Marghuerite Wright-King

Master's

Human Resources

River Edge Behavioral Health

Chief Human Resources Officer

- 03/2021 to Present - A behavioral healthcare provider specializing in evidence-based care for mental health, substance abuse, and IDD clients - Chief Human Resources Officer - I was responsible for developing and executing human resource strategy in support of the organization's annual business plan and long-term strategic direction, specifically in talent acquisition, performance management, change management, culture transformation, succession planning, communication, development, and compensation. Over the past two years, I have provided project management oversight and subject matter expertise to recover and optimize Dayforce HRIS implementation to ensure compliance with HR policies, laws, and regulations to mitigate risks and promote a positive work environment. I provided direction and oversight for core HR functions, including talent acquisition, performance management, compliance, policy, development, employee relations, engagement analytics, and recognition through effective communication, conflict resolution, and fostering a culture of respect and inclusion. I designed and provided oversight for executing talent strategies to equip a more resilient workforce by optimizing employee benefits, leading culture transformation, increasing communication channels, and administering pay equity solutions and an integrated employee engagement dashboard. I executed a talent acquisition strategy to attract and retain top talent while building high-performing teams through robust talent review processes. I provided the framework for the pay equity review and compensation philosophy to be competitive - Key Results - Strengthen communication channels to effectively communicate and support the mission and strategic goals, including All Hands, Extended Leadership Meetings, and Onboarding. This resulted in 100% compliance with several audits, i.e., CCBHC, CARF, Joint Commission, and ASO - Designed talent acquisition process and analytics to monitor the effectiveness of hiring and sourcing practices. Ensure continuous improvement based on established KPIs and maintain a vacancy rate below 11 - Designed a performance management and recognition program emphasizing continuous communication between managers and team members. The program has an 88% adoption rate in the first year - Completed a pay equality analysis and designed a strategy to resolve issues, including a total reward statement for executives