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As the only NA sourcing recruiter within the company, I have used strategy, networking, and data to identify qualified candidates for multiple roles. Supporting Multiple disciplines within the companyIdentified 6 highly technical candidates that received offers within 3 months of my start. Provide aggressive sourcing to passive candidates and screenings for highly technical Senior/Director level Engineering rolesScreen candidates resumes, have introduction calls about the role, qualifications and company. Supporting 20+ different Mid to Director Level technical roles University Recruiting. Reviewing, Screening and submitting candidates for summer internships within the company. Partner with more than 5 Talent Acquisition Specialists to fill externally posted open positionsParticipate in intake calls with Talent Advisors to create effective sourcing strategiesSource passive and active talent using networking, social media tools, ATS (Workday), CRM, and other tools providedSupport external succession planning by building pipelines of talentIntegrate HARMAN’s brand strategy into all recruitment activitySchedule interviews with candidates and hiring managersShare competitive market intelligence with hiring managers and recruiting teamRecommend and implement improvements to recruitment processesUse data to educate Talent Advisors + Hiring Manager on talent availabilityScreening Early Career resumes Currently working on Senior and Director level engineering positions Projects1. Collaborated on a LinkedIn Branding Presentation and presented to University of Michigan Technology students. Information consisted of how recruiters find talent, why your personal brand is important and how to use LinkedIn to find new opportunities.

-Strategically Source, Pipeline, Network, Recruit, and Prepare Sr. Software Development Engineers for Amazon Interview Process.-Use internal/external ATS tools to search Top Talent Globally.-Contact 500+ Passive Candidates Weekly to encourage next steps with me.-Prepare Candidates successfully through personalized research on how to successfully pass Amazon's Technical Interview Process.-Moved Multiple Candidates past the Technical Phone Screen Process. (Usually a 34% Incline, I held 86% + 100% Candidate Satisfaction)-Identified Talent for various roles across Amazon + Connected them with Other Recruiting talent to help them get hired.-Partnering with Recruiters on Various teams to help candidates find homes. -100% Positive Candidate Rating as their Recruiter-Relationship Builder (Created long term relationships with my Candidates)-Work across the business with Sr.Software Development Staff to host Candidate Prep Sessions before going to the Final Interview Stage.Projects: Led the Development of Candidate Preparation Material as well as Recruitment Materials for how to successfully Screen + Prep. Reviewing/Revamping Prep Documents Candidates Currently had and providing candidates with relevant, current, and sufficient interview information that will allow candidates to study purposeful information and increase Offer Extend Ratio. Also, Creating Recruiter speaking templates, Recruiter guide to preparing candidates, recruiter guide to screening candidates.Redesign of Study buddy Program. (Candidate Focused group interview preparation program that leverages Amazon’s current Engineering talent to better prepare SDE3 prospects for their on-site interview.) -Created communication template. Wiki Page Creation that holds all details on the Study Buddy project. Employee Referral Drive. Partner with Hiring Managers to execute a Referral Drive During Staff Meetings. This allows me additional advantage when reaching out to priority talent.

• Serve as HR SME at plant level. Provide SME guidance and advice on policy and legal matters. • Remain single point of contact for All Human Resource/Safety Information. Managing all Human Resource and Safety Policies. • Interpret human resources policies for the plant leadership team and team members throughout.• Creation of new Policies and Implementation across the company. Ensuring all employees follow all policies and procedures. • Serve as SME on benefits at the plant level. Administer benefits programs to include serving as primary contact with insurance providers in resolving team member issues. Management and conduct Annual Open Enrollment. Management of Workers Comp, FMLA, Benefits, Data Analytics.• Streamline all paper processes to electronic solutions. Building a benefits website, on-boarding portal, and internal web based information host.• Management of Full-Cycle Staffing & Recruitment processes for all positions. This includes but is not limited to; identifying staffing needs, recruitment, screening, interviewing, candidate selection, and offer extensions. Responsible for ensuring compliance with all hiring processes.• Succession PlanningProjectsCreate, Design, Distribute a new Employee Vacation Benefit dependent on Tenure and competitive with Market.Create, Design, Distribute New Employee Handbook with updated policies to comply legally. Ensure the safety of Employees and protect the company.Streamline Payment, benefits, Employee Records on HR Database.

• Full Cycle Recruitment, interviews, initiating drug screen and background checks during the pre-employment stage for hourly and salary employees, presenting offer letters and onboarding.• Completing I-9’s• Create & Execute Employee Engagement Activities• ADP & SAP Management• Extensive use of Excel (managing merit increases, running reports, analyzing data)• Create HR Training material. • Analyze Diversity Involvement, Create Diversity Hire Strategies.

• Work in a Manufacturing Union facility • Managed payroll, time & attendance and recruitment. • Ensured compliance with HR policies and handled employee requests.• Collaborated on employee appreciation initiatives and COVID-19 tracking.• Complete exit surveys with employees who are leaving the company• Process terminations within all systems

• Trained, Supervised and recruited restaurant staff• Assess trainee programs with various stages of the training program.• Reviews and communicates training evaluation with training program.