Lead Talent specialist for unionized non-speciality clinical nurses.Partners with hiring managers to review staffing needs and job responsibilities, creates appropriate recruitment strategies with hiring manager.Consults with Hiring Manager and candidates throughout the hiring process. Assists in evaluating candidates and overall process troubleshooting.Manages the selection process, offer, negotiations, closing and administrative components in making a hire.Manage and maintain a recruitment volume of 80-100 vacancies and high fill ratio.Identifies, builds, and maintains a constant database of talent for both current vacancies and pipeline opportunities across Mount Sinai Health System.

Leads human resources strategies for a large medical facility with a focus on talent acquisition and retention of medical and administrative staff.•Serves as a strategic partner, consultant and ally in complex and confidential workplace matters including compensation, succession and strategic organizational planning.•Decreased hiring turnaround time by 50% on essential Nursing related positions.•Recruit and onboard on average 20-40 technical new hire candidates on a monthly basis•Completed 64% of agency I-9 audit within 90 days.•Analyzed and prevented turnover data to business leaders for talent planning strategies.•Manages talent process using eRecruit Applicant tracking system to post, screen, and review resumes and credentials for appropriateness of knowledge, skills, ability and experience in relation to position requirements.•Collaborates with organizational leaders to provide well qualified candidate pools and make recommendations on final candidates.•Reviews data analytics using Excel and makes recommendations to leaders based on trends. •Demonstrates the ability to work within ambiguous situations and make informed decisions.•Partners with business leaders for hiring strategies, succession planning and managing the full life cycle talent process.•Developed strong credibility by consulting senior leaders including executives, directors and department managers. Influences leaders at all levels with an unbiased and practical approach.•Serves as partner between HR COEs’ including compensation, talent and employee relations.•Reviews background and educational checks for all medical and administrative staff.

Executed human resources consulting strategies for 23 agencies across Washington DC. •Audited, analyzed and updated job descriptions by reviewing role requirements and partnering with organizational leaders to ensure consistency.•Served as change agent and built strategic partnerships with business leaders to ensure policy application was consistent with company policy and business needs.•Contributed analytics, reasoning, best practices, and knowledge of employment law to protect company interests. Developed policy to ensure a harassment free workplace.•Partnered with managers to develop labor strategies using internal HRIS software.

Executed dedicated human resources administrative support with an emphasis on employee relations, talent acquisition, HRIS Systems, and benefits. •Partnered with employee relations in investigating and recommending the appropriate disciplinary measures for all cases related to Title VII, retaliation, sexual harassment, fraud and interpersonal conflict. Facilitated meetings between managers and employees involving written counseling’s and terminations. •Led and coordinated new-hire orientation and training for new employees.•Advised the senior leadership team on industry trends and internal workforce development needs by analyzing internal data.•Facilitated the implementation of new recruiting (ATS), placement, and compensation technology applications that improved the agency’s overall customer service initiatives. •Developed coaching points, performance improvement plans, and warning documents with HP account managers in order to resolve performance issues.•Coached managers across the organization on all aspects of Employee Relations including relevant HR policies, appropriate procedures and practices, legislation and regulations and Employee Relations related training and learning opportunities.

Assisted the Student development staff with various student career projects, reports, and events. MAJOR CONTRIBUTIONS: Provided administrative support to the development of vendor RFP’s totaling over $50,000. • Conducted initial career assessments for Howard University School of Communications students.• Supported and Provided administrative and fundraising support for fall and spring career fairs.• Scheduled on site interviews for recruiters, graduates and registered students during the fall and spring job fair• Verified travel expense and vendors invoice• Created, maintained and organized database for event participants