Enhanced workforce planning, development and drafted recruitment policy for onboarding Health Professionals, Cyber, trade skills and other roles that supporting the Air Force and the development of recruiters. Served as Action Officer (Consultant) for Executive Leadership.Spearheaded a two-year, data-driven overhaul of the Air Force's accession policy, resulting in 21 policy changes, a 20% increase in qualified recruits and a 15% improvement in job-to-person fit.Led a cross-functional team of recruiters, selection experts, and career field specialists to identify key recruitment bottlenecks and talent gaps.Implemented advanced analytics to predict future workforce needs and tailor enlistment incentives to attract targeted skillsets.Revamped enlistment criteria to optimize aptitude and attitude without compromising standards to serve.Innovatived program for enlisted to leverage civilian certs and shorten training timelines.Consulted Senior Officers of Taiwan, Chile, India, and Canada to provide recruiting principles/retention options tailored to their recruiting efforts.Delivered regular briefings and presentations to senior leadership, successfully securing $50 million in additional funding for talent acquisition programs.Directly contributed to Skillbridge program policy to continue seamless transition pathways for transitioning militaryAuthored and published concepts outlining the new policy framework, garnering praise from Executive Leaders and think tanks.These initiatives directly addressed and resolved critical Air Force recruiting challenges, earning acclaim from Executive Leaders and was the premise of my selection to advise allied nations.

As the Midwest/Southeast Regions strategic operations leader, I successfully oversaw the development and implementation of departmental goals, policies, and procedures. My expertise in financial management, operational efficiency, and team development led to significant improvements in organizational performance.Key achievements include:Driving operational excellence: Directed and oversaw financial activities, managed product development, and consulted with executives on general operations.Optimizing resource allocation: Negotiated contracts, advised department heads, and analyzed performance indicators to identify cost-saving opportunities.Fostering a high-performance culture: Elevated unit performance to the region's Most Improved Award, ranking #7/24 with the highest positive culture ratings nationally.

As the former Operational Programs Manager for the 369th Recruiting Group, I oversaw talent acquisition efforts across a vast region, spanning 17 states and serving over 84 million people. My primary responsibility was to develop and implement innovative strategies to attract and retain top talent by performing data analytics, forecast modeling and recruitment program management for the U.S. Air Force in that region.Key areas of focus included:Talent acquisition strategy: Collaborating with senior leaders to define our approach to talent and develop a best-in-class human capital system.Operational excellence: Overseeing analytics, training management, change management, leadership development, and coaching of key leaders.Strategic partnerships: Advising executive leaders and collaborating with Health Professions and enlisted accessions squadrons to optimize recruiting efforts.My leadership resulted in significant improvements in organizational performance, with 8 organizations within the region achieving Top 10/24 rankings nationally, including 3 in the Top 5.

With 7 direct reports (Recruiting Managers), I guided a workforce of 82 through planning, training, employee relations, operations, cultural engagements and risk management supporting six geographically separated locations spanning two states accomplishing full-spectrum recruiting (talent acquisition) of over 3,000 people. Upon arrival, the requisitions per recruiter output was 2.2 per month average. Within 18 months we had eclipsed 6.3 per month and sustained it; which remains the highest output in Air Force Recruiting history.

I conducted strategic planning and carried out tactic execution of training new recruiters and recruiting managers for niche role acquisition. I taught selling skills, background check administrative training and management techniques. I was also the primary manager of the regions strategic marketing plan and budget analyst for $50K to support the squadrons primary mission marketing strategy.

I rebuilt a team of four and led them through planning, training, employee relations, operations, branding, event planning and risk management supporting 3 geographically separate locations (Austin, San Antonio and Houston Texas greater areas) spanning over 90,000 square miles accomplishing full-spectrum recruiting for niche roles and the talent acquisition of over 30 Software, Network & Electrical Engineers...200% of the req; further, we sourced and hired 22 Pilots and 36 Program Managers, 220% of the req in under 12 months.

I led workforce of 10 through planning, training, employee relations, operations, branding, event planning and risk management supporting 3 geographically separate locations spanning 41,000 square miles accomplishing full-spectrum recruiting (talent acquisition) of over 500 people into niche roles.