Jessica Tighe

Ready Rebound

Ready Rebound provides immediate access to high-quality care for injured first responders, and we prioritize both the quality of treatment offered through our partners and the VIP Service Access experience.

Responsible for a wide range of HR functions, including recruitment, employee relations, performance management, policy development, training and development, and compensation and benefits administration, while working closely with the senior leadership, frontline management, staff and other stakeholders to deliver comprehensive HR solutions that align with our organization's objectives and values.

Key Responsibilities:
Recruitment and Selection: Collaborate with hiring managers to identify staffing needs, create job descriptions, and conduct effective recruitment strategies. Assess candidates, and make recommendations for hiring decisions.

Employee Relations: Serve as a trusted advisor and provide guidance to managers and employees on HR policies, procedures, and best practices. Address and resolve employee relations issues, conflicts, and grievances in a fair and consistent manner. 

Performance Management: Develop and implement performance management processes, including goal setting, performance evaluations, and development plans. 

Policy Development: Develop, update, and communicate HR policies, procedures, and guidelines. Ensure compliance with employment laws and regulations.

Compensation and Benefits Administration: Assist in the development and implementation of compensation and benefits programs. Ensure accurate and timely administration of payroll, benefits enrollment, and employee data management.

HR Systems and Reporting: Maintain accurate employee records and HRIS data. Generate regular HR reports and analyze trends to provide insights and recommendations for HR initiatives.

Compliance: Stay up-to-date with relevant employment laws, regulations, and industry trends. Ensure compliance with all legal requirements and ethical standards.

HR Director

WorkShift

Co-Founder for a staffing tech platform called WorkShift, Inc.  We provide a tech platform that matches open shifts or projects in various industries with available, contracted staff.  This give freedom and flexibility for business owners and contracted staff to quickly fill open shifts or minor project needs for the business.  Contracted staff are also able to earn extra income at a moment's notice and catalog competencies and skill sets learned for upskilling/reskilling purposes.

Co-Founder

The Bartolotta Restaurants

Chief Human Resources Officer

Progressive Community Health Centers, Inc.

Human Resources leader for Community Health Care center.  
Provide strategic direction for overall Human Resources services, policies and programs for the organization. 
Strategic direction includes full spectrum HR services such as Talent Acquisition, Organizational Development, Total Rewards, Compensation, Benefits, Employee Relations, Workforce Development, HR Analytics, and Equity and Inclusion (D&I)
Report to the CEO and work collaboratively with the C-Suite administration on HR Strategy and Tactics
Responsible for daily HR functions and empowerment and development of HR team
Provide leadership coaching and counsel on HR matters as needed
Establishing an Equity and Inclusion strategy to address Diverse Talent recruitment, retention and engagement in the Community Healthcare environment

Director, Human Resources

Aurora Health Care

Served as an HR business partner for Aurora Health Care, Greater Milwaukee South Clinic Operations, partnering with senior operational and physician leadership.  Functioning as HCM consultant on business and HR related matters. 

Guided people operations in both short and long-term decisions within the business unit, utilizing knowledge of workforce planning and development with sound succession planning processes and programs.  Also provides guidance and support for refining or developing new organizational design and implementation of restructures. Researches and analyzes trends and metrics in partnership with HR centers of expertise, leading to the development of sound HR solutions, programs and policies to help leaders meet business challenges.
Researched and developed creative and innovative ideas and solutions that will help assigned areas meet business objectives utilizing depth of knowledge and expertise in HR and business strategies. Leads the development and revision of HR programs.
Worked closely with management and caregivers to improve work relationships, build morale, increase productivity and to develop and implement retention strategies for key and emerging talent needs. Identifies development needs for business units and individual executives including coaching needs, assuring effective follow-up and results.

Director, HR Business Partner

Acts as a business HR partner to assigned leaders, functioning as HCM consultant on business and HR related matters. Utilizes a strong grasp of organizational expectations and culture, translating the brand in how HR services are delivered. 
Guides both short and long-term decisions within the business unit, utilizing knowledge of workforce planning and development with sound succession planning processes and programs. 
Provides guidance and support for refining or developing new organizational design and implementation of restructures. Researches and analyzes trends and metrics in partnership with HR centers of expertise, leading to the development of sound HR solutions, programs and policies to help leaders meet business challenges. 
Provides a balance of the ability to appropriately challenge leaders, while maintaining strong business partnership and relationships with assigned business unit/executives and leaders, applying a high degree of confidence and expertise as an HR leader. 
Researches and develops creative and innovative ideas and solutions that will help assigned areas meet business objectives utilizing depth of knowledge and expertise in HR and business strategies. 
Works closely with management and caregivers to improve work relationships, build morale, increase productivity and to develop and implement retention strategies for key and emerging talent needs. Identifies development needs for business units and individual executives including coaching needs, assuring effective follow-up and results. 
Manages and resolves a variety of complex employee relations issues not handled by shared services, with other HR centers of expertise, often requiring effective, thorough and objective investigations.

