Bryce Morris Email & Phone Number

Seattle, Wa, Us

Seattle, Washington, United States

Seattle, Washington, United States

• Managed the TA Ops program for the Amazon Web Services (AWS) division, creating and supporting best-in-class programs for the new hire onboarding experience across external hires, executive hires, and internal transfer hires, enabling the Talent Acquisition (TA) team to work to execute the process and drive operational excellence effectively.• Led a team of ~10 FTE and ~11 contract employees executing the full cycle onboarding processes and programs in North America (US, Canada, and Mexico), supporting new hires, including engineers, recruiters, human resources, information technology, executives, sales, and business operations roles.• Created and implemented a comprehensive New Hire Orientation (NHO) plan to ensure standardized processes, effective new hire training, and communication with new hires throughout the entire process through Day 1 check-in to enhance the employee onboarding experience.• Accountable for leading and implementing training/performance improvement strategies, technologies, methodologies and procedures for standardization and delivery throughout the organization.• Partnered with Amazon's Talent Acquisition and HR organizations to lead cross-functional programs, building tools and processes to enable partners to successfully execute the onboarding process, including tracking progress in ICIMS. • Gained ownership over the Bar Raiser in Training (BRIT) Program, building an interviewer pool of leaders to enhance candidate experiences and identifying top talent supporting the hiring needs of AWS's largest global TA team.• Managed the BRIT interviewer graduating experience to ensure all interviewers were trained on all skills and product knowledge and provided detailed performance metrics to leadership and the broader team to show the impact of the BRIT program.• Tracked data that affected candidate onboarding experience, identifying opportunities for team and stakeholder education and is used to improve systems and candidate experience.

Seattle, Washington, United States

• Created a global automatic training assignment ensuring compliance with policies while increasing training adoption by 30%• Established a global process to reduce missing interview feedback by 60% to accelerate Program participants to graduate faster• Launched a Making Great Hiring Decisions campaign to interviewers who had not taken the required training, leading to a 10% non-compliance rate, which was reduced from 32%• Created QuickSight analyses and dashboards to automate pre-hire task tracking for candidates, saving time and resources• Developed 3 employees leading them being promoted within the company• Built training and workshop materials, including developing training courses, topic briefing papers, and e-learnings for program efficacy, and worked with cross-functional teams, key stakeholders and SMEs to deliver information in an organized curriculum on an ongoing basis.• Implemented standard operating procedures (SOPs), service level agreements (SLAs), and key performance indicators (KPIs) to ensure operational excellence and standardization, resulting in an increase in customer and recruiter satisfaction ratings.• Centralized SOPs storage after gaining regional and global alignment with the EMEA, APJC, and AMER region point-of-contacts (POCs).

Seattle, Washington, United States

• Managed relationships with the Workforce Staffing (WFS) and High-Volume Hiring (HVH) teams to drive global initiatives, track performance, share best practices and accelerate hiring for 1M new hire candidates and existing employees.• Responsible for enhancing candidate and employee communication processes and practices, providing business partners and managers insights to improve the candidate experience, and developing projects to impact talent acquisition through technology enhancements and innovation from project ideation to implementation.• Developed change management processes that improved project management tracking, project ownership communication and housing, and accessibility of HR data within the internal CRM (YETI).• Established and maintained a culture of continuous improvement, providing thought leadership and influencing change within the ACCS organization, and provided POC for business leaders to identify and drive data-driven recommendations that improve performance, retention, and the employee experience.• Provided escalated support during the offer presentation and acceptance lifecycle, addressing 50+ weekly tickets, working with candidates, hiring managers and recruiters to address issues and provide seamless execution.• Monitored mandatory onboarding task status and leveraged cross-functional teams to resolve defects and reduce opportunities for start date delays due to internal processing errors and candidate action delays.• Recognized gaps within the pre-hire process and developed implementable solutions to meet business objectives, considering the implications of change on the organization and all stakeholders.• Fostered partnerships across business lines and executive leadership teams by creating effective conflict and change management communications to optimize the new hire experience beyond day 1.

• Built a quality and training program from scratch that tracked KPIs that improved quality scores from an average of 78% per associate to 98% per associate• Launched a new outsourced team escalating contacts from Tier 1 associates, saving $103K while increasing customer experiences• Created help content, self-directed learning modules, and instructor-led training (ILT) for the global process and played a key role in creating a comprehensive knowledge base and training materials for new hire orientation on company policies, processes, and procedures.

