William Diggins, III MBA

• Benefits Management: Managed open enrollment and year-round benefits administration, including health plans, 401K, and SDA. Developed comprehensive communication strategies to ensure employee understanding of benefit options.
• Employee Relations: Handled all grievances, miscellaneous questions, and concerns. Acted as the point of contact for onboarding and offboarding processes, and resolved conflicts professionally.
• Employee Relations Committee: Developed and led an Employee Relations Committee aimed at fostering communication and addressing employee issues, improving employee engagement and satisfaction.
• Position Control Model: Introduced a position control model to consolidate roles and eliminate unnecessary FTEs, leading to a more efficient workforce structure.
• Mentorship Curriculum Development: Created a mentorship program designed to nurture future leaders and foster workforce evolution and growth, contributing to succession planning efforts.
• Policy and Personnel File Management: Ensured all HR policies were up-to-date and compliant. Oversaw personnel file management, safeguarding confidentiality and legal requirements.
• Professional Development Management: Directed professional development programs, identifying growth opportunities and supporting career advancement.
• Tiger Team Member: Contributed to a specialized team that developed Standard Operating Procedures (SOPs) and training curriculums to improve organizational efficiency.
• HRIS Management: Managed HRIS for tracking employee records, performance evaluations, and FMLA management, ensuring seamless functionality and data integrity.
• Performance Evaluation: Led the performance evaluation process, ensuring fair assessments, and providing tools for managers to effectively evaluate and mentor staff.
• FMLA Management: Managed the Family and Medical Leave Act (FMLA) process, ensuring legal compliance and supporting employees through their leave.
• Payroll Support: Provided payroll support using Google Docs, ensuring accuracy and timeliness in payroll administration.
• BLS/ACLS Management: Monitored and ensured compliance for BLS (Basic Life Support) and ACLS (Advanced Cardiovascular Life Support) certifications across applicable employees.
• Physician/APP Credentialing: Developed a comprehensive credentialing checklist for Physicians and Advanced Practice Providers (APPs), streamlining the onboarding process.
• Patient Access Coordinator: Initiated the creation of the Patient Access Coordinator role, allowing employees covering multiple competencies (e.g., Medical Assistant, Phlebotomist, Front Desk) to receive appropriate recognition and compensation.
• Care Team Plus Model: Supported the development of the Care Team Plus model to assist in succession planning for clinical nurse leadership and improve care team efficiency.
• Market Analysis Management (2022): Directed and executed the company's comprehensive market analysis to assess competitiveness and alignment with industry salary standards, ensuring a strategic compensation structure.
• Compensation Compression Project (2024/2025): Currently leading efforts to address compensation compression issues to ensure equitable pay distribution and retention of top talent.
• LaborIQ Platform Implementation: Initiated and implemented the LaborIQ platform, providing data-driven insights to maintain competitive compensation strategies across all departments.
• Performance Evaluation Integration: Collaborated on syncing performance evaluation tools from Clear Company with Paylocity, the company’s HRIS system, to streamline performance management and employee development.
• Annual Compliance (2021-2024): Spearheaded the company's annual compliance processes for three consecutive years, ensuring all employees met regulatory and company-specific standards.
• Covid Compliance Management: Post-pandemic, managed the Covid compliance records, including tracking vaccination statuses and adherence to safety protocols, ensuring compliance with local and federal mandates.

• Transformed the HR function to address both immediate and emerging organizational needs, ensuring compliance with regulatory requirements and legislative codes for a statewide organization supporting individuals with developmental disabilities.
• Partnered with the executive team to align policies, operations, and diversity strategies with the organization’s mission and growth objectives.
• Spearheaded initiatives to retain top talent, reduce turnover, and meet budget targets while mitigating risks.
• Led a team of 10 direct reports, including payroll scheduling, HR generalists, and managers, overseeing operations and strategic initiatives.
• Managed a $2M+ budget and completed annual financial reports.

