Scott R. Dykstra

Accountable for the development and implementation of human resource policies and programs, including the employee handbook, Covid protocols, benefits administration, and leadership navigation. Provided managerial expertise in leadership, multi-discipline human resource knowledge, change management, and employee relations, taking actionable steps to improve employee engagement, company culture, and diversity, equity, and inclusion

• Successfully navigated significant turnover, filling positions making up more than 25% of app positions, including high-level leadership positions in specialized industries
• Navigated returning to the office moving from temporary remote structure to a hybrid model
• Implemented HRIS and time management systems
• Joined the DE&I committee and focused the committee on tangible actions to promote progress
• Revamped annual review processes and documents
• Created, trained and implemented best practices in interviewing candidates agency wide
• Restructured and branded employee onboarding process and materials
• Successfully negotiated health, dental, vision, and voluntary insurances, including leadership through provider changeover
• Devised hiring and recruitment policies for improving recruiting and interviewing agency wide.

Responsible for the overarching people operations and human resources at the community site level. Delivered expertise in employee relations, retention, hiring, recruitment, training and development, and coaching for high-quality teams. Arranged process ownership for team member recognition, including creation of positive culture focused on engagement. Drove best practices in customer service and scheduling through rehabilitation of multiple departmental structures. Championed the roll outs for several complex new programs and procedures

• Obtained 80% retention rate across teams and programs with 98% customer satisfaction and 89% employee satisfaction scores
• Evaluated daily labor in collaboration with community leadership; ensured staffing targets and overtime reduction metrics were met/exceeded
• Achieved high quality metrics by streamlining community activity and memory care programs
• Coordinated 2017 and 2018 survey participation, resulting in deficiency free survey and two-year IDPH license renewal.
• Exercised appropriate cost control to meet budget restrictions and maximize profitability.

Served as the administrator of all HR functions for the company. Responsible for employee recruitment, hiring, onboarding and training. Carried out the daily and overarching human resource strategy. Reported directly to the Founder and CEO of the company focused on home based programs, case management, and behavior therapy. Carried the company through a season of significant staffing growth

• Conceptualized, developed, and implemented company’s employee manual, which includes the scope of operations and expectation at all levels
• Chartered and launched two programs centralized on in-home behavior therapy and respite services
• Generated an increase within the home-based community program census by 37%
• Propelled growth for the organization in the founder’s absence as demonstrated by the vetting, onboarding, training, and development of all new associates.

Responsible for the oversight of 15 managers and over 300 employees. Led quality improvement process, coordinated a team of Board Certified Behavior Analysts and Licensed Clinical Professional Counselors to improve client care, and consolidated residential sites to eliminate deficits within program budget. Lead significant union negotiation, employee training, quality assurance and performance improvement

• Developed and launched IDHS 56U Applied Behavior Analysis program for services and billing
• Implemented cloud-based client service programs, resulting in time saving tools and cost savings
• Oversaw improvement initiative to enhance overall cleanliness while maintaining compliance with state and federal regulations
• Successfully negotiated and ratified the annual union contract

Directed daily operations, including organizational structure, team leadership, full cycle recruiting, strategic planning, and case management. Executed union relations, staff leadership, team building, fundraising, and program development functions. Met objectives through strategic planning and implementation. Facilitated positive cultural change through engagement, reviews, and inquiries

• Conceptualized organizational structure, such as creation of training manuals, schedules, and shift checklists; defined reporting policies and delineation of duties
• Led new client service plan documentation, legal consents, and procedures
• Recruited, interviewed, hired, and trained program staff on new employee handbooks/manuals
• Increased enrollment by 13% by filling all open program slots
• Designed teaching curriculum for classrooms based on structured and unstructured approaches to applied behavioral analysis.