Avery Walker Email & Phone Number

Boston, Ma, Us

Boston, Ma, Us

Boston, Ma, Us

Mclean, Va, Us

• Serve as part of a corporate internal team responsible for developing and leading a highly functioning group of recruiters and sourcers in support of a regionally-based internal client base.• Maintain ultimate responsibility for partnering to comprehend the client’s business by function and domain and driving delivery to support growth. Work closely with functional leaders to build and deliver innovative approaches to identifying talent delivery channels for experienced hires, both active and passive.• Develop strategies and provide oversight to the sourcing team to implement and execute initiatives to drive candidate pipeline development. Partner with colleagues and Centers of Excellence to explore and recommend sourcing tools, techniques, and technologies to build talent communities.• Work closely with the recruitment marketing leader and business leaders to identify best practices in attracting and converting talent and build and drive fresh, forward thinking talent solutions and recruiting strategies.

Cambridge, Ma, Us

• Strategically develop and implement the School’s full-cycle recruitment process, including direct sourcing and social media; qualify candidates for varied and diverse positions at all levels of the organization; conduct intake meetings with hiring managers to align recruiting strategies with hiring priorities• Oversee the interview process, and cost effective advertising strategies, for all positions including executive searches; recent executive searches include the Chief Information Officer (CIO), Chief Financial Officer (CFO), Chief Human Resources Officer (CHRO); collaborate with hiring managers and Human Resources Officers in defining new-hire salaries• Manage a high-performing recruitment team; establish goals and manage performance; train direct reports on recruitment procedures ensuring manager and candidate satisfaction; manage recruitment budget and implement cost-effective strategies; assess recruitment processes to identify deficiencies; recommend and implement best practices• Design and implement HLS’ diversity recruitment and outreach efforts; oversee the compilation and analysis of recruitment metrics and key performance indicators (KPIs) including time-to-fill and return on investment (ROI); • Perform analysis of salaries based on market and internal equity data as part of the recruitment and retention process along with “ad hoc” compensation projects; develop short- and long-term recommendations to address any inequities, particularly for mission-critical departments and positions; prepare and present recommendations to the CHRO and Administrative Dean of the Law School• Utilize applicant tracking system (ATS) and other technologies to drive management training and the communication of recruitment and HR processes to the HLS community; develop and maintain the “manager’s toolkit” – an electronic knowledge bank designed for the education of managers

Cambridge, Ma, Us

Boston, Ma, Us

• Executed the strategic recruitment plan for assigned units; create job descriptions; schedule and conduct candidate phone screens and interviews; execute reference and background checks; prepare new hire paperwork and offer confirmation letters; track and update candidate application progress in OpenHire; departments recruited for include Information Services and Technology (IS&T), Development and Alumni Relations (DAR), Marketing and Communications, and Engineering• Level of jobs openings varied from entry-level to executive director and department head; salaries ranged from $30,000 to $175,000.00• Cultivated partnerships with hiring managers; provide guidance on recruitment best-practices• Developed and facilitate training programs for University faculty and staff; topics include “Transition to Management,” “Coaching and Leadership,” “Writing and Conducting a Performance Review,” and “Behavioral Interviewing”; programs accommodate as many as thirty attendees• Delivered department-specific trainings and counseling services focused on organizational management, new-hire processing, strategic candidate pipeline development, and networking• Served as the Human Resources “User Acceptance Tester” (UAT) for the University’s SAP implementation initiative – BUWorks; tested the new-hire/promotion and transfer functionality of SAP

• Strategically recruited for 30 to 35 job openings per month with a particular focus on IT candidates; conducted phone screens and interviews, initiated reference and background checks; generated offer letters and prepared new hire paperwork; positions recruited for include Software Engineers, Systems Administrators, Assistant and Development Editors, Executive Editors, Product and Project Managers, Marketing Managers, and Sales Consultant• Composed job descriptions for company website; created requisitions and track candidate application progress in Taleo; delivered all interview/reference critiques and resumes/applications to appropriate managers• Trained managers on efficient interviewing/screening processes; provided conflict resolution and employee relations services• Partnered with HR Generalists and Executive Directors to consolidate contract-staffing vendors to an exclusive vendor reducing annual staffing costs by approximately $250,000.00 per year

Boston, Massachusetts, Us

• Responsible for the full life-cycle recruitment of 15 to 40 positions per week on behalf of PSG and clients; generated job descriptions, coordinated and conducted interviews of candidates on a daily basis; initiated background/reference checks and drug tests; negotiated conversion fees, permanent salaries and contracts; assessed candidate skills and backgrounds, and prepared new hire paperwork• Selected by senior level management to recruit for Blue Cross Blue Shield (BCBS) during an Exclusive Vendor bidding process; responsible for filling 15 to 30 positions per month; awarded on-site contract in Feb ‘08• Developed strategies to recruit for projects requiring large scale numbers of candidates; projects ranged from 15-85 candidates needed; strategies included aspects such as candidate referrals, networking with colleagues and associates outside of PSG, and recruiting from the colleges and universities in the Boston area• Managed two junior recruiters and trained both on recruiting best practices and sales; conducted performance reviews and established goals for future production

Miami, Florida, Us

• Sold sports and hospitality promotions residentially; clients included Manchester Wolves, Nana’s Pizza, Vincenzo’s Restaurant, North Shore Spirit, and the Nashua Pride; produced $1,800 in sales a week • Acquired 20 customers a week for Zoot’s Dry Cleaners as part of a 1000 customer test market• Recruited and trained new employees in the areas of sales, public relations and customer service; conducted behavioral interviews on behalf of the company; recommended candidates for hiring; managed satellite offices

Washington, Dc, Us

• Oversaw and advised on physical and water survival training for approximately 18 classes of officers and enlisted personnel; classes consisted of 20-55 individuals• Served as Recruiting Officer; evaluated perspective candidates for military service; prepared recommendations to senior staff and coordinated recruiting events• Honorably discharged, August 2005

B.A., Classical Humanities

Education record

Education record