Rubina Gul

Promoted to lead enterprise HR strategy for Meds.com, parent company of BlueChew.com, partnering closely with the CEO and executive leadership team on strategic HR direction. Own HR direction, systems strategy, and organizational design for a consumer health platform serving over half a million patients monthly, across 49 states, U.S. territories, and international employees. - Reduced time-to-fill by 40 days and cut annual recruitment spend by $250K by redesigning full-cycle talent acquisition strategy from sourcing through onboarding - Selected and directed enterprise HRIS strategy (Lever + Paylocity), centralizing compliance tracking and automating reporting, eliminating $500K+ in annual turnover-related costs - Built leadership pipeline and succession planning programs that filled 85% of senior roles internally, removing dependency on external executive search firms - Set multi-jurisdiction compliance strategy across payroll, benefits, workers' compensation, and regulatory requirements spanning multiple legal entities and international employees - Own employee relations strategy organization-wide, including workplace investigations and corrective action frameworks, reducing legal exposure across all markets - Direct payroll operations, merit programs, and performance infrastructure supporting a workforce scaling at 200% annually - Partner with Finance and Operations executives to align total rewards and compensation strategy with market benchmarks and internal equity standards

Played a foundational role in shaping HR at Meds.com, parent company of BlueChew, during its evolution from an early-stage startup toward a scaled, multi-state operation. Served as a core HR and talent partner to the founding executive team, playing a lead hand in establishing key processes, systems, and policies that supported the company's growth trajectory before a promotion into a senior strategic role. - Played a lead role in developing the company's HR infrastructure — compliance, payroll, and talent systems — supporting the foundation for multi-state and multi-entity expansion - Partnered directly with founders and executive leadership to develop talent acquisition strategy aligned to an aggressive growth roadmap, improving offer acceptance rates and time-to-hire - Co-led HR integration workstreams through corporate restructuring and major technology rollouts, maintaining workforce continuity through periods of significant organizational change - Helped establish the company's first leadership development and succession planning framework, reducing reliance on external hiring for senior roles - Redesigned onboarding and employee engagement programs, measurably improving 90-day retention and satisfaction scores - Contributed to total rewards and compensation structure design in collaboration with Finance and Operations, aligning pay practices with market benchmarks

Managed the full HR function for one of Illinois' largest school districts overseeing HR operations for 26 schools and 3,000+ employees across certified and non-certified staff categories, including a complex union environment. ▸ Reduced employee relations response time by 30% by developing streamlined policy frameworks and contract application procedures improving resolution speed and workforce trust ▸ Decreased average vacancy rate by 20% by redesigning recruitment and onboarding processes, improving candidate experience and accelerating hiring timelines ▸ Partnered with union representatives and district leadership to maintain equitable, compliant employee relations practices across a 3,000+ person workforce ▸ Led workplace investigations, exit interviews, and employee coaching initiatives that promoted transparency, early conflict resolution, and reduced grievance escalation ▸ Managed certified and non-certified staff HR lifecycle, hiring, onboarding, benefits, performance, and separations across a high-complexity, multi-site environment

Combined HR and business operations leadership for a multi-site healthcare network, driving workforce planning strategy and HR infrastructure in a compliance-intensive, high-turnover industry. ▸ Developed and executed a Human Capital Plan that aligned workforce forecasting with long-term business growth goals providing leadership with 12-month staffing visibility ▸ Created workforce analytics tools to identify future skill gaps, enabling proactive talent pipeline development and reducing reactive hiring costs ▸ Partnered with department heads to align hiring strategy and compensation with operational priorities and budget constraints ▸ Streamlined recruitment and onboarding workflows, reducing average fill times and improving new hire experience and early retention

• Directed employee relations for a multi-facility healthcare network, handling investigations, compliance, and policy alignment. • Led cross-functional collaboration with Ethics, Compliance, and Legal teams to resolve workplace issues effectively. • Implemented employee engagement and restructuring initiatives improving communication and culture. • Provided data-driven insights to leadership on workforce trends and retention strategies.