engagement efforts for fulfilling staffing needs and advancing healthcare during the COVID-19 pandemic.
VP, Human Resources Operations
NAVIHEALTH
Nashville, TN
01.2019 - 01.2020
- NaviHealth is a high growth, private equity back organization growing from 1500 to over 2500 during my tenure
- Led functions and processes regularly and directed transformation within the HR department, such establishment of an HR service center and the development of HR Business Partners to facilitate business management
- Networked with the operations department aimed at encouraging streamlined execution of programs and designing organization structures, supporting the strategies of the business
- Developed a data analytics function within the HR department, ensuring the generation of useful insights to conduct efficient decision-making
- Fostered a culture of recognition and appreciation to improve retention of clinic and technical resources resulting in a 10% reduction in vacancy
- Led regular employee feedback and net promoter discussions to determine areas for improvement by the business resulting with increased areas of focus for the business on retention
- Built training programs for respective clinical based roles to meet compliance related objectives
- Implemented structure and standardized processes, policies, and strategic approaches, devising the groundwork to create scalable HR operations, which improved the employee experience
- Designed and enacted analytics functions, guaranteeing effective use of data and metrics and encouraging purposeful decision-making.
AVP, Human Resources Strategy and Planning
HOSPITAL CORPORATION OF AMERICA (HCA)
Nashville, TN
01.2010 - 01.2019
- Led the entire transformation and restructure of the HR organization to better service the business
- Responsible for setting vision and talent priorities aligned with the needs of the organization
- Within my scope of responsibilities, I worked with operations to determine the proper investment strategies in service lines Additionally, my responsibilities included providing strategic direction for all aspects of the HR organization, including leadership transitions, organizational design, and talent development
- Led the workforce planning effort, aligning with business objectives
- Partnered with 14 division operations leaders to determine HR strategies to better align with the operational needs of the organization and then working with the COE to help them determine capability and potential areas of investment
- Implemented workforce planning and alignment with operational initiatives such as service line growth
- Implemented standard performance management and succession planning to determine talent investment gaps
- Implemented internal net promoter scores enabling insight to areas of potential turnover
- Reduced nurse turnover rates from the upper 20s to teens (benchmark: low 20s) by exhibiting artistry in workforce management
- Refined recruiting process, assuring the selection of 70K people a year and reducing time to fill from 55 to 60 days to 40s
- Oversaw and guided HR technology strategy in the development of an app, which assisted employees in navigating transitions and appropriately connecting within the organization
- Created and implement an integrated HR plan by division to support the needs of operations through specific HR strategies while engaging HR COE’s to help support those initiatives
- Used a holistic approach to talent acquisition, workforce planning, and career direction by designing and enacting organizational strategy
- Produced 12-day improvement in time to fill roles while raising the quality of hire and Hiring Manager satisfaction by 7% and 30% respectively, which further minimized cost to $3K per person and ensured over $12M in contract labor savings
- Formulated and enforced structure for carrying out streamlined succession planning, increasing visibility to candidates and uplifting retention of key positions by 25%
- Augmented HR service delivery by establishing a service center, confirming administration of an impressive volume of transactions particularly over $2M annually.
Education
MBA - Human Resources Management
The University of Kansas
Lawrence08-2004
Skills
- HR Leadership
- Strategy and Operational leadership
- HR systems
- Organizational Development
- Compensation and Benefit Consulting
- Executive coaching
Education Certifications
- M.B.A., Concentrations in Human Resources and International Business, University of Kansas
- B.S., Business Administration/Management Information Systems, University of Dayton
- Senior Professional in Human Resources (SPHR), HRCI
- Certified Master Trainer, Development Dimensions International (DDI)
- Six Sigma Black Belt, IASCC
Websites
Key Qualifications
- Strategic Planning & Execution
- Talent Attraction and Retention
- Strategic HR partnership
- Change Management
- Operational Excellence
- Employee Engagement
Professional Highlights
- Led HR transformation in the largest healthcare provider moving the HR team from reactive to proactive and enabling HR to reduce turnover and increase engagement
- Designed and outlined Total Rewards strategies to retain and motivate employees by providing a comprehensive package that addresses various aspects of needs and aspirations.
- Enacted a sourcing function to refine the recruitment process for roles (ED nurses), guaranteeing 18% reduction in the time of filling critical positions.
Timeline
EVP HR/CHRO
ONEGI
01.2021 - 01.2023
VP, System Human Resources Operations
UNIVERSITY OF LOUISVILLE HEALTH
01.2020 - 01.2021
VP, Human Resources Operations
NAVIHEALTH
01.2019 - 01.2020
AVP, Human Resources Strategy and Planning
HOSPITAL CORPORATION OF AMERICA (HCA)
01.2010 - 01.2019
MBA - Human Resources Management
The University of Kansas
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