Seattle, Washington, United States

• Led an elevated support team comprised of 8 ACCS Specialists and 5 HR Specialists located in Seattle and India, providing email, chat, and phone support for 300K+ current employees and candidates going through the pre-hire process in the US and Canada, successfully resolving complex problems which were preventing candidates from advancing to their Day 1 starts.• Developed KPIs, benchmarks, and metrics for the support team on prioritizing support tickets to exceed business SLAs and performing monthly random quality assurance checks of the support team, providing coaching to improve performance.• Created support team training and knowledge content materials to enhance their skills and capabilities and optimized their work assignments to achieve service goals.• Partnered with ACCS to ensure that all intake sessions (Day 1 New Hires) are ready to start the day proactively, identifying and managing risks/issues by auditing all new hires during the hiring and orientation processes.• Collaborated with team to identify opportunities to enhance the case management processes, decreasing the processing time for requests from candidates to resolution.• Audited I9 reports, badge photo reports, and drug screenings and submitted access requests for new associate reports, identifying where there may have been issues in the pre-hire process and driving improvements.• Reviewed candidates’ I9 reports, background checks, drug test results, and verified employee personal information before their hire start date, and identified where there may have been issues in the pre-hire process to drive improvements by generating reports using Salesforce/CMS.• Supported New Hiring Events (NHE) and New Hire Orientations (NHO) activities, resolving candidate escalation issues by contacting them to identify issues and assisting candidates with virtual NHO technology issues.

• Created a dashboard to monitor KPIs which reduced Manager reporting time by about 24% per associate• Aligned the tech team to prioritize my system enhancement, which led to an 18% increase in case resolution for my team per day

Seattle, Washington, United States

• Responsible for managing, addressing, and closing out 500+ weekly candidate and employee escalation tickets for the WFS and HVH business areas involved in assisting 200K+ current employees and candidates.• Acted as the go-to escalation point of contact, providing solutions to complex employee cases, showcasing strong problem-solving and communications skills exceeding customer satisfaction scores.• Offered dedicated support to recruiters and HR leaders, addressing recruiting queries, providing organizational support, and implementing effective support practices.• Utilized email and chat to communicate with individuals who submitted trouble tickets escalated by the HR team regarding candidate support issues, including application, assessment, Background check and drug test, scheduling issues, system issues, etc., within SLA.• Utilized Salesforce to change the information about candidates, schedule meetings, and make notes about their hiring progress.• Assigned and optimized a new work stream to reduce case completion time to 8 business hours, which was a 40% faster completion rate

Greater Seattle Area

• Identified and resolved a tech issue facing candidates, which removed 18% of candidate blockers in the top of the funnel (Amazon)• Implemented DocuSign, which reduced candidate burden and time by 60% (Omeros)• Partnered with a third-party administrator, HR, Safety, Legal, Payroll, Benefits, team members and other departments/systems as appropriate.• Attained the highest participant satisfaction rating for the team, with 96%. (Amazon).• Resolved all tickets with SLA and with 0% defects, which resulted in being asked to take on additional tasks beyond the role. (Amazon)

Greater Seattle Area

𝐂𝐥𝐢𝐞𝐧𝐭𝐬: 𝐀𝐦𝐚𝐳𝐨𝐧 / 𝐎𝐦𝐞𝐫𝐨𝐬• Contracted to Amazon and Omeros, providing support in various areas of the new candidate recruiting, hiring, and onboarding processes, including satisfaction of hiring contingencies, building enhancements to mitigate defects and process variation, and providing weekly reporting to management. • Led hiring and staffing project initiatives for multiple locations, working across the staffing team’s area of responsibilities, including the candidate interviewing experience, maintaining the recruitment application tracking system, and streamlining the recruitment processes, resulting in faster and more effective hiring outcomes.• Accountable for pre-employment and onboarding activities for employees, temporary workers, and contractors, providing a strategy for internal communications for hiring managers to receive up-to-date onboarding information and resources for new hires.• Served as employee and new hires' main point of contact for questions regarding I9, Visa, Benefits plans, IT Equipment, Legal matters, and Employment Verification, reducing complex and escalated support cases by developing the right solution and ensuring quick resolutions.