• Managed remote pod team of two by holding accountable to metrics, meeting and exceeding hiring goals for each quarter.• Developed and maintained strategic pipeline initiatives & DEI goals for assigned business units• Presented curated content for monthly & quarterly business reviews to key stakeholders (VP+)• Executed distro-wide projects for Workday for Scale, and Interview Process Revamp & Job Architecture to streamline competency based hiring processes for Sales roles• Awarded recruiter with the shortest time to fill average for 2022 (24 days) and exceeded hiring commitments by 200%• Supported market expansion initiatives while implementing process improvements to execute demand analysis and drive bottom-line growth• Educated leadership on successful policy implantation for competency based interview practices to ensure OFCCP compliance

• Implemented new KPIs, metrics, & SLAs to ensure, enhance, and develop teams to a higher level of success for a high-growth company and quickly growing TA Department• Managed remote team of six high-volume recruiting direct reports working to fill roles in Project Mgmt, Installation, Customer Service, & Ops• Accountable for one-third of global hiring for the year 2021 (roughly 1000 requisitions for entire team)• Identified compliance concerns, proposed several new tools that were instrumental for key sourcing & strategy success for the business.• Restructured hiring process for assigned areas of the business. Created consistency, compliance, and mitigated risk.• Built strong, diversified team analyzing metrics to share reports and proactive recommendations with stakeholders• Collaborated with company leaders in change management and talent solutions to gain competitive edge in job market by executing demand analysis and drive bottom-line growth• Facilitated and coordinated onboarding sessions for on-the-job training for new hires, bolstering employee job position knowledge and skillsets

• Executed Talent Acquisition strategy transactions supporting critical hiring for LEAP engines for green field site that includes development of Facebook strategies, campus recruiting, Google Ads, resume mining & operation of the tool Phenom People for email campaigns and landing page creation.• Continued to maintain and create new pipeline relationships with trade schools and critical job databases. Managed & oversaw 30 employee volunteer recruiters and 2 RPO sourcing specialists.• Fine-tuned process improvement for a critical niche market within the aviation industry.• Improved conversion rates from application to hire, resulting in 145 hires for aviation maintenance technicians alone for 2019. • Enhanced diversity hires for females in a predominately male dominated work force by 6%.• Managed projects throughout the year as needed such as external RIF recruiting plan, People Leader Toolkit, & recruiting templates.• Continued to maintain and create new pipeline relationships with schools and critical job databases. Managed & oversaw 30 employee volunteer recruiters and 2 contract sourcing specialists.• Fine-tuned process improvement for a critical niche market within the aviation industry.• Improved conversion rates from application to hire, resulting in 145 hires for aviation maintenance technicians alone for 2019. • Improved diversity hires for females in a predominately male dominated work force by 6%.• Managed projects throughout the year as needed such as external RIF recruiting plan, People Leader Toolkit, & recruiting templates.

• Responsible for training and recruiting operations; including university recruiting, budget forecasting, marketing, data analysis, new hire training & orientation, and manpower development for green field site. • Identified and developed strategic partnerships with over 50 Aviation focused technical schools across the country.• Managed & oversaw 30 employee volunteer recruiters and 2 RPO sourcing specialists.• Led onsite 9 hour interview process based on GE Aviation Teaming Culture.• Ensured site met and maintained training requirements based on FAA regulations and helped identify new training opportunities for the site• Facilitated site’s Training Council meetings with team representatives to audit training courses and maintain learning scopes.

• Lead a team of 12 and implemented processes such as monthly quality audits, ensuring metrics were met, and training new hires. • Conducted daily, weekly, and monthly audits for each team member.• Collaborated with IT to develop daily automated metric reports with PeopleSoft and Blue Prism• Supported processes & trained new staff for the onboarding of two new hospitals to support center recruitment procedures• Coached Hiring Managers on appropriate interview practices and hiring decisions. • Responsible for Adverse Action process and Full-Cycle Recruiting.

•Effectively review and process service requests in job opening requisition, sourcing, screening, interviewing, and hiring.•Collaborate with Health Ministry Business Partners and Hiring Managers to ensure compliance with cross-team responsibilities.•Execute Talent Acquisition system transactions that may include but are not limited to: creating job openings, entering screening criteria, sourcing potential applicants, executing screening processes, scheduling interviews, conducting reference checks, generating offer letters, and executing hire process/on-boarding steps.•Perform Level 2 Customer Service Support and Maintain Talent Acquisition Services and PeopleSoft Information (Queries, Inquiries, Reports, Communication).•Successfully handle most non-routine issues, escalate issues that cannot be resolved to management.•Plan and organize work so the Service Level Agreement objectives are realized.•Assist in establishing and maintaining strong, collaborative relationships with internal and external customers to identify additional ways to be of service and ensure customer satisfaction.•Assist in managing RN Residency & Physician Residency Programs; hiring around 90-120 versants for each of the four cohorts.

• Execute transactions such as creating job openings, entering screening criteria, conducting reference checks, data entry, license verification and updating associate records.• Support the department manager and team lead with their efforts to coordinate work activity.

• Analyzed new hire training curriculum to identify potential course improvements.• Designed new learning path for systems based training.• Interviewed store level colleagues to uncover work environment trends.• Contributed personal ideas based on schooling and professional background.• Revised APhA’s The Pharmacy Technician – 4th Edition for Morton Publishing Company