As the Senior Director of Strategic Initiatives and Talent Enablement for a Fortune 5 healthcare organization with 400k+ employees globally, I lead global strategic initiatives focused on career management, mobility, and talent acquisition strategy. My responsibilities encompass governance and management of talent acquisition initiatives and implementations, ensuring alignment with organizational goals and objectives.Key Responsibilities:• Governance and management of talent acquisition initiatives and implementations• Leadership of a project management team dedicated to strategic initiatives• Serving as Chief of Staff for the SVP of Career Management and TA Strategy• Developing materials, briefings, and research papers for the Chief HR Office and Board of Directors• Management and tracking of a $50M budget• Serving as the chief strategist for the implementation of talent marketplace technology and career centerAchievements:• Successfully translated business objectives into actionable strategies enhancing end-to-end people experience• Developed and executed strategic initiatives impacting talent acquisition and career management globally• Established and maintained governance structure for talent acquisition projects, ensuring efficient and effective execution• Provided strategic insights and developed comprehensive briefings for senior leadership, influencing major organizational decisions• Effectively managed a substantial budget, optimizing resource allocation for maximum impact• Drove the successful implementation of innovative talent marketplace technology and career center, enhancing career mobility and growth opportunities for employees

Engaged by the managing executive for the EMEA region to develop and build enhanced diversity, equity, and inclusion strategies aimed at reducing gender pay gaps and improving the representation of women in leadership roles.

Lead Talent Acquisition & RPO delivery for Europe, Middle East, Australia, and Asia-Pac (China, Hong Kong, Singapore), and an internal Colombia recruitment organization supporting all talent acquisition and integrations, all region/country-specific talent acquisition, inclusion and diversity, internal mobility, executive recruitment, and assessment / selection strategies across regions and ensuring alignment with broader UHC/Optum talent strategies.

Lead Talent Acquisition & RPO delivery for US, Europe, Middle East, Australia, and Asia-Pac (China, Hong Kong, Singapore), inclusive of 2 global RPO partners and teams of 300+ dedicated resources, an internal team of 12 leaders, talent acquisitions and integrations, all region/country-specific talent acquisition and assessment / selection strategies for US High Volume, Europe, Middle East, Australia, and APAC (excluding India/Philippines) and ensuring alignment with broader UHC/Optum talent strategies.Leadership of EMEA contingent labor and Early Careers programs.

Leadership of the US High Volume / RPO Delivery organization, which delivers 20,000+ hires annually for all front-line / member-facing roles and 98% of non-exempt hires across UnitedHealthcare, Optum, and UnitedHealth Group.Implemented a dual RPO model in 2019, transforming RPO delivery and leading two partner organizations to deliver consistently best-in-class performance results.Evolved RPO solution offerings to include internal talent mobility strategies, expansion of internal and external partnerships, and a la carte sourcing, talent analytics, and TA support for M&A activities.Implemented hybrid internal/RPO support model for newest Optum site in Puerto Rico.Identified and launched phased approach to streamline and simplify High Volume organizational structure, realigning team by RPO partner, introducing a hybrid RPO model in Puerto Rico to support volume fluctuations, and collapsing stand-alone sourcing function and developing sourcing strategy accountability within each TA leader s portfolio. Results to date include RPOs owning more of the day to day, High Volume TA Managers focusing their efforts on strategy and consultation vs. tactical execution, and customer feedback on partnership and strong communications reflected in NPS survey comments and shared in focus group sessions.

Talent Acquisition Partner for UnitedHealthcare's Employer & Individual segment (Commercial Markets), providing strategic consulting, workforce planning, and developing end-to-end talent acquisition solutions to Human Capital Partners and executive leaders.Provide strategic direction and operational leadership for a recruitment team comprised of Recruiting Managers, Executive Recruiters, and Senior Recruiters who support sales, marketing, and healthcare operations hiring within UnitedHealthcare.

Provided strategic direction and operational leadership for a Business Operations recruitment team comprised of Recruiting Managers, Executive Recruiters, and Senior Recruiters who fill 3,500 – 5,000 entry-level to executive roles annually. Led delivery and engagement improvements including an 8 percentage point increase in on-time delivery, less than 1% of hires from search firms, all Director level and above hires filled in less than 60 days average time to fill, and a 23 point increase in employee engagement to 94% overall. Led sourcing and recruiting efforts to establish new Talent Acquisition teams in Brazil and Ireland, recruited and placed new Human Capital Partners for Amil and Americas Medical Services, and traveled to Brazil to support training and development of new Talent Acquisition leaders.Project sponsor for the HireVue optimization project, co-leading efforts to improve both results and usage of this digital and video interview platform. Influenced the development and implementation of functional usage goals by team to show the true value of the digital interviewing platform; created and launched optimized recruitment and compliance processes focused on improving the candidate experience; and developed and implemented Recruiter ambassador community to share knowledge, conduct ongoing training, and increase adoption.

Through creative recruitment strategies focused on talent pipelining, proactive search and diversity, I led both internal and outsourced recruitment teams in filling 3,500 roles annually and consistent achievement of best-in-class metrics of 49 day average time to fill, > 10% aging, > 2% of hires through agencies and top 2 box hiring leader and candidate survey satisfaction scores.Assumed leadership of highly visible, yet under-performing technology transformation initiative, exceeding 2014 hiring target by 15% and meeting 2015 mid-year hiring targets by Q2. Results achieved by building relationships with key internal stakeholders, streamlining and improving interview content and processes, implementing new recruitment strategies, insourced previously outsourced recruiting teams, and implemented and led global knowledge and best practice sharing across EMEA & APAC regions.Designed and led local onboarding and annual training for newly insourced Mexico City Talent Acquisition teams, which included sessions focused on CEB Talent Adviser principles, proactive sourcing and pipelining, TA global processes, and business acumen.Led both workforce expansions and reengineering efforts across multiple sales and marketing organizations, including identifying and implementing talent assessment and selection approaches, resulting in best-in-class time to fill and quicker ramp up for customer-facing and revenue generating roles. Developed and launched hiring leader toolkit and quarterly trainings for Global Corporate Payments sales teams, implementing sales assessments and adoption of AXP competency and CEB Sales Challenger interview content.Selected to lead recruitment metrics project which resulted in identifying and implementing new key performance indicators and critical performance indicators for global RPO partners.

Developed and implemented proactive recruitment strategies, leading both internal and RPO recruitment teams in filling 1,500 roles annually.Managed the implementation of US RPO partner, directly managing the change with key internal stakeholders, training all new partner team members and co-developing the first Recruitment Operations Manual.Led workforce expansions and reengineering recruitment efforts across multiple sales and marketing organizations, which included implementing talent assessment and selection processes, decreasing time to fill for customer-facing, revenue generating roles.Led projects with Global Merchant Services and Global Business Travel to develop new hiring leader toolkits for Sales and Client Management organizations, driving adoption of AXP leadership and CEB Sales Challenger interview content, global recruitment policy adherence and usage of assessment tools across US leadership teams .Led the integration of two acquisitions Revolution Money (now Serve) and Accertify, ensuring adherence to our Global Recruitment policy, advising on compensation principles, implementing recruitment strategies and hiring 100+ critical resources across all functional areas.

Utilized innovative recruiting techniques, proactive search, talent pipelines, diversity partnerships and external networks to identify and place top external talent for sales, client management, strategy & business development, and leadership roles.Mentored and trained new Recruiters on recruitment technology, business partnerships, recruitment metrics and AIRS sourcing techniques.