Laura Gehrig, MSW, SHRM-SCP

Experience

• 

  Columbia Montour Aging Office, Inc.

  Jan 2009 - Feb 2013

  • Perform level of care determination assessments, annual recertification for waiver program and design appropriate care plan necessary for older adult to safely remain in community• On-call rotation to manage emergency calls during non-business hours (to fulfill internship requirement for Social Work Degree)Responsible for contacting older adults by phonePerformed re-assessments with older adults in personPerformed PA- Screens on older adult

  • Aging Care Manager II

    Mar 2009 - Feb 2013

  • Care Management Intern

    Jan 2009 - May 2009
• 

  BAYADA Home Health Care

  Feb 2013 - Feb 2015

  Client Services Manager

  • Full cycle recruiting of field staff; facilitate new hire orientation, create employee profile, maintain employee credentials, annual competencies, employee relations and performance management• Create and distribute weekly schedules to field staff and clients• Process weekly payroll and reconcile client billingKey Accomplishments:• Generated new business- additional $20,000/week of revenue.• Streamlined hiring process by following hiring phases which reduced time and credentials lost• Infection prevention delegate Show less

• 

  All's Well Healthcare Services

  Mar 2015 - Sept 2015

  Talent Acquisition Specialist

  • Recruit, manage, qualify candidates, interview, and complete work reference verifications • Coach talented candidates with resume development, appropriate interview behavior, and job search process

• 

  Clinisys

  Sept 2015 - Mar 2019

  Human Resources Business Partner/HR Generalist

  (formerly Sunquest Information Systems)• Work strategically with business partners through discussions relating to compensation, merit, job descriptions, employee communication, change management, organizational changes such as promotions, transfers, backfills, etc. • Counsel leaders regarding performance issues, performance reviews, and provide guidance on processes• Conduct investigation, determine resolutions based upon employment law and conduct regular check-ins following the resolution• Team with stakeholders through providing HR guidance for new requests or department processes• Immigration: Process visas; provide stakeholders guidance in determining if Sunquest should pursue sponsorship; process sponsorship for employees while working with an immigration legal team• International: Work with team to set up organization in Australia as well as work with United Kingdom, India and Dubai employees; Assist with Expatriate and Third Country National Contracts and benefits• Process payroll from start to finish (including timecards, deductions/garnishments/earnings, bonuses, wire transfers, taxes, etc.); Trained new payroll administrator; Audit payroll process • Manage and communicate domestic and international benefits (CIGNA)• Distribute and track new hire paperwork, process new hire, I-9s, E-Verify, Orientation• Company Acquisition/Implementation: Work on team to acquire and integrate companies (2 successful acquisitions, 1 pending to date)• Successfully trained four employees on processes and provide ongoing mentorship• Assist with creation and revision of policies and SOPs• Plan and execute companywide engagement events as well as work with departments to orchestrate department specific events • Update and maintain HR systems (ADP, UltiPro)• Gather required information and submit purchase request for approval Show less

• 

  Imperfect Foods

  Mar 2019 - Dec 2021

  • Design and implement company policies and procedures across the HR team as well as cross functional procedures• Act as a consultant to managers and HR Business Partners (HRBP) regarding policies and procedures• Design and maintain an infrastructure for locating company procedures, policies, and trainings • Own and lead the company-wide execution of programs such as merit, bonus, performance review, engagement survey, and management action plans• Proposed programs to support an everchanging work environment for instance a work from home stipend plan• Monitor Internal HR Information Systems (HRIS) and databases (ADP, Lattice, Attendance Counts, Culture Amp, Small Improvements)• Write HR communications and Frequently Asked Questions • Ensure HRBPs within in each market are keeping employees engaged through recognition programs along with other activities• Oversee the professional development of our employees and implement programs that make our leaders better managers and grow our team’s capabilities • Manage a small team of four employees (HR Generalist, HRIS Analyst, and two HR Operations Specialists), promoting career growthKey Accomplishments:• Planned, calculated, and created the quarterly non-exempt and bi-annual exempt bonus programs for the entire company (1,500+ employees)• Designed and facilitated the annual merit program for the entire company• Organized, communicated, and directed the engagement survey along with management action plans based on survey results• Prepared and lead the performance review cycles including leadership calibration sessions for the company Show less • Serve as the primary HR point of contact for Customer Care leadership and employees• Conduct regular meetings with CC management, including participation in appropriate staff meetings, providing HR guidance and influencing decision-making• Manages and resolves employee relation issues, conducts effective thorough and objective investigations, along with exit interviews, and determine trends• Perform a variety of tasks in one or more functional areas of HR, including benefits (healthcare benefits, FMLA, workers comp), compensation, recruiting professional development, risk, and compliance• Provide day-to-day performance management guidance to management such as coaching, counseling, career development, disciplinary actions• Work closely with management and employees to improve work relationships, increase productivity, build morale, and improve retention through recognition activities• Assist managers in the creation of job descriptions, provide guidance in hiring along with promotions, and transfer decisions• Participate in the administration of HR activities for CC operations, ensuring compliance with all relevant laws, regulations, policies, and procedures• Act as a liaison between employees and HQ HR Operations staff• Prepare Personnel Action Notices (PAN's) and enter data into HRIS• Run queries and prepare various reports as requested by management• Facilitate new hire orientation sessions, prepare orientation packages, and onboard new employees• Partner with the Talent Acquisition team in employer branding and awareness through outreach efforts and networking• Analyze trends and metrics to develop solutions, programs, and policies across CC operations• Provide guidance and input on organizational restructures, workforce planning, talent management Show less

  • People Business Operations Manager

    Apr 2021 - Dec 2021

  • People Business Partner

    Mar 2019 - Apr 2021
• 

  Tabula Rasa HealthCare

  Dec 2021 - now

  • Develop and foster rapport with leadership to provide Human Resources (HR) guidance related to performance management, talent management, leadership development, organizational design, compensation, training, recruitment strategy, and employee recognition • Work closely with leadership and employees to improve work relationships, employee engagement, retention, and productivity• Support American disability association leaves of absence and accommodation requests• Investigate, mediate, and monitor employee relations, including performance improvement plans, corrective actions, and providing recommendations to mitigate legal risk along with consulting the legal department as needed• Draft and review various internal communications including talking points, communication cascades, presentations, policies, and processesKey Accomplishments:• Provided strategic support through two divestitures, including: o Communications (e.g. separation agreements, frequently asked questions, communication cascade, talking points, orchestrate, and facilitate meeting with divesting employees)o Legal review and documentation (e.g. WARN, disparate impact review, decisional unit table)o HR contact for buyer’s HR department and employee transitional agreements• Supported and implemented a workforce planning exercise, including talent review, organizational design, compensation, and a reduction in force (e.g. communications and cascade, separation agreements, disparate impact review, decisional unit)• As part of a project team, designed and supported the implementation of a ‘pay for performance’ program, connecting an annual merit program to goals and performance reviews• Revised and documented the termination process, including an exit interview survey to ensure a streamlined and unified approach company-wide Show less

  • Senior Manager Human Resource Business Partner

    Jul 2023 - now

  • HR Business Partner

    Dec 2021 - Aug 2023