During this time, I received promotions on a continuous basis from "Client Delivery Manager" to "Director", and to "Senior Director" positions for showcasing extraordinary performance.Reporting directly to the Vice President of Strategic Accounts, my team is responsible for the relationship management and account oversight of various MSP clients. Currently accountable for $100M in revenue, with a primary focus on cultivating successful client relationships, growing and retaining client accounts. Collaborate with internal and external partners to design and execute account strategies – including expansion of Broadleaf service offerings- to increase revenue, market share, fill rate and overall customer satisfaction.I deliver top-level support to senior executives on sound decision-making by analyzing the market, competitor data, and ongoing HR trends. I optimize clients' talent acquisition strategy and capabilities resulting in fostering executive-level professional relationships. I gain maximum client trust and loyalty by presenting quarterly/annual business reviews to the client's executive staff on the current program status.Key contributions:Promoted clients' business stability by administering cost savings, compliance/risk reduction, process improvements, and KPIs/SLA adherence.Spearheaded profitable programs and fostered "land & expand" growth by driving operational excellence and strategic direction in service delivery.Generated savings of $397K over the last two years by uncovering underutilized contractual compliance savings.Attained new three-year contract renewal with business expansion into Total Talent Management solution by identifying resourcing, knowledge, and process inefficiencies and rebuilding struggling MSP accounts from the ground up.Employed in-depth field knowledge of client MSP and RPO program for clients across financial services, light industrial, customer service, and IT industries, while controlling $100M in program spending.

As a Client Service Manager, I fulfilled business staffing needs by proactively managing largely outsourced (RPO) direct-hire labor programs in the technology industry. I was mainly involved in developing recruitment metrics and providing necessary insights to leadership, including time to fill, aging, cost per hire, candidate/leader satisfaction surveys, recruiter productivity, and source of candidates. I contributed to ensuring the optimal utilization of available resources through the creation of Cielo-specific metric reports and administration of P&L activities.My accomplishments in this role are:Boosted operational productivity by driving standardization, continuous improvement, and consistency of processes/procedures.Maximized top of candidate funnel by 80% through the determination of compelling Employee Value Proposition and lead marketing efforts.Reduced application length and increased completion by over 600% and 200% respectively through the identification of bottlenecks in the client's application process.Attracted skillful candidates in line with organizational requirements by leading high-volume recruiting operations, including sourcing, screening, and coordination.Established strategic relationships with clients' executive/senior management by acting as Thought Leader in the implementation of program changes to reflect stronger programs for the client's brand.Strengthened the company's workforce by implementing comprehensive hiring strategies, including passive candidate outreach, recruitment marketing plans, and cutting-edge recruitment technologies utilization.

In this role, I demonstrated the leadership abilities to lead a high-level recruiting strategy for a national account business. I raised the profit of the firm by uncovering economies of scale and reducing costs to the organization. I developed recruiting metrics/performance measures, including increased revenue, lower SG&A, and satisfaction measures with clients and associates with a keen focus on evaluating ongoing processes and proposing necessary recommendations for reading improvement.My valuable contributions to this role are:Improved future client engagement by successfully transforming underperforming staffing levels.Aligned recruiting resources to maintain the greatest ROI by nurturing strategic relationships with Managed Service Providers and Division VPs.

As a Recruiting Manager, I led both virtual and on-site teams to facilitate geographically dispersed national account clients. I uncovered gaps and areas of improvement by interpreting and analyzing data. I steered the team to build strategic candidate pipelines aimed at exploring/grabbing the greatest ROI opportunities. I provided expert-level assistance in the implementation and leadership of ManpowerGroup's virtual office business (The first service delivery model other than a branch network in the company's 65-year history). I provided staffing services to ~70 large national and global clients via Virtual Office to fulfill needs in the US who valued efficient service and price over face-to-face interaction with local staffing providers.My major contributions to this role are:Enabled ManpowerGroup to be recognized as the optimum service provider resulting in fostering strategic relationships with clients and Managed Service Providers (MSPs).Grew Virtual Office P&L organically by 1M during the proof-of-concept stage and generated 30M within 18 months through account transition from the field.

