• Supervise full-cycle recruiting activities with a team of 5 coordinators to manage and coach across 10 domestic and international business units.• Responsible for full-cycle recruitment for technical, hard-to-find, sales, and leadership across the organization. • Integrate a higher brand exposure via social platforms• Developed and executed a proactive recruitment strategy to meet the company's rapid growth objectives, resulting in a 30% improvement in time-to-fill for critical roles.• Served as Recruitment Business Partnered with senior leadership and hiring managers to align recruitment strategies with overall business goals, ensuring proactive talent acquisition efforts aligned with existing and upcoming contracts.• Partnered with the hiring manager in job description, role approvals, and succession planning.• Spearheaded data-driven recruitment processes to target time to fill, retention rate, time to hire, time to offer, cost per hire, and overall KPIs analytics.• Implemented a 30-60 follow-up survey to rate the overall recruitment feedback and position retention. • Partnered with hiring manager and senior leaders to determine to forecast staffing needs according to season, turnover, new contract, or volume request. • Developed and executed cost-effective strategies and generated positive ROI within the first year of employment via sourcing pipelines and process enhancement. • Served as a business partner with the Labor Director on CBA (Union) mandates as needed according to Recruitment standings.• Negotiate and managed contracts with third-party recruiting agencies • Lead an ED&I framework collaborating with local organizations to enhance the talent pipeline.• Led the ATS transformation system from Workday to UKG within the recruitment and onboarding modules.• Maintained compliance with employee-related federal, state, and local regulations• Developed branding marketing strategies to network and create brand awareness.

• Serve as a partner for HR and Talent Acquisition strategies with ELT (Executive Leadership Team) and SLT (Senior Leadership Team) to align operational business strategies across the organization through HR practices.• Developed HR and Recruitment KPIs to measure and align business outcomes.• Collaborated with Industrial Engineers to streamline processes and procedures.• Acted as the lead consultant for employee relations, workforce planning, and compensation strategies according to business needs for the 13 US and 1 Puerto Rico stations.• Led talent development initiatives, including succession planning and leadership development programs, that directly contributed to increased internal promotions.• Managed full-cycle recruitment activities in regional zones to meet business unit hiring needs with short- and long-term value.• Implemented business programs and policies to accelerate employee retention to lessen turnover and cultivate a positive environment i.e. referral program, shift differential across, performance evaluation, and promotion.• Oversaw DOT compliance for affected roles, and safety protocol for designated stations ensuring company policy and state and federal regulatory laws are followed.• Implemented a compensation analysis for all cargo operating stations for front-line workers reducing turnover by 10% and increasing applicant traffic to designated locations• Partnered with People Insights Partner to fulfill reporting requirements for Labor Statistics, and Affirmative Action Plan.• Maintained compliance with employee-related federal, state, and local regulations• Coordinated and attended job fairs to bring in local talent for long-term and seasonal positions.• Coordinated and partnered with leaders on performance evaluations, supervisory practices, dispute resolution, improvement plans, and employee accountability.

• Managed end-to-end recruitment for a wide range of positions, including senior executives and technical roles, across various departments involved in full-cycle recruiting for 12 stations.• Transitioned employment application processes from manual to electronic by implementing and building efficiencies within Paycom and ADP Application Tracking System (ATS).• Worked in partnership with HR Manager to construct, implement, and improve recruitment strategies to support talent acquisition including recruiting policies, interviewing, selecting, hiring, and onboarding candidates.• Developed talent development strategies and Standard Operating Procedures for consistency and stabilized recruitment practices.• Conducted market research and talent mapping to build strong pipelines for high-demand roles, improving candidate flow and reducing time-to-hire.• Collaborated closely with hiring managers and HR teams to develop clear job descriptions, interview guides, and effective selection criteria.• Reduced frontline worker turnover and partnered on a succession plan with the Director of Warehouse Ops.• Support company image and the attraction of the right talent by engaging and communicating with interested applicants on a variety of platforms.• Organized and coordinated job fairs to enhance the candidate pipeline.• Oversaw orientation and initial training classes for all new hires to ensure compliance and company values are met.• Managed employee disputes by employing conflict-resolution techniques with managers and directors• Trained and guided HR new hires on best HR practices to maintain high productivity and performance metrics.• Maintained optimal staffing levels by tracking vacancies and initiating recruitment and interview processes to identify qualified candidates.