People*Strata is a People Operations and Talent Acquisition professional services firm, not a search firm. We are embedded directly within our clients' HR, recruiting, and/or leadership teams. Our clients span across industries and we handle hiring across all levels and functional areas - from entry level to Fortune 500 executives.Current openings can be found at: https://boards.greenhouse.io/peoplestrata. The clients with whom I am proud to partner include Dow Jones, Tory Burch, and Nomology. Message me for information about an opportunity with any of these companies or to discuss how People*Strata can help with the hiring needs for your business!

-Established and continually improved upon firm's talent acquisition strategy aligned with business goals and growth targets.-Owned full recruitment lifecycle across the firm from posting creation to new hire onboarding.-Developed and rolled out firm's first internship program.-Initiated and managed firm's Maryland Technology Internship Program (MTIP) participation.-Provided consultative guidance and advice on recruitment best practices to secure top talent across disciplines and levels.-Sourced, screened and managed talent through the interview process by providing an efficient and high-touch experience for every candidate from engagement stage to offer.-Partnered with Marketing to strengthen employer brand.-Regularly reported out current status and relevant talent pipeline metrics to firm's leaders.-Negotiated competitive offers for selected finalists by leveraging market knowledge and best practices.

-Partnered with HR and cross-functional Business Leaders across the US (headquarters, manufacturing plants and distribution centers) to determine, develop, and employ talent acquisition strategies for all position levels in Research & Development, Quality, Regulatory, Human Relations, Safety, Training, Legal, Operations, and more-Managed projects focused on improving talent acquisition processes, employment branding, candidate experiences, hiring manager experiences and compliance-Recommended and implemented changes to help ensure the use of standardized best practices across the company-Coached, advised, and supported colleagues in Talent Acquisition as well as candidates and internal customers across the US-Established strategies to identify, attract, evaluate and deliver strong talent for current openings and long-term pipeline development -Assisted in compensation analyses to determine and recommend competitive, comprehensive offers-Supported diversity and branding initiatives to ensure McCormick attracts and retains top performers-Served as brand ambassador-Administered cost effective traditional and innovative sourcing methods including, but not limited to, LinkedIn, LinkedIn Recruiter, Boolean searches, internet searches, job board résumé database searches, professional associations, employee referrals and networking-Managed requisitions and candidate activity in SAP Success Factors' Applicant Tracking System-Prepared interview teams by developing a structured process with defined competencies and focus areas for harmonized assessments that align with the leadership/competency framework model

-Managed all aspects of the full-cycle recruiting function for 6 business units among 3 different offices to attract and build pipeline of qualified candidates for positions including, but not limited to payroll specialists, help desk technicians, quality process supervisors, trainers, payroll supervisors, sales representatives and managers -Worked collaboratively with managers to identify current and future staffing needs, turnover issues, and retention strategies-Simultaneously managed 12-20 nonexempt and exempt diverse openings within various functions