Provide technical and operational support on regular production issues, processes and procedures and complete the analysis of data/processes and procedures that impact departmental effectiveness and financial results. Gather documentation to identify and clarify actual issues and provide solutions. Document user requirements and represent them to development organization. Use excellent functional technical and project management knowledge and skills to perform assigned tasks. Provide Single Point of Contact and communications between Business Operations and Information Technology for Problem and/or Change Management inclusive of minor incidents, major problem events, system maintenance changes and major development projects. Represent business needs and provide IT with relevant analysis and requirements. Gain alignment on approach and details of systemic changes, verification and acceptance of changes in the production environment, and communications and coordination of business operations activities required throughout the problem/change cycle.

Coordinate development of Human Resource systems requirements for automated processes and analytical tools for Performance scorecards, and HR Staffing functions. HR technology project management-develop project plans, track and communicate project status. Develop standard reporting for HR metrics consistent with Employee Life Cycle Model. Act as interface between HR/Business user groups and HR solutions development team. Monitor progress of HR systems development. Perform user testing; write functional tests for systems. Develop and lead user training. Act as ongoing interface between user groups and Development team. Communicate system changes and assist in the communication of system issues and fixes. Research, establish and communicate best practices and communicate success stories. Analyze HR metrics and make recommendations for ongoing process and technology improvements.Responsible for the SDLC which includes envisioning, planning, developing, deploying, stabilizing and ongoing maintenance.Coordinate the development of new requirements for HR ATS (Resource Planning), performance scorecards (TAP Scorecard), online charitable giving (Employee Giving), and external recruitment website (www.jobprescreen.citigroup.com).Perform user testing; write functional tests for systems.Monitor progress of HR and Business systems development.Act as the primary ongoing interface between Clients and the CES Global Projects development team.Communicate system changes & assist in the communication of system issues and fixes.Analyze metrics & make recommendations for ongoing process and technology improvements.Project Management - develop project plans, manage progress and communicate project status.;

• Managed the 9 member team supporting site staffing and payroll processing for 4000 employees. Developed and implemented a strategic staffing plan to achieve high volume recruiting goals within Citi Card’s highest volume nonexempt and exempt site location. • Educated client groups during the selection process utilizing the Affirmative Action Plan. Result included a corporate wide awareness of goals and achievement of AAP.• Responsible for the delivery of strategic staffing solutions for corporate wide, high volume staffing function.• Established a monthly employee referral campaign that increased internal referrals and hires from internal referrals for immediate implementation.• Continuously sought streamlined workflow processes to ensure efficiency, consistency and improved service delivery.• Implemented recruiting tools to include a recruiting manual to ensure streamlined and efficient processes.• Implemented management reporting and performance metrics throughout the Human Resources department.• Managed exempt-level recruitment activities supporting multiple management levels and business functions. • Increased quality of talent acquisition through strategic alignments.• Transactional responsibilities included offer approvals, new hires, transfers, terminations and salary adjustments.• Site Coordinator for Management Associate program• Targeted Selection Certified Trainer

All aspects of exempt and non-exempt recruiting Defined position requirements and developed hiring requisitionsExtended offers and negotiated contracts with new hiresAssigned to new site implementations as the recruiter responsible for establishing presence and developing recruiting strategies in new locations.

for overall client satisfaction and maintenance of national and regional account objectivesAdministration of QC procedures throughout client facilities, maintained OSHA standards, audited Olsten offices and subcontractors, conducted on site quality reviewsEstablished relationships with subcontractors, developed and recruited minority business enterprisesDeveloped resources for safety, provided workshops for Olsten offices and employeesAssisted in developing plans for partnership implementation, developed quality assessment toolsImplemented standard operating procedures throughout southeast regionEstablished goals for each region for increased productivity and maintained follow up reports.

Prospected and managed client accountsRecruited, interviewed and evaluated employees for placement in client officesNegotiated contract rates and time periodsPerformed client service calls and quality control checksResponsible for coaching and counseling employees when necessaryMet with clients for feedback on improvement, upcoming needs, employee performance