|
People NATASHA MILATOVICH, Ed. D., MBA, MHRM, SHRM-SCP Glendale, California 91202 • (323) 603-7757 indeedwise@gmail.com • www.linkedin.com/in/natashamilatovich/
<br />SUMMARY
<br />A highly accomplished and solutions-oriented HUMAN RESOURCES EXECUTIVE with multifaceted experience in employee engagement and retention, talent acquisition, total rewards, program management, training and development, process improvement, mergers and acquisitions, leadership development, and succession planning. Successful track record of
<br />bringing contemporary approach to HR strategies, resulting in retention of key top talent and saving millions of dollars. Applies an innovative approach to finding and recruiting talent through pipelining, workforce planning, and staffing strategies to address labor sh01tages. Leverages exemplary leadership and communication skills to maximize HR objectives and transform and optimize organizational cultures.
<br />KEY ACCOMPLISHMENfS
<br />•Led high-performing people strategy, with focus on attracting and retaining critical healthcare talent.•Championed shared governance programs-developing and promoting frontline clinicians in leadership roles.•Created employee-centric and innovative atmosphere that resulted in increased employee engagement and retention.•Served as leader and champion of Patient-Centered Care programs.
<br />Leadership •Led efforts to competitively position organization as employer of choice, ensuring higher recruitment rates in competitivehealthcare environment.•Implemented HR technology allowing organization to streamline processes and provide improved service to associates.•Completed collective bargaining strategy and negotiations in several acquired facilities.•Experienced in cross-functional collaboration, conflict resolution, and consensus building.•Developed and grew talent by implementing leadership development, mentoring, and succession planning programs.
<br />Organizational Development •Elevated key areas of HR strategic planning, succession planning, training and development, employee relations, total rewards,and talent acquisition.•Saved organization substantial amounts by implementing education and strategies for proactive and thorough approach toemployee and labor relations.•Led successful reorganizations and integrations with mergers and acquisitions.•Promoted employee understanding of programs and policies, thus creating transparent communication throughout
<br />organization.
<br />Innovation •Integrated approach to associates' physical, mental, financial, and social health through introduction of mental health andwellness tools and programs for all healthcare professionals.•Created work/life integration vs. work/life balance strategies, resulting in increased workforce retention.•Designed and executed voluntary retirement programs in lieu of targeted reductions, saving organization $500,000.•Initiated rounding "app" for accountability in executive rounding process.
<br />EXPERIENCE
<br />ALTAMED HEALTH SERVICES Commerce, California
<br />SVP, ChiefHwnan Resources Officer ................................................................................................................................. 2023-present
<br />•Providing strategic leadership and guidance to the HR function by overseeing talent acquisition, total rewards, talentmanagement, workforce development, HR IS, employee health and wellness and HR business operations.
<br />ADVENTIST HEALTH SYSTEM Roseville, California System Human Resources Executive ........................................................................................................................................ 2020-2023
<br />•Oversaw 37,000 associates on West Coast and Hawaii, including on-site, remote, and hybrid employees, physicians, and alliedhealth professionals in inpatient and outpatient settings in both rural and urban communities.•Led HR strategic plan that resulted in turnover reduction and saving system $24M.•Developed programs and supported executive and system-wide leadership during COVID.•Facilitated transformation of on-site workforce to flexible models of remote and hybrid work.
<br />EXHIBIT 1
|