• Responsible for development and roll out of talent acquisition strategy and processes for global enterprise • Manage recruiting function and team to deliver full cycle recruiting and workforce plan, while maintaining excellent collaboration with HRBPs and hiring managers and candidate relationships • Oversee full cycle recruiting for all Business Units and Corporate Functions, including development of pipelines of rich talent available for hire• Lead, develop, mentor and inspire a team of recruitment professionals (5 direct reports; total team of 25-30)• Individually responsible for all C-level recruitment and delivery of metrics to Executive Leadership Team (placed General Counsel, Chief Technology Officer, multiple SVPs and VPs)• Responsible for developing and maintaining recruiting scorecard and standardized reporting• Develop and implement progressive, forward-thinking recruiting methods and strategies in most effective, legally compliant and cost effective manner• Initiate, negotiate and own relationships with recruiting service providers including job boards, background check vendors, retained and contingency firms, etc. • Ensures team executes recruiting practices with excellence (i.e. screening and interviewing, candidate and hiring manager interactions, offer negotiations, onboarding and accurate ATS data maintenance) • WORKDAY Recruiting & HCM super user for organization; led implementation of Workday Recruiting in the US, Canada, South Africa and EMENALA• Leads all testing and enhancement deployment for Workday Recruiting • Responsible for behavioral interviewing training across organization• Launched Social Recruiting Strategy for enterprise • Member of Strategic HRLT (HR Leadership Team;) reports directly to CHRO• Member of Daymon’s GLT (Global Leadership Team;) select group of business leaders tasked with thought leadership in our respective centers and setting the direction of the organization

• Define overall recruitment strategy for Corporate Division and manage all front line recruitment functions for team (job posting, applicant sourcing, tracking (TALEO,) interviewing, offer letters, pre employment screening, on-boarding, new employee orientations, etc.)• Responsible for an individual pipeline of 30+ requisitions (staff to senior level roles across Accounting/Finance, Legal, HR, Marketing/Communications, Strategy, Real Estate, Security, Facilities, etc.)• Developed and implemented first ever 12-week Corporate Summer Internship Program which has since been adopted by other SBU’s • Leverage traditional networks of professional contacts while identifying creative and emerging sources for applicants including social media outlets, partnership with niche associations, relationships with select universities and consulting alumni groups• Partners with HR Managers to drive internal candidate mobility, increasing the flow of talent from other Business Units into Corporate• Partner with immigration and internal/external counsel around immigration processing requirements • Manage relationships with external search firms, retained and contingency, including negotiating and executing contracts• Point person for internal and external audits• Appointed to HR Leadership Team to represent recruitment • Piloted Adopt a Diversity Program for Corporate whereby recruiters research and “adopt” an organization and then bring findings back to HRBPs and management• Manage one Corporate recruiter with dotted line functional responsibility for technical recruiters