Claudine Farrell Email & Phone Number

Orlando, Florida, United States

As the Global Strategic Leader at Lockheed Martin, I am responsible for guiding the International Integration team in achieving process excellence across the enterprise, spanning multiple countries including the UK, Australia, Poland, Japan, Germany, Saudi Arabia, Norway, and Finland. My role involves defining, executing, as well as fostering internal and external partnerships required to integrate Lockheed Martin programs into these countries.I develop and implement the International Integration Management Plan, a comprehensive strategy aimed at achieving process excellence across the enterprise. My role encompasses defining, executing, and managing operational frameworks, executing workforce plans and enhancing business ecosystems while fostering internal and external partnerships required to integrate Lockheed Martin programs into these countries. I collaborate with programs to integrate their procurement and production opportunities within the host countries, and foster internal and external partnerships to support the integration of Lockheed Martin programs into the identified countries.To be successful in this role, I possess strong leadership and management skills, as well as excellent communication and collaboration skills. I navigate complex international business environments, and have a strong understanding of international business, regulations, and standards. Additionally, I have experience with international integration and program management, and be able to work in a fast-paced, dynamic environment.

Tampa/St. Petersburg, Florida Area

As an HR leader, I have successfully directed end-to-end talent acquisition efforts, driving headcount growth that resulted in double-digit revenue growth, from $400M to $1.5B. My expertise spans large-scale HR functions, including Talent Acquisition, Workforce Strategy, Talent Development, Total Rewards, and HR Business Partners, where I have overseen large teams of professionals.I have transformed the talent acquisition business process, focusing on experience professionals, cleared personnel, diversity and inclusion, represented/wage-determined, veteran, and critical talent hiring processes. My expertise has also been applied to high-stakes proposals, including authoring the Key Personnel section of a $1B won single award program for USSOCOM.In addition, I have developed and maintained staffing metrics for forecasting, hiring, recruiter efficiency, sourcing, underutilization, and recruitment marketing, with an average sector hiring of 1500 direct hires and 4000 annual offers. My comprehensive approach to talent acquisition has also included developing and executing an early career strategy to engage and attract top-tier talent from campus, transitioning military, and diversity organizations.Throughout my career, I have consistently demonstrated my ability to drive business growth, lead large-scale HR functions, and develop innovative talent acquisition strategies that meet the needs of complex organizations.

Washington D.C. Metro Area And Melbourne, Florida

I successfully created a team and led the ramp-up and designed sourcing recruitment strategies for the largest Air Force contract in history, a $55 billion program. My expertise in talent acquisition and sourcing enabled me to implement an effective event model recruiting strategy for passive candidates nationwide.This strategy included a comprehensive sourcing assessment, pipeline development strategies, data analytics to support market research, name generation of prospects, company target lists, and identification of unique professional groups and associations. My approach resulted in the successful identification and recruitment of top talent, meeting the needs of the organization and driving business outcomes.In addition to my technical expertise, I established strong relationships with senior leadership throughout the organization, serving as a trusted advisor and influencer for the function. As the central point of contact for Line of Business leaders and HR partners, I provided strategic guidance and support, driving results and ensuring alignment with organizational goals.My success in this role was marked by my ability to think strategically, leveraging data and analytics to inform my approach and drive business outcomes. My strong relationships with senior leadership and ability to influence results were also key factors in my success, enabling me to drive change and achieve desired outcomes.Overall, my experience as a Senior Manager of Talent Acquisition Sourcing has equipped me with the skills and expertise necessary to drive business outcomes through effective talent acquisition and sourcing strategies.

Melbourne, Florida, United States

I reported directly to the Vice President of the Mission Information Intelligence Systems Division, serving as a trusted advisor and strategic partner to the leadership team. My primary responsibility was to provide expert guidance and support to supervisors and employees across all aspects of human capital management, driving business outcomes and ensuring alignment with organizational goals. My expertise encompassed a broad range of human capital management areas, including workforce strategic planning initiatives, management succession plans, strategic directions, regulations, policies, and laws.I provided counsel and guidance to supervisors and employees on matters related to talent acquisition and management, performance management, employee engagement, and retention. My role was to work closely with the leadership team to develop and implement strategic plans and initiatives that aligned with the organization's goals and objectives. I also collaborated with other HR business partners and functional leaders to ensure that HR initiatives were integrated with business objectives and that the organization was positioned for success.Throughout my tenure, I was responsible for providing guidance and support to supervisors and employees on all aspects of human capital management, developing and implementing workforce strategic planning initiatives, creating and implementing management succession plans, and providing counsel and guidance on matters related to talent acquisition and management, performance management, employee engagement, and retention. I also collaborated with other HR business partners and functional leaders to ensure that HR initiatives were integrated with business objectives and analyzed data and metrics to inform HR-related decisions and drive business outcomes.

Mclean, Virginia, United States

As a professional with experience in Talent Acquisition and Business Development/Capture, I successfully bridged the gap between these two functions by standing up a new function within the Talent Acquisition organization to support New Business/Proposal work. This hybrid role allowed me to leverage my expertise in talent management and business development to drive growth and success for the organization. One of my key accomplishments was leading executive talent management initiatives, including executive coaching programs, leadership development workshops, and strategic succession planning. These efforts contributed to a 20% increase in leadership effectiveness, demonstrating my ability to drive results and improve organizational performance.As a collaborative leader, I worked across functional areas, including HR, Proposal Center Staff, Executive Leadership, and Program Management, to support ID/IQ, GWAC, and Task Order bids for SAR/Intelligence programs for the DoD. I stood up Northrop Grumman's Future Revenue Recruiting model to support a 15,000 FTE organization. This involved developing recruitment and management training programs, concepts of operations, and execution of strategy. My expertise in proactive sourcing strategies and tactics was instrumental in developing effective recruitment plans for some of Northrop Grumman's most difficult skill sets, including fully cleared IT and Engineers supporting the intelligence community. Throughout my tenure, I was directly responsible for participating in Black Hat reviews, color team reviews, bid/no bid decision meetings, and protest decisions for programs with ceiling values exceeding $8B. I also authored the staffing volume deliverable for a $7 Billion ID/IQ Northrop Grumman classified program and managed talent delivery strategy for national security programs with clearance levels ranging up to Top Secret/SCI with Full Scope Polygraph.

Bachelor Of Arts - Ba, English Language And Literature

Masters Of Science, Human Resources Management