Dear Ms. Novak,
For eight years I ran hotel teams of up to 45 people — hiring them, training them, scheduling them, coaching them through busy seasons and personal crises. When I list it that way, my move into HR isn’t a career change so much as a title change, and the HR Coordinator role at Beacon Health is where I want to make it official.
As Front Office Manager at the Grandview, people operations were the job: I ran 60+ interviews a year, cut new-hire time-to-independence from six weeks to four by rebuilding onboarding, and brought annual front-desk turnover from 52% to 31% — in an industry that averages above 70%. I handled documentation for performance issues and terminations in partnership with our corporate HR office, which is where I discovered I liked the HR side of hard weeks.
I’ve backed the experience with fundamentals: I completed my SHRM-CP in March and an HRIS course in Workday basics. What I bring that career-HR candidates often can’t: I’ve been the manager your policies land on, so I write and communicate them the way frontline teams actually receive them.
I’d welcome the chance to discuss how a manager’s perspective could strengthen Beacon’s people team. Thank you for your consideration.
Best regards, Carlos Mendes, SHRM-CP