Responsible for leading Talent Resourcing for the Americas Region for Arup's 14 offices located in the US, Canada, and Colombia. Responsible for strategically aligning regional and global Talent Acquisition and Mobility strategies and providing innovative resourcing solutions to meet the hiring demands of the firm.

Responsible for driving regional Talent Acquisition agendas, ensuring flawless tactical execution to meet the hiring demands of the company across 10 offices with an employee base of 1,400 and growing. Support business growth by driving pro-active workforce planning to ensure an active pipeline of talent for key roles and reducing time to fill for all positions. Develop innovative and results-oriented Talent Acquisition processes to enable company growth. Lead a team of recruiters in 10 offices across North America and Canada.

Lead a team of high performing Talent Acquisition Specialists and TA Coordinators in the full-cycle recruitment of University, Experienced and Management level hires across all corporate departments. Drive the execution of talent strategies to meet the staffing needs in the areas of Technology (iCIMS Labs), Customer Service, G&A, Marketing, Sales, Account Management, Customer Operations and Corporate Development. Balance workload distribution allowing teams to build strong business partnerships to support the companies’ high growth staffing needs (30% growth + 15% turnover). Collaborate with hiring managers to aggressively fill an average of 280 + positions per year and 40-50 interns each summer. Key Accomplishments• Selected and hired a high performing team of Talent Acquisition Specialists (Recruiters/Sourcers) and Coordinators and through effective coaching and development successfully promoted Talent Acquisition Specialist to Management Recruiter.• Significantly reduced time to fill from 70 calendar days to 37 calendar days and decreased hiring manager interview to hire ratio from 7:1 to 4:1 by enhancing recruiter intake sessions with hiring managers and improving job screening questions, recruiter resume review and recruiter phone screening capabilities.• Successfully implemented and launched iCIMS Applicant Tracking Software to ensure accuracy of data and re-alignment of recruiting processes to allow for operational excellence to be achieved.• Improved Hiring Manager Survey results by 3 points on a 10-point scale by developing recruiter subject matter expertise and talent advisor capabilities focused on providing an enhanced experience for clients.

Developed and drove talent acquisition, diversity and employment branding strategies aligned to corporate nationwide business needs in support of an employee base of 1,000 corporate and 25,000 field based employees. Led executive recruiting and on-boarding at the director level and above across all corporate functions and directly managed and developed a high performing recruitment team responsible for full-cycle recruitment for corporate positions. Developed a “customer led, service driven” recruitment function focused on pro-actively developing talent communities, expanding networks and talent pipelines to deliver “just-in-time” actively engaged talent for anticipated hiring needs. Partnered with outsourced vendor and hiring managers to collaboratively fill an average of 150+ corporate positions and 5,000 + field positions per year.Key Accomplishments• Designed, executed and launched new employment brand strategy and new career site to attract top talent aligned to corporate culture and engagement strategy resulting in receipt of Outstanding Achievement Award.• Consistently reduced year over cost-per-hire by eliminating use of recruitment firms resulting in company-wide savings totaling over 1.5 million and streamlined recruitment processes resulting in improved service levels and dramatically reduced average time to fill from 120 days to 55 days.• Led 3 successful implementations of Applicant Tracking Systems and delivered all projects within budget and on-time. Received the Cendant Horizon Award for outstanding achievement in execution. • Led Human resource project management activities related to the transition of contingent labor vendors to a Managed Service Provider (MSP) program which resulted in company-wide savings year one of over $250,000. • Expanded and enhanced corporate recruitment capabilities by adding full in-house accountability for Executive Recruitment resulting in savings of $334,000 in year one.

Partnered with Human Resource Generalists and business unit leadership to determine strategic organizational staffing needs and developed appropriate sourcing strategies for all levels within store operations. Drove the execution of full-cycle recruitment processes while achieving increases in both quantity and quality of candidates. Managed and developed strong client relationship across 5 demographically diverse markets during a period of disruptive growth in the Northeast market. Exceeded hiring plans during my tenure resulting in the receipt of a Spirit of Starbucks Award. Collaboratively filled an average of 60 to 70 store management and 5 to 10 corporate hires per year.Key Accomplishments• Promoted from District Manager in January 1999 to Regional Recruiter and then promoted again in January 2001 to Senior Regional Recruiter with expanded responsibility for the Upper Mid-Atlantic region, which included NJ, PA, MD, CT and Long Island markets. • Designed and executed workforce planning and succession planning models, which were adopted nationwide after successful execution in the Northeast area.• Established “Center of Excellence” model for Recruitment in the Upper Mid-Atlantic region • Aggressively staffed a region of over 200 stores to fuel rapid expansion of Northeast market through the effective recruiting, screening, interviewing, selecting and hiring high of quality candidates. Awarded Spirit of Starbucks Award for outstanding leadership in exceeding hiring plan.