2024-05-07_chad.everitt_HR Reorg Talking Points.docx

Please let your team know that Jennifer and I are having conversations with impacted team members today and that the entire department will not find out about the reorganization until tomorrow afternoon on the monthly HR departmental call at noon CST.

Talking Points Dawn’s Exit

Over the coming days, the HR department will be evolving its structure to provide a deeper level of support to the business.

As part of this restructuring, several team members have been elevated into new positions and a few additional positions have been created. The entirety of the new structure will be reviewed in the cross-departmental leadership call next week.

Where you will feel the impact immediately is in the HR Business Support structure.

We will transition to a tiered support model to ensure each layer of leadership has a dedicated HR partner. HR Managers will serve as primary point of contact for GMs, HR Directors for Regional Directors (Ops and Sales), and the VP HR for Chad, Melissa, Ashley, Caroline.

An HR Director for the West will be posted, as well as an additional manager for the East.

Effective today, Dawn is no longer with the organization. Alina Evans will be moving into the role of HR Director for the East/Canada effective immediately. Alina brings over 20 years of HR experience to the role, having worked in both retail and healthcare environments. She is passionate about leadership development and providing excellent support to the business. Alina has been with TheKey for a year and a half, during which time she has supported the organization in several capacities, most recently as an HR Project Manager.

Jennifer will remain the main point of contact for the West until an HR Director is identified, however Erika will report to Alina for the time being.

Talking Points on Recruitment

After careful consideration and discussion, we (Emily/Chad/Melissa) have decided to redefine the structure of our recruitment efforts. While Caregiver Recruitment remains under Operations for now, HR will take on a more significant role in supporting organization-wide recruitment initiatives. This shift aims to create a more integrated approach to recruiting, rather than strictly segmenting caregiver and field/corporate recruitment.

As part of this transition:

Sky will move into the new role of Director Employee Experience and oversee organizational wide recruitment marketing strategies as well as the creation of an Employee Listening strategy. Brittany Kortz will report into her as an Employee Experience Analyst.

An employee listening program, also known as employee feedback program or employee engagement survey, is a structured approach used by organizations to gather feedback from their employees. The primary goal is to understand the thoughts, feelings, and opinions of employees regarding various aspects of their work environment, such as company culture, leadership, job satisfaction, communication, and opportunities for growth.

Employee listening programs are valuable because they provide insights directly from the workforce, allowing organizations to address issues, strengthen relationships, and foster a positive work environment. By actively listening to their employees, organizations can improve retention rates, productivity, and ultimately, their bottom line.

Executive search is where Duncan’s passion aligns, and as such over the next several weeks he will transitioning from his current role to starting his own executive search firm.

The posting for a VP Talent Acquisition will be announced later this week.

The team will continue to report to Duncan until a new leader is identified.

Talking Points on HRIS

At a high level, we believe that HR should be the customer of HCM systems such as Workday, not the owner. IT is better positioned to provide expertise around system design, maintenance, updates,  and security.

As such, effective 5/20 the HRIS team will transition to be part of IT under the leadership of Troy Riha.

HR will partner with IT to evaluate, select, implement, and continuously improve HR technology solutions, including HCM platforms, to optimize HR processes and enhance user experience.

HR will own the training of HR system end-users on data-entry related processes and develop audit methodology to ensure those processes are being consistently and effectively executed, leading to high integrity system data.