Talent Acquisition & Compensation Leader responsible for developing scalable talent acquisition solutions and crafting a market-competitive compensation structure to support Kura’s rapid expansion in existing and new markets.● Build and implement recruiting processes and timelines to efficiently hire and train Kura Managers and Team Members, ensuring alignment with the pace of new restaurant openings and optimizing operations in established locations.● Lead, manage, and mentor a team of Recruiters to eliminate backlogged hiring, staff high-volume store openings, and create a robust candidate pipeline to meet ongoing store demands.● Forge strong partnerships with hiring managers, Operations leaders, and cross-functional teams, serving as an HR Business Partner. Collaborate with corporate leaders to conduct talent reviews, assess workforce needs, and provide strategic recommendations for talent acquisition that align with the company’s fast-paced growth.● Enhance recruiting processes by implementing tools, trackers, and reporting systems that optimize results, accountability, and transparency.● Analyze, recommend, and implement a market-competitive compensation structure for restaurant field operations and the corporate support center, covering all organizational levels, from hourly employees to executives.● Design compensation, bonus, and incentive packages for new positions and promotions, incorporating job leveling to align compensation with position scope and responsibilities.● Improve relocation programs to offer best-in-class support and concierge services for relocating team members, international hires, and expats.● Responsible for recruiting Corporate Support Center team members across all levels, including executives, while successfully eliminating third-party agency fees.

Executive Leader overseeing the talent acquisition and recruiting function for all restaurants and corporate headquarters, driving the successful hiring of over 22,000 employees annually. Lead, coach, and mentor a team of 6 geographically dispersed Talent Acquisition Managers while personally handling executive-level recruitment for corporate positions.● Design, drive, and execute comprehensive recruiting and DEI strategies to attract and hire top-tier talent across all levels, building a robust talent pipeline and maximizing diverse sourcing channels.● Develop and foster collaborative partnerships with hiring managers, business stakeholders, and the recruiting team to forecast, plan, and identify both immediate and long-term hiring needs, aligning recruitment strategies with business objectives.● Project manage the selection, build, and rollout of the iCIMS ATS across the company, serving as the functional subject matter expert (SME) and system administrator. ● Lead cross-functional teams including IT, HR, Marketing, and Operations, in the design, configuration, and integration of iCIMS ATS with Workday and other systems like Infor (assessments), SkillSurvey (reference checks), and Sterling (background checks).● Design and implement recruiting initiatives for both existing restaurants and new restaurant openings (NROs), with a focus on staffing challenging and remote markets. ● Partner with Executive Leadership and key stakeholders, including HR and Total Rewards, to collaborate on employee value proposition (EVP), ESG initiatives, employer branding, talent mobility (succession planning), retention, and key talent initiatives.● Oversee vendor relationships, managing third-party contingency and retained search partnerships.● Manage P&L, capital projects, recruitment marketing budget, and relocation programs to ensure efficient and cost-effective operations.● Ensure compliance with all legal, HR, safety, EEOC, and labor policies and procedures.

Strategic leader of the Professional (PRO) Talent Acquisition team, overseeing recruitment efforts across the US and Canada. The PRO team is responsible for hiring over 2,500 professionals annually across Sales, Marketing, Corporate, and Information Technology functions.● Build and lead the Professional Recruiting department from the ground up, including the hiring, mentoring, and management of a team of 25 recruiters, sourcers, coordinators, and 2 Talent Acquisition Managers. Developed and implemented team structure, standard operating procedures, processes, and SLAs to drive efficiency and success.● Developed performance management metrics and incentive plans to enhance recruiter productivity, reduce time-to-fill, and improve the quality of hires. Established time-to-fill standards and implemented surveys to gauge client satisfaction.● Lead cross-functional projects to drive both continuity and ramp-up recruiting initiatives for large-scale, quick-turnaround hiring for new and expanding projects.● Develop strategic sourcing strategies to identify top-tier talent and build a pipeline for future hiring needs. Formed a strategic sourcing team to supplement recruiter efforts, leveraging social media platforms (LinkedIn, Facebook, Twitter), college and community initiatives, and advanced web sourcing techniques. Maximized the effectiveness of ATS (iCIMS) and dynamic, branded job ads.● Partner with Executive Leadership, hiring managers, and business stakeholders to align talent acquisition strategies with the company’s mission, forward-looking strategy, and compensation structure. Collaborated on key talent initiatives focused on strategic sourcing and talent acquisition.● Managed vendor relationships, overseeing third-party contingency and retained search partnerships.● Ensured compliance with all legal, HR, safety, EEOC, and labor policies and procedures.

