As the Senior Manager of Talent at Tend, I specialized in the development and roll out of all standardized recruiting processes for a Recruitment team that grew from 3 to 11 members in under two months. I was also the system owner of our ATS, Lever, and was responsible for revamping the system set up and user interface of the ATS to support enhanced talent metrics. I created standard weekly and monthly dashboards to track hiring progress towards fully staffed studios in all markets and identify areas of opportunity in our recruitment efforts.In addition, I was responsible for establishing new campus relationships and partnering with Marketing for all things employer branding.Left the organization due to lengthy commute after relocation with my family.

As the Operations Manager I was responsible for the Vendor relationship with our Master Service Provider that employs over 1500 Contingent Labor staff across the US/CAN. I was also a leading member of the Global TA Center of Excellence as Nissan works to build consistencies and global processes for all Regions within the Nissan Motor Corporation. In addition to these responsibilities, I led a team of talented individuals who specialize in the following areas: - Diversity Recruiting Programs - US/CAN Internship and Co-Op Programs - Campus Recruitment and Engagement - Global Talent Acquisition Process Alignment - Candidate Data Policies and Compliance - ATS Enhancements - US/CAN Pre-Employment Screening Processes and Vendor Management - US I9 Training, Compliance and Audits across all locations

In this role, I was responsible for overseeing all phases of the intern program, including: Campus Relations, Recruitment, Candidate Identification, On-boarding, Orientation and Program Management each year. Our program included over 350 Interns every year between our Summer and Co-Op programs. These roles take place in 15+ locations and support every function across the organization.In addition to the Intern Programs, I was responsible for overseeing all activities relating to our Master Service Provider and numerous vendor relationships. My expertise in Workday Recruiting allowed me to support the Talent Acquisition operations team through Workday Recruiting enhancement testing, process development and change management communications.Accomplishments include: Improving program ROI through intern retention by 22% since 2017, development of a standard Intern Handbook, an "Orientation Kit" to ensure interns at all sites receive a consistent experience on day one, and building out a weekly Intern Newsletter to keep students at all sites informed of important information related specifically to their role within the organization throughout their time with us. Leading the development and execution of Change Management communications upon launch of Workday Recruiting in March 2018. In 2020 I have been focused on the creation of a "curriculum style" series of video training modules aimed at training Hiring Managers, HR Business Partners, and new Recruiters on the processes and policies around our talent acquisition activities.

During this role, I acted as the subject matter expert in Employer Branding/Recruitment Marketing initiatives for Nissan North America within the Talent Acquisition department.Following my Contractor conversion, my focus in this role was to research, develop, and execute an Employer Value Proposition (EVP) for Nissan North America and build a consistent brand image for Nissan through the Career Website, Recruitment activity, Job Postings and the interaction with each candidate. Working alongside a global team, we are developed an ideal candidate experience for those interested in joining the Nissan family by focusing on: - Enhancing the North America EVP to development of a Global Employer Value Proposition - Building a career related social media presence on LinkedIn, Facebook, Twitter and Instagram - Streamlining our Career Fair to target schools while enhancing our display - Eliminating unnecessary steps of application process - Internal and external diversity goals - Employee and candidate engagement with the Nissan brand - Management of the regional career site: www.nissanmotor.jobs/americasFrom November 2017 through May 2018 I also supported Nissan's transition from BrassRing to Workday Recruiting through User Acceptance Testing, Regression Testing, and the formal development of our Change Management Communications plan for all US and Canada based employees.

Contract Position at Nissan North America.• Americas Lead for creation and launch of a new global careers website with 40K+ visitors per month: www.nissanmotor.jobs/americas• Owner of Nissan North America's LinkedIn Enterprise Account. Supported build out and refinement of Career page content at contract launch.• Built and executed Content Strategy to build LinkedIn Following to grow page 320% in the first year.

As the Account Executive for the Greater Nashville market, I took over a number of clients that were acquired through an acquisition. In addition to providing outstanding customer service, I helped to obtain new clients while supporting those already existing with the company. I created and proposed marketing proposals that would fit the needs and budgets of our clients. These proposals included, email marketing, social media, website management and updates, dedicated crowd-funding sites for one to one fundraising, SEO, Re-marketing and more. Once proposals were approved, I managed the account by providing detailed and easy to understand feedback for our clients on a weekly basis.

I acted as the Production Team Lead for the Employee Data Control team within Citi’s HR Shared Services office. This team was responsible for making personal and career related updates for employees and HR requests in PeopleSoft, while maintaining accurate training on how each change would affect other systems such as benefits, payroll, and Time and Attendance. My role was to manage the work load of team members to ensure work was distributed evenly and train new members on process and procedure for over 100 types of updates the team was responsible for. As the Subject Matter Expert, I was also involved in the Global Data Management team, the transition of our Online I9 application vendors, and the team that created our Cross Border Transfer process for employees to seamlessly move between PeopleSoft Platforms in each region when rotating roles. I also served as a Checker in our Maker/Checker process (Internal Audit) to review all pay impacting transactions for accuracy within 24 hours of being completed.

As an HR Operations Analyst, my role on the Employee Data Control team was to receive and process Tier 3 Transactions that were escalated by our HR Shared Services call center or other Tier 1 teams. Transactions completed include: Pay Impacting Transactions such as compensation corrections, tax issues, benefits issues reviews, manual hires that failed on an integration with Taleo, HR Referrals related to sensitive employee situations, and more. I completed an average of 40 cases per day with a <1% error rate.

As the Assistant Strategist on the Bright House Networks account, I created and maintained flowcharts for the company’s budget and media expenditure across all markets including: Orlando, Tampa, Bakersfield, Birmingham, Detroit and Indianapolis. I worked with the client daily to fill requests for market information through research, and supplying weekly reports that reflected ROI for each type of campaign running. My daily activities included vendor management for social and digital campaigns, ROI analysis, and direct client communication.

I worked with local broadcast stations each week to receive post log information on ads run for each client. I input related information into the main database to allow our media buyers to track client ROI. When necessary I relayed information between buyers and stations to ensure all commitments were met or adjusted accordingly while tracking client flight schedules to make sure all trade and cash buys were being filled.

During my time at Rotech, I was responsible for answering calls from patients, referral sources and office locations for any after hours equipment or medication requests. I also coordinated with patients on all necessary reorders for medical devices, medication, or oxygen while accurately transcribing their patient profile over telephone. I was responsible for troubleshooting problems with faulty equipment based on patient input regarding the scope and magnitude of the equipment failure, and reach out to our technicians if a resolution could not be reached over the phone.

During my internship, I was able to input network schedules into Strata SBMS on a weekly basis. I also created pre-logs and post-logs for clients including Pepsi Co., Intel and Party City regarding their commercial schedules before airing each week. Bi-weekly I also engaged in new hire training where I learned about media buying and trading on a national level. I also completed a major project where I was asked to research international television markets to provide a baseline in developing an expansion plan for the business, and presented to the company executives.

-Worked with a team to create a special experience at athletic events-Organized promotional events at sports games-Delivered promotional items for each sports team to local businesses-Worked with the Junior Racer program to get more local children involved on campus

-Maintained order and enforced the rules of my residential floor-Handled problems between residents-Planned programs to promote education, social skills, and community service-Promoted safety for everyone in the residential college