Oversee the Talent Acquisition systems and platforms day to day needs in support of the recruitment team.• Ensure effective utilization of the ATS and CRM, implementing new features and keeping our systems and teams up to date on improvements.• Provide ATS and CRM training and support to the TA team as needed.• Ensure effective utilization of Indeed, AcquireROI, Glassdoor, and other recruitment platforms and tools.• Analyze recruitment data to identify trends, measure effectiveness, and inform strategic decision-making.• Create regular reports and dashboards to communicate recruitment performance and insights to the business and leadership.• Maintain accurate and up-to-date documentation of all TA processes and procedures.• Develop, implement, and manage an effective employee referral program to leverage internal networks for candidate sourcing and oversee the system aspects of the referral program.• Keep all TA processes updated in and out of the TA systems.

Responsible for delivering all facets of recruiting success of the hourly workforce throughout the region. This is achieved through the development of regional recruiting plans, employing traditional sourcing strategies and resources as well as developing new, creative recruiting ideas. ESSENTIAL FUNCTIONS• Establishes recruiting requirements by studying organization plans and objectives; meeting with managers to discuss needs.• Builds applicant sources by researching and contacting community services, colleges, employment agencies, recruiters, media, and internet sites; providing organization information, opportunities, and benefits; making presentations; maintaining rapport.• Determines applicant requirements by studying job description and job qualifications.• Attracts applicants by placing job advertisements; contacting recruiters, using newsgroups and job sites.• Determines applicant qualifications by interviewing applicants; analyzing responses; verifying references; comparing qualifications to job requirements.• Arranges management interviews by coordinating schedules; arranges travel, lodging, and meals; escorting applicant to interviews; arranging community tours as required.• Evaluates applicants by discussing job requirements and applicant qualifications with managers; interviewing applicants on consistent set of qualifications.• Coordinates evaluations, assessments, and testing for candidates and is the point of contact throughout hiring process.• Updates job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.

With the assistance of the Talent Acquisition Manager, supports overall Talent Acquisition strategy and full-cycle recruitment efforts for the organization, establishing recruiting requirements through a deep understanding of organizational plans and business objectives. Day-to-day management of 9 Recruiters over 25 locations throughout the United States.  Led the performance management process, conducting goal planning, mid-year and annual reviews for the Talent Acquisition team. Implemented a program of regular one-on-one meetings with Field Recruiters, providing career coaching and fostering professional development opportunities within the TA team.  Reduced recruitment spending by 1.5 million across the network by retraining Recruiters and creating best practices.  In partnership with Finance and IT, developed KPI dashboard in Power BI to track facility recruitment spend, time to fill, and net hires.  Demonstrated strong leadership in managing a team, resulting in a consistently high staffing level of over 96% within the division for the past 24 months.  With the partnership of the Talent Acquisition Manager leveraged data analytics, insights, and macro-economic trends to develop a strategic recruiting program and execution in partnership with the TA team.  Support in recruiting hourly (Union/Non-Union) and salaried positions across the QCD network.  Created and rolled out internal interview guides.

Created and developed best practices. Built and facilitated training programs. Managed hiring and training of 51 Safeway.com stores in 6 states. Led as a Project Manager in the opening of 40 new Dot Com departments around the country. Key Job Functions➜Facilitated high volume full-cycle recruitment services to hiring managers. Assisted with employee relations.➜Utilized knowledge of multiple recruiting sources to effectively source candidates such as LinkedIn, resume and ATS database mining, referrals, cold calling, in-store job fairs, and career fairs.➜Able to effectively handle and prioritize up to 50 requisitions at any given time.➜Created a robust succession plan by implementing the Home Shopping Department Manager Master Training program.➜Built and maintained close working relationships with key leaders such as Directors, District Managers, Store Managers, Regional Directors, and Operations Mangers to understand their hiring needs and target the correct candidates.

Promoted to help build a startup home delivery service within Safeway, a Fortune 100 company. Managed a territory of 7 Dot Com Departments in San Diego. Helped grow year over year revenues 20% by implementing order selector best practices. Key Job Functions➜Managed a group of 30 retail union Order Selectors and 6 retail non-union Department Managers.➜Consistently achieved a 95% success rate, above the company standard, on core performance metrics.➜Interviewed, selected, and trained Home Shopping staff.

Managed front-end cashiers in a small high volume store in Point Loma. Performed multiple operations in the store on top of my normal duties such as bookkeeping, receiving, and store safety committee leader. Key Job Functions➜Key carrier managing 10 to 12 front-end union cashiers. ➜Resolved customer service issues and scheduled employees for breaks and lunches.➜Assisted with interviewing and selecting candidates for various in- store positions. ➜Head of the store safety committee. In charge of dispensing all safety communications. Collected sign offs from all departments and kept all safety/OSHA files up to date. In charge of scheduling and holding monthly safety meetings with a representative from each department in the store.

➜Managed a group of 25 non-union warehouse grocery order selectors. ➜Responsible for sourcing candidates, interviewing, and creating job offers. Conducted new hire orientation and trained all new hires on warehouse pick systems. ➜Administered all conference memos and disciplinary actions.➜Performed all time and attendance edits in Oracle and helped keep employee files up to date.