• Leads the Talent Acquisition (TA) team to own ongoing strategic development of recruiting processes: identifying competitive landscapes, providing insight on competitive benchmarking, defining candidate populations, tracking legal developments and emerging trends.• Aligns talent acquisition strategy to the demands of the business and business units.• Drives innovation and creativity as a key leader in all areas that impact talent, with a focus on delivering operational efficiencies, improving the hiring experience and enhancing the employee value proposition.• Leads sourcing strategy through a variety of channels with an emphasis on passive candidate attraction and maximizing the benefits of candidate pipelining.• Manages, leverages, and challenges existing recruiting strategies, methods, and systems to generate a proactive and efficient approach to sourcing, assessing, and preboarding qualified talent.• Responsible for establishing a framework for workforce planning that other executives and leaders can leverage for a more consistent, structured, forward-looking approach to identify our talent needs.• Responsible for partnering with Leadership Institute to elevate campus recruiting as a key component of AdventHealth’s talent strategy.• Partners with cross-functional leaders to monitor progress against open positions and ensures top quartile performing outcomes using Lean Human Capital and Saratoga benchmarks.The TA Team consists of 250+ individuals that are responsible for hiring over 35,000 employees each year.

Began as a Consultant with BE SMITH to assess and realign recruitment processes and strategies. Hired permanently after joint agreement between Alexian Brothers and Adventist Health - Midwest came together to create AMITA Health. Proceeded to centralize the two Talent Acquisition teams into a shared service model. Collaborate with the Human Resources Directors and the system leadership team to ensure that the Talent Acquisition team understands and exceeds the recruitment needs of the AMITA Health system. Assisted in migration to PeopleSoft HRIS System from two legacy ATS systems. AMITA Health is a joint venture of AdventHealth and Ascension. After migration, moved to Corporate Headquarters in Orlando, FL to lead the entire TA function.

Returned here for a second time as Consultant to advise on strategy and work on specialty Talent Acquisition projects and difficult to fill assignments.

Led Talent Acquisition team to hire positions for all positions in the hospital as well as staff for new state of the art of facility opening in 2015. • Hired to restructure and rebrand a recruiting department that was facing highly publicize staffing issues.• Manage Executive Recruiters that specialize in different practice areas; also personally handled senior executive searches for newly created positions.• Redesigned department to include a sourcing and talent acquisition partner model to improve the processing of high volume traffic and improve the quality of the candidate pipeline.• Reduced overall vacancy rate of 14% to 6.4% including reduction in Nursing vacancy rate from high of 15.1% to 6.6%.• Reduced contract labor usage and need by 60% through filling key positions once occupied by travelers and non-clinical contractors. Implemented a VMS company through extensive RFP process to streamline remaining positions and reduce costs per traveler.• Initiated major RFPs to select new Applicant Tracking System, Recruitment Advertising Firm, Reference Checking Online software to improve processes and automate an outdated manual and paper process. • Successfully managed a relocation of entire office to new location to enhance candidate experience and provide better working conditions for Talent Acquisition team. • Standardized VISA processing of existing employees and developed new process for initiating H1B and PERM visas

Providing sourcing development strategies and developing new networking tools to increase candidate workflow. Also using LEAN principles to streamline processes with new ATS implementation and DDI behavorial interviewing processes.

Provide recruiting and staffing expertise for key positions across the company. Started a staffing department for one division from scratch; use Six Sigma and LEAN tools to improve efficiency, decrease costs, and increase productivity.

Operated an executive recruiting and staffing consulting firm. Recruited the top sales and recruiting individuals for large staffing and corporate departments.

National Recruiting Manager• Manage 18-24 recruiters for the North region covering all major cities between Seattle and New York City. Recruiters primarily recruited for Financial, Medical, and IT professionals. • Implemented multiple sourcing strategies including sourcing teams, SWAT teams, and skill-set focused recruiters. Provided subject-matter expertise to 40 field offices to implement these new recruiting strategies. • Implemented a metric measurement system to track recruiters’ productivity and set benchmarks for future goal setting. (Metric system was featured in trade magazine, Staffing Industry) Increased fill rate of number one account from 11% to 20% in one year. Industry standard for any competitor was 8% average.

Director of Candidate Services• Hired, trained, and mentored new recruiters into the IT industry. Hired and trained over 100 new recruiters for the Dallas market. • Implemented new recruiting processes and created manuals, white papers, and best practices. The office was one of the company’s largest producing offices; the challenge existed in managing 50+ recruiters and account managers for one territory. The second challenge was to provide recruiting to increase flex sales while maintaining the prosperous permanent fee market. Specific Accomplishments:• Awarded certification for CPC – Certified Personnel Consultant, NAPS• Spoke at 1999 Computerworld’s National Recruiter Conference – recognized as speaker with highest evaluations and subsequently chosen to speak at all regional conferences at no expense to employer. • Featured speaker at the regional Computerworld’s Technical Recruiter’s Conference throughout the United States

Responsible for overall corporate recruiting strategy for this high-level E-commerce consulting firm. Opened the Dallas consulting branch and managed 2 recruiters and 2 account executives. Also, had personal production responsibilities for placing consultants on assignments. In just over 3 months, built a database of over 3000 consultants in the local Information Technology candidate pool using the Internet, advertising, job fairs, and networking. Wrote proposals for winning preferred vendor relationship agreements.

Responsible for the direct management of corporate recruiting for CTG’s 50+ offices. Direct reports included 7 regional recruiting managers, 90 recruiters, and 1 Technical Project Manager for the recruiting tools; managed a budget of $6.6 million. Created three specialty-recruiting teams to directly impact the increased demand of CTG’s hiring needs; the teams consisted of the Internet Team, SWAT team, and the Database Cleanup team. Initiated CTG’s selection and conversion team to an updated recruiting database system, Resumix. Implemented a metric tracking system to track successes and weak areas; reports include hires per recruiter, conversion ratio per client, cost per hire, cost percentage compared to revenue, staffing efficiency ratio. Represented CTG in Washington, DC as an active lobbyist supporting the Proposed H1-B quota increase.

Managed recruiting for IT staffing firm