Highlighted Accomplishments:

• Organizational Restructure: Redeveloped and overhauled the organizational structure, introducing a "career ladder" that increased opportunities for employee growth and development.
• Compensation Standardization: Established a standardized compensation grid, aligning salaries with competitive market data, significantly boosting employee morale and retention.
• Talent Acquisition & Development: Created and filled multiple new job positions by recruiting, hiring, and training staff to fill key roles, driving operational success.
• Policy & SOP Development: Developed comprehensive policy and Standard Operating Procedures (SOPs) manuals, ensuring consistency and clarity across departments.
• Regulatory Compliance: Successfully negotiated with auditors during Family Medical Leave Act (FMLA) and Department of Labor (DOL) audits, avoiding over $250K in non-compliance fines.
• Program Development: Co-developed a specialized foster care program to serve children with autism and other developmental disabilities, expanding service offerings.
• Litigation & Risk Management: Collaborated with legal counsel to resolve open litigation, closing multiple lawsuits by identifying procedural gaps and implementing long-term solutions to reduce liability.
• Pandemic Response: Designed and implemented a comprehensive coronavirus pandemic protection plan for both employees and clients, ensuring safety and operational continuity.

• Evaluated competitive landscape to identify opportunities for differentiation and positioning, leading to increased market share.
• Expanded market presence by establishing and maintaining key partnerships within the community.
• Led cross-functional teams to execute successful product launches, driving growth in new markets.
• Played a pivotal role in driving organizational change by effectively communicating new strategic direction to team members and stakeholders throughout the business.
• Redesigned HR structures, processes, and programs for an $800M+ health system encompassing 4 hospitals and 73 clinics with a workforce of 5,000+ union and non-union employees.
• Developed and implemented strategic plans aimed at reducing turnover, increasing diversity, and improving employee retention across the organization.
• Led negotiations for 2 successful union labor contracts, fostering positive labor relations and operational stability.
• Managed a 25-member recruiting team and oversaw an annual recruitment budget of $1M+.

Highlighted Accomplishments:

• Talent Acquisition Overhaul: Redesigned and scaled the talent acquisition process, eliminating outsourcing and reducing costs by over $3M, while cutting contract labor usage by 80%.
• High-Volume Hiring Success: Led the hiring of 2,330 new employees, including 581 full-time nursing staff, within a 12-month period, addressing critical staffing needs across the system.

• Monitored overtime and addressed staffing and scheduling issues with department leaders.
• Developed and executed strategic plans to align with the organization''s mission and goals.
• Encouraged collaboration within teams by developing effective training programs focused on building strong interpersonal skills.
• Fostered a positive work environment by creating open lines of communication and addressing concerns promptly.
• Tracked monthly performance of community in relation to budget and intervened with corrective actions.
• Strengthened and standardized HR functions for 3,000+ union employees across 5 long-term care communities and 6 assisted living communities, specializing in behavior management, dementia care, and rehabilitation services, with $409M+ in net revenue.
• Managed compensation and benefits, labor and employee relations, and total rewards programs. Supervised a team of 7 direct reports.

Highlighted Accomplishments:

• Strategic HR Leadership: Pioneered the reorganization of the strategic HR plan and risk management framework, implementing a business partner model to drive operational effectiveness.
• Diversity & Inclusion Initiatives: Introduced programs to enhance diversity and inclusion and implemented key time management techniques for employees.
• Dispute Resolution & Compliance: Led dispute resolutions, administered equitable disciplinary procedures, and ensured compliant terminations by conducting comprehensive exit interviews.
• Corporate Safety Officer: Directed a health and safety training program for 600+ employees, ensuring compliance and promoting a safe working environment.
• Staff Retention & Partnerships: Prevented furloughs and staff cuts through innovative marketing initiatives and strategic partnerships, including developing presentations to build rapport with hospitals and educating stakeholders on the organization’s unique value propositions.