HR Business Partner Manager

BloodCenter of Wisconsin :: Part of Versiti

As the Sr. Human Resources Strategic Business Partner provide HR business partnership with various business lines such as diagnostic laboratories, therapy services, blood research, and organ procurement.
Responsible for leading the implementation of the people strategy for these partner groups which includes developing specific plans and strategy for: talent management, workforce planning, succession planning, organizational design, organizational effectiveness and performance management processes.  
Ensures HR programs and plans are aligned to business priorities and monitor and report effectiveness through the tracking of key performance indicators.    
Establish and maintain strong relationships with key departments and functional leaders. 
Active participant in service line leadership meetings to ensure strong HR partnership, rapport and awareness of department strategy and direction in order to provide HR support.
Conduct environmental scan of the industry to ensure proactive support of people strategy to meet short and long term business objectives.  
Partner with and identify the expertise within HR team to best deliver the highest level of expertise and support various business lines. 
Provides performance management guidance to all levels of supervisory and management staff to include coaching, counseling, career development and disciplinary action. 
Work closely with management and team members to optimize staff performance, build morale, increase productivity, drive employee engagement and retention.
Provide guidance and input on department restructures, change initiatives and workforce and succession planning.

Sr. HR Business Partner

Mayo Clinic

Proactively partner with management in developing HR strategies that will meet the HR needs of the department both for immediate and long term success.

Work cooperatively within a matrix reporting relationship to provide expertise in all elements related to human capital management for various clinical work units.

Broker all HR support for large departments that generate over $5 million in revenue through strategic HR partnering (inclusive of organizational development, succession planning, leader development, organizational effectiveness, workforce planning, employee relations)

Serve as an advocate and supporter of organizational goals/vision and facilitates processes in support of Mayo Clinic

Provide daily operational guidance and direction to team members that support customer departments (including HR Assistants, Recruiters, Generalists)

Diffuse HR expertise and experience through research and case review with colleagues within the department on a regular basis

Contributing member of the customer department management team, contributing to overall business outcomes through succession and workforce planning, development of diversity enhancement, sourcing and recruitment, staff and leader development and compliance with labor laws and organization policies.

Ensure department strategies align with operational goals that affect the Human Resources element (i.e. workforce planning, development, succession planning, recruitment and retention).

Senior HR Service Partner

ProHealth Care

Strategic partner with various hospital unit departments, including Operating Room and Day Surgery, inpatient Medical/Surgical units, Oncology and Cancer treatment centers, and various Corporate support departments.

Provide direction, leadership and counsel with various leaders that affect staffing and operations.

Provide risk management evaluation and support during complex employee relations issues.

Responsible for Human Resources support for a scope of approximately 1,100 hospital employees.

Provide HR liaison support and oversight with company’s Employee Health department, ensuring Human Resource practice is commensurate with employee health situations (i.e. FMLA, ADA, Worker’s Comp)

Responsible for Family Medical Leave and Disability processing in collaboration with Employee Health and disability carriers.

Provide oversight and direction for (2) HR Coordinators/Generalists, (4) Recruitment Specialists and (3) HR Assistants

Leading contributor to re-design of organization’s Performance Management system, to include design of evaluation forms, training and development of leaders, and support for staff in engaging the process.

Responsible for assisting leaders in meeting Workforce Planning initiatives, to include tracking of productivity, diligent review of staffing needs, tracking of department budgets against actual FTE’s and serve as “first point of contact” for operational leaders during new staffing or position requests.

Senior HR Business Partner

Columbia St. Mary's

Responsible for the Human Resources function for all Columbia St. Mary's outpatient clinics to include over 1400 employees, 31 outpatient clinics, and (2) hospital campuses located throughout the Milwaukee metro area. 

Provide guidance on daily employee relation issues to include conflict resolution, adherence to company policies and procedures, facilitating progressive discipline and compliance with state and federal employment law 

Provide staff training and development opportunities to assist in improvements to daily clinic and hospital operations.  
Proficient in use of PeopleSoft HR Software. 

Organize, schedule and present to all new leadership personnel entering the organization. 

Created web-based CD Rom with managerial/leadership content for remote learning opportunities. 

Strategic partner during new clinic acquisitions, serving as Human Resources liaison and responsible for presentation of company benefits, policies, onboarding and new hire process.

HR Manager

Recreation Centers of Sun City

Responsible for company's recruitment effort through frequent job postings, external advertisements, applicant screenings, job offers and reference checks. 

Collaborated with managers on staffing plans in congruence with company’s staffing budget. 

Created organizational reports necessary for improved standards, to include salary and employee satisfaction surveys, annual turnover reports and census compilations using ABRA HR Software. 

Conducted new employee and benefit orientation for all new employees (approximately 300 in a 2 ½ year timeframe). 

Developed and facilitated supervisor/manager training for supervisory topics and OSHA required safety topics.

HR Generalist

Human Resources Leader | Crafting HR Solutions, Driving Employee Engagement

With over 24 years of HR experience, I am a seasoned and certified HR professional who provides strategic and operational HR consulting services to various clients and industries. As the Principal Consultant at MLJ Consulting LLC, I help organizations design and implement effective HR policies, procedures, benefits, compensation, workforce planning, recruitment, and onboarding solutions.

I also leverage my HR expertise to support Ready Rebound, a therapy and recovery service provider for first responders, as an HR Consultant. Additionally, I am the Board Chair of MARN, a non-profit organization that empowers and connects artists in the Milwaukee area, and the Co-Founder of WorkShift, a staffing tech platform that connects workers and employers in the gig economy. I am passionate about innovation, disruption, and social impact, and I am pursuing my interest in artificial intelligence, blockchain technology, web3, and metaverse as potential game-changers for the HR industry and beyond.

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Jessica Tighe

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