Jill Woods

• Engaged by CEO to provide interim HR oversight during a period of organizational transition and cultural change. • Partnered with senior leadership to assess HR processes, workforce structure, and policy adherence – highlighting areas for improvement and risk mitigation amid operational and cultural challenges. • Initiated redesign of the employee benefits program, aligning offerings with workforce needs and financial goals; proposed plan changes projected to save over $100K annually. • Advised on restructuring opportunities and workforce planning to support performance, accountability, and long-term sustainability.

• Directed enterprise-wide HR strategy during a period of rapid expansion, aligning human capital plans with organizational growth and evolving patient care needs. • Partnered with clinical leadership to transition from high-cost traveling clinicians to a stable, in-house workforce—reducing dependency on contract labor while improving continuity of care and workforce cohesion. • Conducted comprehensive cost-benefit analysis of HR outsourcing model; identified significant operational and financial advantages to transitioning to an internal HRIS/HCM platform, projecting $135K+ in annual savings. • Used data-driven insights to guide strategic decisions around staffing models, benefits, and employee engagement in a competitive healthcare labor market. • Acted as strategic coach to department leaders on performance management, documentation, and accountability—driving improvements in team effectiveness and reducing recurring performance issues.

• Partnered closely with senior leaders to address sensitive and complex employee relations issues, providing coaching and documentation strategies that strengthened accountability and mitigated legal risk. • Optimized multi-market recruiting strategies to meet competitive labor demands, improving time-to-fill and quality-of-hire metrics across multiple locations. • Championed initiatives to strengthen a culture of inclusion, transparency, and continuous improvement—improving retention and organizational cohesion. • Led automation and process enhancements within HRIS and onboarding workflows to reduce administrative burden and enhance employee experience

• Directed development and execution of HR programs aligned with business objectives during rapid workforce growth (+50%, 250+ new hires), ensuring scalable and compliant talent strategies. • Established a formal HR department structure, defining roles, processes, and governance to support multi-location operations and future expansion. • Delivered strategic HR leadership by integrating industry best practices and emerging trends to drive consistent execution of HR operations across multiple locations. • Led key process improvements and change initiatives including employer branding campaigns and comprehensive benefits redesign; transitioned from pooled to individual 401(k) accounts, generating over $100K in annual savings. • Coached and partnered with business leaders to enhance team building, employee engagement, and cultural development, bolstering leadership effectiveness during significant organizational expansion.

• Managed comprehensive employee benefits programs for a global workforce of 3,500 employees across domestic and international locations, ensuring competitive and compliant offerings. • Conducted benchmarking and analysis of benefit plans against industry standards to maintain market competitiveness and cost effectiveness. • Served as the primary resource for resolving complex employee benefits inquiries, delivering timely and accurate support. • Led benefits due diligence for mergers and acquisitions, coordinating integration efforts to ensure seamless transition and compliance. • Acted as a key member of the Crisis Management Team, addressing urgent expatriate benefits issues and access to care challenges for international employees.

• Provided strategic HR business partner support to 14 regional offices and 75 branches nationwide, advising leadership on employee relations, performance management, and organizational development. • Led resolution of complex employee relations and performance issues, delivering practical guidance and coaching to managers and staff to ensure fair and consistent outcomes. • Redesigned and implemented an enhanced annual performance review process, including new tools and manager training, resulting in improved feedback quality and stronger alignment with corporate goals. • Administered and optimized employee benefits programs, overseeing annual open enrollment, 401(k) plan compliance testing, and 5500 filings to ensure regulatory adherence.