Onsite talent acquisition. Helped client source and hire in preparation for their busy season. NORPAC Foods Inc. is Oregon’s largest fruit and vegetable processor, with 5 facilities in the Willamette Valley. Employs 1,200 full-time employees and 2,000 seasonal employees during the processing season.

• Talent Acquisition, Program Development & Management, Workforce Planning and Employee Relations.• Spearheaded and designed new hiring process, interview training, and onboarding toolkit to better equip managers to assess internal and external talent, improve quality of hire and retention within the first year of employment. Rolled out to all people managers.• In 2016, hired 113 new employees, and facilitated 57 internal transfers/promotions. In 2017, hired 95 new employees and facilitated 56 internal transfers/promotions. • Introduced diversity recruiting strategy aligning with Affirmative Action goals. Adjusted sourcing pool resulting in meeting strategy goals. Produced Affirmative Action reporting in 2016 and 2017. • With an HR department goal to streamline data and reporting and to enable better analysis of trends, I took the lead in implementing a new Applicant Tracking System module with ADP (ADP Recruit) and additional modules such as Screening & Selection and eI9 – Everify. • Successfully managed a business critical hiring ramp, increasing staff by 35 new positions within 4 weeks, allowing FamilyCare Health to quickly serve growing member and provider populations and stay within Medicare/Medicaid regulations. • Led the development and implementation of the College Internship Program, Student Worker Program and Bring Your Child to Work Day annual event, enhancing key-skill pipelining and supporting long term growth.• Worked closely with VP of HR to develop the company’s first compensation structure including assessing benchmark jobs and placing all positions into newly created pay grades with salary ranges, ensuring market competitiveness for compensation. • Partnered with management to develop internal career paths allowing employee growth opportunities. Created job families within several departments. Eliminated barriers employees faced when wanting to continue career track within the company. Retained 100% of employees who promoted within 2017.

Responsible for multi-site Talent Acquisition and Relocation, Hiring Process Program Management, Workforce Planning and Supervision of TA Team. Key Results:• Partnered with hiring managers in 8 site locations to identify staffing gaps and opportunities. Recruited for technical skills and essential culture-fit competencies. Recruited and sourced for corporate and manufacturing positions.• Created brand awareness in regional market. Brought new sourcing strategies. The quality of candidate and passive search capability increased with the use of several new recruiting tools. • Hired, trained and supervised small recruiting team. Responsible for all aspects of performance management. • Led project to improve Stimson’s recruiting and hiring process. Trained 100 hiring managers and employees to prepare them for quality interviewing and talent assessment. Created weekly open jobs reports and led weekly recruitment meetings with hiring managers to discuss job priorities and recruitment goals. • Led national recruiting campaigns for hard-to-fill skill-sets, relocating new employees to Oregon and Idaho. Managed full-cycle recruitment of high volume jobs for our corporate groups, forestry teams and manufacturing divisions.• Reduced turnover by 6%, led hiring ramp (hired 256 positions, 114 external hires and 142 internal promotions/transfers) in first year. • Partnered with community colleges creating opportunities for employees to become millwright and electrician apprentices. Helped identify top performers and application process for the opportunity.

Responsible for multi-site Talent Acquisition and Employee Relations, Supporting the Claims and Member Services Groups, approximately 500 employees.Key Results:• First point of contact for all Recruiting and Employee Relations needs. • Resolved employee relations and performance management issues alongside management. Reviewed and approved corrective action plans.• Conducted pay equity reviews / audits to ensure employees were compensated according to market value. • Developed and facilitated New Employee Orientation and Benefits Orientation monthly. • Built new partnerships with schools and community resources, building pipeline for the customer service call center and for claims analysts.

Responsible for Recruiting, Account Management and Employee Relations • Managed fast-paced recruitment for premiere clients. Applied ISO 9002 methods in highly competitive field. Sourced, screened, interviewed and placed temporary and fulltime regular employee placements. Produced 100%+ fill ratio per week. Built pipelines with community resources and schools. • Launched on-site office at Wells Fargo from construction through grand opening during massive hiring surge. Produced policies and procedures. Placed 1000+ with 1 assistant. Developed curriculum and delivered customer service orientation 2 times per week.