Coleen Johns Email & Phone Number

• Delivery governance for Enterprise portfolio. • Utilize KPI data to drive decision-making and improve recruitment processes, ensuring high-quality outcomes. • Optimize the performance of the recruiting team to meet the organization's hiring needs while ensuring high-quality outcomes using target setting and key performance indicators (KPIs).• Develop workflow and allocation governance ensuring activity meets client delivery expectations. • Lead centralized team of highly skilled recruiting professionals, partnering with all levels of leadership to fill roles timely and effectively across multiple markets and client service lines.• Translate growth strategy into actionable plans to drive business growth and ensure timely filling of roles across Enterprise portfolio.

• Drive national recruitment strategy for Virtual Recruitment Group• Lead Managers to coach and develop high performing teams of offshore and onshore recruitment professionals• Manage profit and loss financials • Create and manage SLAs and KPIs• Understand and educate clients on dynamics of local market, labor trends and workforce management efficiencies

• Drive client strategy regarding client satisfaction, growth, profitability and continuous improvement• Lead onsite client teams to drive efficiencies and growth opportunities• Manage profit and loss financials for $100M portfolio• Develop strategy around client workforce pain points and areas of opportunity to create efficiencies and cost savings• Create and manage SLAs and KPIs• Understand and educate clients on dynamics of local market, labor trends and workforce management efficiencies

• Provide high level, strategic direction to high volume RPO clients. • Manage people leaders to coach and develop a team of high performing Talent Acquisition professionals. • Build overall budget and financial forecasting for $8 million portfolio. • Leverage data/metrics to drive talent acquisition operations and business decisions. • Partner with Sales and Solutions Team to participate in sales pursuits. • Develop and maintain ManpowerGroup cross brand relationships to grow clients

• Oversee day to day recruitment processes for high volume RPO clients in retail, distribution centers, engineering and automotive. • Manage recruitment delivery team of 115 resources. • Drive financial success across client programs building over $6 million in annual revenue. • Maintain profit and loss financials for all client programs. • Analyze, develop and implement talent acquisition strategies for client programs. • Create and present quarterly business reviews to client and company executives.

• Manage business relationships for technical groups (employee base of 1000). • Manage contract recruiters. • Lead 9 member Best Practices Committee to establish and implement projects across Talent Acquisition Center of Excellence• Partner with finance and human resources to manage headcount budgets• Implementation team member for new, enterprise wide recruiting platform• Create university hiring initiative for Network Engineering business group (employee base of 300)• Train and mentor new recruiters

• Executed full life cycle recruitment for all levels of the organization.• Developed non-traditional recruitment strategies. • Implemented college recruitment/internship plans. • Decreased days to fill by 25% and external agency usage by 75% in first year. • Developed candidate marketing materials.

• Promoted from Corporate Recruiter to develop and implement national firmwide recruitment strategy. • Evaluate, assess and recommend candidates for CEO, CFO and COO positions within hospitals. • Manage 3-member talent acquisition team to support a 500-employee population within corporate headquarters. • Negotiated contracts with internet recruitment sites. Achieved companywide average position price drop from $105 to $52 to effect projected annual Year 1 savings of $381,000. • Worked with corporate IT function to design a “home grown” software application allowing all 128 hospitals to simultaneously post key positions on 3 distinct job boards. • Proactively identified need for first UHSwide e.Recruitment ATS solution, with annual applicant flow of 6,000. • Assembled and lead UHS-wide task force of 5 hospitals, to select, evaluate and implement software package. • Supervise deployment of domestic and international executive relocation policy, facilitating 62 moves in calendar 2006.

• Strategically sourced and assessed candidates for corporate office roles (e.g. Accounting, IT, Legal, Marketing, Human Resources through Director level). Attained a 100% fill rate, with an average of 57 roles filled annually over 4 years. • Built extensive recruitment metrics reports to analyze trends in turnover and recruitment life cycle. Presented recommendations to corporate officers around strategies to decrease time-to-fill and cost-per-hire metrics.