Alayne Sewick

Experience

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  Integra Hospital Plano

  Jan 2006 - Jan 2009

  Director of Human Resources

  Top 5 Skills used in this role: Analytical Skills, Record of Success, Senior Professionalin Human Resources (SPHR), Communication, Program ManagementStart-up hospital company, multi-state HR responsibility and Mergers and Acquisition (M&A) oversight.

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  Dallas Regional Medical Center

  Jan 2009 - Jan 2010

  Director of Human Resources

  Top 5 Skills used in this role: Team Motivation, Regulatory Requirements, HR Metrics,Human Resources (HR), Conflict Resolution

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  Medical City McKinney

  Jan 2010 - Jan 2019

  Vice President Human Resources

  I was hired to turn around company culture around HR by building an effective HR team to increase employee safety, behavioral health emergency response processes, and execution of best practices. I reported to the Regional VP of HR with dotted-line reporting to the CEO. I led 3-6 direct HR reports including HR Generalist, Senior HR Generalist, HR Assistant, HR Coordinator, Employee Health Manager, and Employee Health Coordinator. I managed an overall multi-million dollar budget with total headcount of 1K FTEs.SELECT SUCCESSES◆ CULTURAL TRANSFORMATION: Awarded as a 2015 Top Woman in Business by McKinney Magazine for revitalizing company culture in 6 months.◆ HR STRATEGIES: Strategized 10 tactics for leadership achievement including 100% peer reviewing, resignation recovery, leader rounding, 30-60-90 day check-ins, and more.◆ TALENT DEVELOPMENT: Established pipeline program workforce planning strategy that resulted in adding 30 RN interns annually. ◆ TRANSPARENT COMMUNICATION FOR LEADERSHIP: Tracked and communicated monthly first-year RN turnover, RN vacancy, and contract labor data through color-coded dashboard.◆ HIGH-IMPACT RESULTS: Improved patient experience by 10% after driving full overhaul of hospital culture and hiring processes.◆ RESULTS-DRIVEN ACTIONS: Produced 55% reduction in RN turnover, 39% reduction in contract labor, and 40% reduction in RN vacancy rates. Show less

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  Texas Health Resources

  Jan 2019 - Jan 2024

  I was promoted to lead HR for the East Region of Texas Health Resources by optimizing and standardizing HR operational processes and strategies. As head of HR for the region, I reported to the Chief HR Officer. I led 6 direct HR Officer reports covering all areas of HR at hospitals and employee health and 38 indirect reports in HR, Employee Health, and Volunteers. I was trusted to manage the headcount FTE budget.SELECT SUCCESSES◆ CHANGE MANAGEMENT: Led an HR evolution to a shared model by developing a two-year strategy with a core HR transition team.◆ M&A: Successfully co-led the merger and acquisition of 4 joint venture hospitals.◆ RETENTION: Improved retention by 24% to set recognized high 91.8%-96.5% retention rate in the region.◆ LOW VACANCY RATES: Drove <3-10% vacancy rate across regions’ hospitals.◆ DEI: Formed regional cross-functional HR and DEI project team that successfully updated all performance management policies and practices.All Regional HR Officer Positions, including my role, were eliminated at Texas Health effective August 2024. Show less I was hired as a Human Resources Officer at Texas Health Resources to stand up a new hospital, Texas Health Frisco, during the onset of COVID. As the head of HR at Texas Health Frisco, I built a servant leadership model for hospital organization along with a robust reward and recognition culture. I reported to the VP of Human Resources and led 4 direct management-level reports along with 3 indirect reports working across HR, Employee Health, Volunteers, and Guest Services. I managed a headcount FTE budget (400-600 FTEs) of tens of millions of dollars, including ramp-up in preparation for THF opening day. SELECT SUCCESSES◆ BUILDING HR FUNCTIONS: Stood up new hospital, Texas Health Frisco, by recruiting and hiring 400+ employees within 4 months.◆ MODERNIZATION: Tapped to lead HR’s full digital transformation from paper to electronic HR filing.◆ DATA-DRIVEN METHODS: Realized wildly successful <10% target vacancy rate within the Emergency Department through data analysis of talent profiles.◆ MASSIVE SCALING: Partnered with key stakeholders in medical surgical, progressive care step-down unit (PCU), and ICU to open 30 new beds during COVID.◆ RETENTION: Met <15% target for first-year turnover at hospital start-up.◆ SUCCESSION PLANNING: Regularly promoted >67% of leaders internally through development and succession planning strategies.◆ OPERATIONAL TRANSFORMATION: Tapped to lead HR’s full digital transformation from paper to electronic HR filing. Show less

  • Regional Human Resources Officer

    Jan 2022 - Jan 2024

  • Human Resources Officer

    Jan 2019 - Jan 2022