- Responsible for defining and executing the design, implementation and management of CubeSmart’s Talent Acquisition strategy- Lead, coach and develop a team of customer focused full life-cycle Talent Acquisition Specialists through a centralized TA model- Implement innovative solutions to attract top talent, while driving efficiencies to support CubeSmart’s growth- Responsible for the recruitment of nearly 1,600 teammates annually, leading sourcing and branding efforts, defining and managing the candidate experience- Create and lead talent acquisition strategy that support the company’s growth, differentiates CubeSmart as an employer of choice, and attracts top talent.- Manage and develop effective relationships with business leaders and teammates, as well as a deep understanding of the business and culture, to connect talent acquisition efforts to the business strategy- Anticipate strategic issues, understand and identify trends and best practices in talent acquisition, implementing solutions that create value- Serve as a center for excellence and partner with business leaders and HR colleagues acting as an internal consultant and functional expert on talent acquisition- Drive effective hiring practices, programs, and processes, and analyze metrics to gauge results and identify opportunities for continuous improvement- Operate as a member of the HR Leadership team reporting to the Chief Human Resource Officer

 Lead and drive talent acquisition strategy for US and Mexico across 14 business units yielding over 950 professional exempt hires annually  Managed and developed a team of 20 - 7 direct reports, 13 indirect including TA Consultants, University Relations and Staffing Operations – Budget of $3.2M  Successfully supported increased hiring volume of 184% to capacity with neutral headcount - 74 days average time to fill, 34% diversity hires, and agency cost avoidance over $9M, exceeding all standards Developed a new recruitment hub in Mexico, gaining business buy in to build and support all professional level hiring  Lead and Optimized University Relations strategy; increased early career talent hiring, reduced target schools by over 25% reducing spend and increased diversity hires by 15%, yielding over $100k in cost savings  Lead ATS enhancement project. Optimized SAP SuccessFactors workflow/design, which enhanced recruiter performance and improved data capabilities  Implemented new recruitment standards and Service Level Agreements to improve partnership with hiring managers, driving better communication. Improved the net promoter score above 70 -Best in Class Lead candidate experience project including redesign of the employment application, created new job description templates increasing applications by 19% and improved required recruiter communications and touch points with candidates. Increased net promoter score to 70 – Best in Class Drove recruitment marketing initiatives to improve employment branding through social channels, lead generation and referrals campaigns  Key member of the Engagement and Inclusion Council leading global diversity recruitment initiatives and driving partnership with Employee Resource Groups Improved executive buy in for large recruitment conferences (Society of Women Engineer’s and National Society of Black Engineers) increasing hires of diverse engineering talent

 Lead and drive talent acquisition strategy for the largest business unit within AmerisourceBergen yielding over 3,000 hires annually, both exempt and non-exempt  Managed a team of talent advisors, 4 direct reports and 9 indirect reports, responsible for full life cycle recruitment motivating performance and engagement (Professional and High-Volume teams)  Yielded an average time to fill of 60 days for professional hires and 24 days for hourly hires, exceeding goals and standards  Lead Executive Recruitment in support of the CEO and executive management team delivering in-depth sourcing strategies, market mapping and high touch support/communication Drove best in class recruitment processes, co-lead new business acquisition integration and change management for client teams  Provided strategic oversight and management for enterprise wide contingent workforce program solutions with an average spend of over $75M annually, yielding on average $12M in cost savings YoY Managed relationships with business leaders and identify opportunities for creative solutions around pipeline generation, new market development and functional design Partnered with HRBPs and Talent Management around succession planning and workforce planning initiatives to identify opportunities and needs Drove the strategic talent pipeline for early career hiring programs such as intern, co-op, sales trainee and MBA  Responsible for all vendor relationships and contracting (Monster, Indeed, LinkedIn, GlassDoor, and CEB) helping to drive recruitment branding initiatives through social media and other tools Enhanced business partnership by developing quarterly metrics and scorecards, evaluating candidate and hiring manager experience and trends (Taleo, BI and CEB)

 Co-lead initiative to centralize talent acquisition into a Center of Expertise  Responsible for leadership and development of the Talent Acquisition team providing mentorship and guidance  Responsible for the design and management of the Talent Programs enterprise wide including the Corporate internship and co-op programs  Provided strategic partnership with the business in response to recruitment requirements; responsible for highly effective processes to attract, retain and fill high-level positions, increase value and promote highly effective recruiting support

 Managed full life cycle recruitment for professional level candidates to Vice Presidents for all business units, including new intern program design