Brad Thomas brings over 20 years of talent acquisition consulting experience to his work with clients, specializing in executive search, recruitment strategy, talent assessment, selection, onboarding, candidate experience, and employer branding initiatives. In his current role, as the Managing Partner of Chamberlain Advisors, a Talent Acquisition Advisory firm based in Chicago, he focuses on designing and delivering effective talent acquisition solutions, leveraging Chamberlain’s proven sourcing methodologies, assessment processes, and intellectual property. Brad’s experience spans across a wide range of technical and non-technical corporate functions. He possesses deep experience in Board Member, C-Suite, and senior leadership searches which include CEO, President, COO, CFO, and board committee leadership positions. He is also specialized in filling key shared service suite function Accounting & Finance positions having led successful searches for Corporate Controllers, VPs of Finance, FP&A, and Treasury. Prior to joining Chamberlain Advisors Brad worked as the Head of Talent Acquisition for the world’s largest equity listed clearing organization responsible for the design, development, and implementation of a comprehensive talent acquisition program that aligned talent strategy with corporate goals/objectives, business strategy and vision. He was also a senior leader at two successful startup staffing & placement companies servicing a fortune 500 customer base. Brad earned an MBA from the Keller Graduate School of Management. He also holds a bachelor's degree in Communications & Psychology from Lake Forest College in Lake Forest, Illinois.

Reporting to the SVP & CHRO, responsible for the design, development and implementation of a comprehensive talent acquisition program that aligns talent strategy with OCC corporate goals/objectives, business strategy and vision whereby ensuring that OCC is able to attract, motivate and retain talent. Direct the design, development, implementation and administration of all talent acquisition programs including but not limited to sourcing candidate pools, candidate assessment, employer branding initiatives, recruiting, selection, onboarding, talent mobility and talent metrics and scorecards. Instill structure, process and discipline around all talent acquisition related activities and manage enforcement of all processes; escalate exceptions as appropriate.Evaluate current talent acquisition programs and identify ways to improve effectiveness of current methods and strategies ensuring alignment with corporate goals, strategy and vision. Ensure programs incorporate best practices, creative and innovative design concepts and are cost effective.Collaborate and partner with leadership and management to understand their issues related to talent acquisition and develop targeted solutions.Collaborate and partner with the Director Total Rewards to ensure OCC total rewards are competitive and enable us to attract, motivate and retain talent; establish targeted hiring ranges for open positions.Design, develop and implement robust set of tools for hiring managers to enhance overall hiring manager and candidate experiences.Partner with VP, HR and Director, Learning & OD on comprehensive workforce planning to monitor current and future workforce needs aligned with the business strategy; identify potential skill gaps that exist and focus hiring efforts towards closing those gaps.Develop a comprehensive onboarding process and new hire experience, that quickly acclimates a new employee to OCC and its business, departments, resources, and technologies.

Organizational Leadership• Was selected to build, manage, launch, and lead the Recruitment & Consulting Services organization from the ground up.• Managed recruiting team members responsible for Non-Technical & Technical contingent labor staffing, Consulting Services.• Earned business with and continually support major corporations including a fortune 35 retail company, a global airliner, a global exchange, and a top auditing firm as a contributing Tier 1 consulting services provider.• Created full life cycle sourcing and recruiting strategies designed to handle high volumes of requisitions across diversified corporate functions and business lines.Recruiting Management• Accountable for meeting high-volume recruiting goals and developing new and creative mechanisms to ensure Axiom is able to fill critical positions and meet overall hiring commitments.• Responsibilities included managing recruiters, distributing requisitions, consulting recruiters on search strategies, achieving recruiting metrics, and reporting key accomplishments.• Coach and train team members on improving recruiting techniques, candidate qualification, and database data integrity in order to optimize recruiting process.• Responsible for understanding and communicating complex requirements and business needs to the staff in order to better help target qualified candidates. • Developed, measured, and managed Recruiting Service Level Agreements (SLA) and Key Performance Indicators (KPIs). Client Management• Primary point of contact for all client related interactions, including but not limited to, daily & weekly performance management, new hire onboarding, contract terminations, reporting and documentation requirements, issue resolution, and risk management.• Establish relationships and partners with key business and HR leaders to understand their talent and succession needs, develop strategies to meet these needs, and drive accountability in recruiting and selection.

As the Recruiting Manager I am reporting directly to the President of BridgePoint Technologies and responsible for developing and implementing a successful recruiting strategy for the company, managing a team of recruiters, including coaching and performance management, determining training and development needs, and resolving day to day issues. I am also still engaged in Senior Recruiter and Account Executive duties as needed.Primary responsibility is to develop, implement and promote a winning recruiting and talent acquisition strategy for BridgePoint Technologies.

As an Account Executive I was responsible for managing direct client relationships ensuring that client staffing needs were being met. As a Senior Recruiter I was tasked to develop, document, and manage a scalable recruitment process for BridgePoint’s Technology Staffing services vertical.Account ExecutiveResponsible for working with, extracting and qualifying client requirements from major financial services companies in the Chicagoland area including but not limited to the Chicago Mercantile Exchange (CME Group), New York Mercantile Exchange (NYMEX), Newedge Group, ICE Clearing Corporation, William Blair & Company, Nuveen Investments, Symphono, Infinium Capital Management, and Chicago Trading Company. Senior RecruiterResponsible for identifying, screening, and qualifying technology professionals for various verticals of business including but not limited to Java & .NET Developers, DBA’s, QA Testers, Network Engineers, Business Analysts and Project Managers.Designed, developed and documented a streamlined recruiting process from the ground up.Integrated recruiting best practices, and created BridgePoint best of bread standards for recruiting functions.

Responsible for managing the contingent workforce procurement process for enterprise wide technology solutions and human capital needs, equating to over $100 Million in category spend annually. Was solely responsible for the identification, sourcing, and procurement of information technology and business professionals, though the utilization and management of contract staffing and consulting agencies.Supported a companywide initiative to develop a centralized procurement process for enterprise related staffing service needs, resulting in greater visibility & control over spend, and ability to achieve cost savings.Spearheaded a preferred vendor management implementation, narrowing a list of 100 vendors to 20.Achieved volume discounts through preferred vendor list resulting in annual cost reductions between 15% & 25% on average.Helped implement a paperless and automated IBM Contingent Workforce Management Procurement Solution – Ketera. Became a power user of Ketera and was responsible for ensuring the correlation of established procurement processes once automated. For enterprise projects, was responsible for working closely with business stakeholders to understand and extract their business needs and subsequently create and manage the Request for Proposal (RFP) process.Responsible for the coordination of onsite presentations between united business stakeholders and suppliers. Developed supplier evaluation scorecards to assist in the review of vendor responses and subsequent selection. Led contract negotiations with vendors obtaining favorable terms, Service Level Agreements, and pricing for United.Partnered with United’s Legal Department to review, identify, redline, contract language that presented potential risks. Lead a corporate Diversity & Inclusion initiative to increase the annual MBE/WBE spend though various inclusion practices. The result of the program was successful and helped United to achieve gold status.

Responsible for the education and sales of high end electronics & televisions to customers. Educated customers on the various televisions & associated electronic technologies available.Created excitement and assurance that the decision the customer was making was one of value and aligned with their needs.Responsible for meeting company sales goals.Completed POS transactions, cash handling, and coordinated delivery efforts as necessary.

Responsible for the building of IBM RS/6000 Systems to customer's specifications. Inventory tracking, troubleshooting features and loading software to customer's specifications.