Recruited by our VP of Non-Programs to provide strategic direction for the West Region Recruiting Organization. Responsible for strategically rebuilding and managing the West Region Recruiting team supporting a $23M+ territory with a team of 15+ Recruiters across the region located both onshore and offshore. • Development of strategic sourcing and recruitment plans to maximize efficiency and effectiveness of sourcing for niche skill sets and delivering top talent to CDI’s portfolio of clients in Aerospace, Engineering, IT, Creative Media and Digital Technology industries for their contract staffing, temp to direct hire and direct hire staffing needs.• Provide consultation and strategic partnership to our portfolio of elite clients assisting in the fulfillment of their human capital needs. Consult with clients to provide market intelligence on candidate availability and market demands, advising clients on effective recruitment campaigns that decrease time to hire and maximize the quality of hire. • Manage recruiter bandwidth and workload, ensuring appropriate coverage across the Western Region.• Mentor and develop recruiters to hone their expertise in technical sourcing, recruitment and negotiations to be among the top producers in the company.• Performance management to company expectations and metrics. Develop, analyze and monitor daily, monthly and quarterly performance metrics for the region. Responsible for forecasting and monitoring revenue, net headcount and gross profit expectations, managing actual performance to plan. Develop strategies to increase performance and productivity to meet and exceed plan.• Monitor and ensure compliance to all legal, HR, safety, EEOC and labor policies and procedures.

Responsible for Service Delivery and onsite client relationship management of three of our company’s largest VIP clients onsite. Provide talent acquisition management for contract and niche skill sets for the client’s resource staffing needs.• Management of recruitment, onboarding, orientation, maintenance and off boarding of onsite contingent workforce.• Vendor/supplier management, managing 3rd party Supplier relationships and supplemental sourcing support for our onsite programs.• Onsite contingent workforce management: Managed contingent workforce ranging from 20-100+ workers on site.• Manage employee relations and safety policies and procedures onsite. Created, implemented and presented to client managers the emergency and after hours plan and procedures Contractors.• Consultation and management of client time to fill, retention and headcount numbers.• Prepare and present QBRs (Quarterly Business Review) to evaluate program performance to SLAs, KPIs and compliance to program and contractual requirements.

Responsible for management of the California Branch recruiting team, consisting of 3-5 Recruiters supporting regional/non-programs business in CA across 2 branch offices (Irvine and San Jose, CA) • Top performer, promoted to Lead Recruiter then to Fulfillment Manager within 6 months of hire.• Recruiter performance Management – Manage recruiter production to company metrics and expectations.• Management of recruiter workload and efficiency• Hire and mentor new team members• Partner with sales team to effectively qualify and assess client requirements.

Responsible for sourcing and recruiting top talent in Aerospace, Engineering and Information Technology.• Talent Acquisition: source, screen, recruit and deliver top talent to our clients across a variety of industries and occupations. Recruited for Engineering, Software Development, Aerospace and office, clerical and business support positions.

Responsible for onsite talent and client relationship management to company’s growth oriented start-up client in the telecom industry. • Source and place software engineers, telecom and networking/infrastructure engineers, instructional designers, trainers, marketing and graphic design/digital media professionals across all levels of the organization from individual contributor to Director/VP level.• Negotiate salary packages including: relocation, immigration visa and sponsorship needs and equity/stock options.