Aaron Adams Email & Phone Number

Paris, Fr

Plano, Tx, Us

Key talent acquisition leader for the largest sports marketing, digital, and technology company in collegiate athletics. Directed a recruiting team responsible for the full life cycle hiring. strategy for the MMR (Multi-Media Rights) and Ticket Solutions (Amplify) groups that were responsible for generating annual revenue of over $800M. Developed strong relationships with executive level leaders, HRBPs, Finance, Marketing, and Compensation. Evolved LEARFIELD’s GTM strategy related talent engagement for over 220 university partnerships.Talent Strategy Successes and Project Work:• Drove first ever people planning process for LEARFIELD within the Ticket Solutions business unit. Strategy led to over 60 promotions for the organization.• Developed and implemented LEARFIELD’s talent acquisition/HR workflow for all fulltime, part time, and season hiring. • Directed the overall talent pipeline strategy for the organization that led to drastically reducing overall hiring metrics• Against LEARFIELD’s leadership competencies, designed the Hiring Manager Interview playbook responsible for improving enterprise-wide interview process and positive influence related to LEARFIELD’s candidate quality. • Led the internal career coaching and internal mentoring program, providing an open and transparent platform for internal talent to discuss career goals and aspirations. • Built multiple interview tools that led to improved methods of assessing talent and improving the overall candidate interview experience. • Greenhouse ATS configuration team member.• Player-Coach responsible for a full recruiting desk for all executive roles within MMR, Ticket Solutions, and National Sales.

Purchase, New York, Us

• Acted as PepsiCo's U.S. senior talent acquisition group leader responsible for the strategic partnerships within the Supply Chain Field and HQ organizations. This included driving relationships with key leaders within PAB/NAN, FLNA, and Global Operations.• Led a team of 10 recruiters responsible for all Supply Chain leadership hires in the United States. Scope includes 87 Manufacturing sites, 400+ Warehouses, and SC headquarters (avg. over 1400 hires/year). • Drove the female attraction and engagement strategy for Supply Chain through a three pillar approach. The initiative built a proactive pipeline of female candidates critical to increasing female hires by 12% YOY. • Oversee the expansion of the U.S. veteran engagement initiative for TA that is responsible for 60% of all military hires. • Project Manager responsible for the development of the first-ever validated, competency-based interview guide for the Health, Safety, and Environmental group at PepsiCo. The interview guide helped reduce Time to Find and Time to Accept metrics by 10 days respectively, better aligning with PepsiCo’s Leadership Framework. • Mentored five recruiters into promotional opportunities within Talent Acquisition.• Selected by TA leadership team to participate in the PepsiCo LeAD program. • Personally responsible for 142 hires per year.

Bolingbrook, Il, Us

-Led a dedicated recruiting team responsible for growing the corporate headcount for one of the fastest growing retail organizations in the country by over 55% (over 125 positions/year) through proactive sourcing, aggressive networking tactics, and a collaborative recruiting process. -Owned direct partnership with Executive and Vice President level management teams related to overall annual corporate workforce planning strategy-Reduced recruiting agency spend for corporate environment by 87% through open collaboration with hiring managers.-In accordance with the executive team, advised and developed annual and long-term corporate headcount approval processes aligned to ULTA’s 5 year organizational vision.-Ran a full life cycle recruiting desk for all Director, Manager, and Senior-level positions within the corporate headquarters.Representative Project Work:•Corporate Headcount Capital Budget Planning & Analysis: Drove partnership with FP & A and Chief HR Officer regarding annual corporate headcount budgetary initiatives.•Strategic Corporate Growth Initiatives: Selected by the Executive Planning Committee as a key leader to diagnose the state of the organization in the development of ULTA’s 5 year corporate strategy and cultural evolution.•Employee Referral Program: Developed program responsible for 39% of headcount fills within the corporate environment through employee referrals.•New Hire Orientation/Onboarding: Created a 60 day new associate touch base meeting to assess acclimation into ULTA’s fast-paced, growing culture.

Purchase, New York, Us

Responsible for the full life cycle recruiting activities for all management level positions for over 50 manufacturing and distribution facilities in the Central and West business units averaging 8 fills per month.Prior to PBG and PepsiAmericas bottling merger, was the IT Talent Acquisition Manager and Lead for the PepsiAmericas SAP Global Implementation recruiting efforts.

Us

Managed and mentored a team of 7 recruiters (field and corporate based) responsible for all recruiting activities for the West Region (Field Human Resources, Retail Management, Supply Chain facilities (CFC and Power Max), and Sales (Contract, Vertical Markets, OMW)), and the corporate entities of Information Technologies, Ecommerce, Human Resources, Legal, and Safety. Key member of a major staffing project focused on the HQ move and consolidation of a 450 member Information Technologies group. Individually hired over 120 new associates in Year 1 for the following IT departments: Infrastructure, Enterprise Architecture, Supply Chain & Logistics, eMMS (Ecommerce, Marketing, Merchandising and Sales Systems), CAS (Corporate Administrative Systems), and IT Strategy & Planning

Zurich, Zurich, Ch

Atlanta, Ga, Us

Reporting directly to the Vice President of Midwest Operations, built and managed a team of 4 account managers and 4 technical recruiters responsible for defining the core operational budget and P & L model that helped the branch reach annual revenues in excess of $10M. The Des Plaines branch also delivered an 8% annual corporate contribution percentage to total revenues for 3 consecutive years. Additional day to day activities included: full life cycle recruiting, individual sales and account development, defining core strategies related to marketing, placement process facilitation, internal hiring and training, client contract negotiations, vendor agreements, and RFI/RFP design.1999 Midwest Region Recruiter of the Year

Bachelor’S Degree, Organizational Leadership

Agricultural Economics

Education record