As the first hire in the Recruiting Operations function, I have been tasked with building and scaling recruiting operations to support the company’s rapid growth, helping the organization scale from 300 to 625+ employees. My focus has been on developing and executing a comprehensive recruiting operations strategy, empowering the Talent Acquisition team to act as a strategic partner through optimized workflows, systems, and processes.Key Responsibilities and Achievements:Developed and executed recruiting operations strategy, enhancing operational efficiency and effectiveness across the hiring process.Created and maintained end-to-end process documentation, enablements, and systems to drive operational excellence in recruitment.Updated and managed the employee referral program, resulting in 30% of monthly hires coming from referrals.Developed and delivered interviewer and hiring manager training programs, achieving 100% participation across the organization.Vendor management for key recruitment platforms, including Greenhouse, BuiltIn, GEM, LinkedIn, Talentwall, Glassdoor, and CodeSignal.Acted as Recruiting Lead for the Greenhouse and Workday integration, which automated processes for new hires, onboarding, and referral/sign-on bonus payouts.Led the creation of a contingent worker conversion policy through cross-functional collaboration with People, People Operations, Legal, and Total Rewards teams.Collaborated with the Total Rewards team to create and implement a pay transparency policy, ensuring 100% compliance with state and federal laws for all job postings.Successfully manage a team of 5 Recruiting Coordinators, driving operational efficiency and supporting recruitment efforts across the organization.

*Position eliminated*In this role, I established and led the Global Talent Acquisition Operations function from the ground up, transforming it into a strategic and collaborative partner within the organization. My responsibilities centered around creating and implementing an operations strategy focused on efficiency, accuracy, and the seamless integration of systems and processes across the recruitment lifecycle.Key Responsibilities and Achievements:Developed and executed the Talent Acquisition Operations strategy, enabling the team to serve as a strategic partner to recruiting by optimizing workflows, systems, and processes.Led the end-to-end process creation, documentation, and enablement for all Talent Acquisition processes, systems, and tools to drive operational excellence.Implemented real-time data analytics for Talent Acquisition, including interactive dashboards via Looker and Quarterly Business Reviews (QBRs) to provide actionable insights.Spearheaded the redesign of the recruiting experience for both candidates and hiring managers in collaboration with senior leadership to enhance the overall recruitment journey.Built and managed a fully staffed team, including:Manager of Recruiting OperationsManager of Recruitment CoordinationSenior Talent Acquisition Data AnalystSenior Recruiting Operations SpecialistSix Recruiting CoordinatorsInternal Mobility SpecialistUniversity Relations Recruiter/SpecialistOversaw the implementation and management of a comprehensive tech stack, including Greenhouse, GEM, Workday, and Looker, to streamline operations and enhance the talent acquisition process.

I was responsible for establishing and leading the Talent Acquisition Operations function, a new initiative within the organization. In this role, I oversaw a broad range of operational activities to enhance the efficiency, accuracy, and effectiveness of the Talent Acquisition team.Key Responsibilities and Achievements:Greenhouse system administration, including process improvements, documentation, and training to optimize the recruitment platform.Served as the Talent Acquisition Lead for the Greenhouse/UltiPro systems integration project in collaboration with HRIS, streamlining the integration between systems.Vendor management for platforms like Indeed, LinkedIn, Glassdoor, Handshake, BuiltIn, and ZipRecruiter, including overseeing monthly and annual vendor budgets.Established Quarterly Business Reviews (QBRs) with key stakeholders to provide insights and recommendations on recruitment metrics and performance.Created and maintained weekly/monthly Talent Acquisition reporting to deliver data-driven insights to leadership.Oversaw new hire onboarding in coordination with the Training team, ensuring a seamless onboarding experience.Managed the Talent Acquisition SharePoint site, keeping it up to date with relevant information and resources.Led various recruiting operational platforms, programs, tools, and systems to support the Talent Acquisition team's efficiency.Managed a team of:Recruiting CoordinatorsSenior University Relations SpecialistTalent Acquisition Data Analyst

*****contract ended due to COVID-19*****

*****Formerly Liaison Technologies - Acquired December 2018******Impacted by a reduction in force*• Responsible for creating, documenting and delivering the Talent Acquisition process for the entire organization• Reviewed, expanded and developed sourcing strategies to target senior level talent• Oversaw the entire recruitment process for open positions including posting, screening, interviewing, evaluating, and selection through offer/on boarding stage.• Responsible for growing social media presence in regards to Talent Acquisition and Talent Management by creating and managing the relationships with the following vendors: - CareerArc, LinkedIn, Facebook, Twitter• Promoted Liaison’s talent brand through online social media efforts, community business events, college recruiting efforts and general networking• Created and managed third party vendor list in regards to staff augmentation and consulting resources• Developed and conducted training (webinars and presentations) on recruiting/hiring practices for internal hiring managers• Expanded and delivered new hire orientations• Created and executed talent acquisition strategic plan on an annual basis• Managed annual budget against recruiting resources, third party fees and scheduled events• Created new job family and compensation structure for the entire enterprise

• Accountable for building and managing the strategy around attracting, engaging and hiring early career professionals against industry standards and making necessary changes to ensure a high level of performance• Outlined and documented the university recruiting process to ensure enterprise-wide compliance• Evaluated and updated the targeted schools list based on four levels: o Core, Tier 1, Tier 2 and Tier 3• Responsible for developing, and maintaining, a strong brand with targeted schools • Directly pipelined potential talent for the Internship and Analyst Programs• Worked directly with other TA and HR leaders to identify potential opportunities for early career professionals• Partnered closely with several Employee Resource Groups (ERGs) to utilize resources for university events on and off campus

*Position eliminated*• Responsible for building and staffing an internal sourcing program for Talent Acquisition from the ground up.• Developed sourcing strategy and implemented enterprise wide • Determined appropriate sourcing venues such as job fairs, open houses, networking, local-recruiting marketing campaigns, employee referral programs, co-op programs, employment agencies, social networking and targeted websites. Promote the company Brand to candidates and external service providers • Partnered with other Centers of Excellence to oversee TA programs & processes including: compliance, immigration/I-9s, process improvement, analytics/reporting, background verifications, social media, university relations, vendors, TA strategies/solutions, and out-of-scope recruiting providers • Managed TA performance against established key metrics. Maintained all supporting records and data, including applicant flow statistics for EEOC reporting. Provided accurate and timely reports and communication to management, hiring managers, Human Resources partners. • Managed other Talent Acquisition Resources including Recruiters, Sourcing Specialist, Recruiting Coordinators and Program specialist. • Technology lead for Talent Acquisition in regards to the transition from Ceridian Evolve to Workday: - Developed process flow documents for Workday Recruiting Module - Developed training documents for Workday Recruiting Module - Involved in configuration and end-to-end testing• Responsible for identifying and implementing Smashfly CRM tool utilized by the Sourcing Program for candidate pipelining and data storage.• Responsible for growing Social Media presence in regards to Talent Acquisition by creating and managing the relationships with the following vendors: - Beyond.com, TweetMyJobs, LinkedIn, Facebook• Managed relationships with Monster, Careerbuilder, Beyond.com, TweetMyJobs, LinkedIn, Facebook and the Arland Group

May, 2013 to July, 2013Program Manager, Talent AcquisitionOctober, 2011 to May, 2013Project Manager, Talent Acquisition• Talent Acquisition point of contact in regards to regards to the integration of new company acquisitions ranging from 20 employees to 5,000+ employees.• Responsible for developing and executing training for existing talent acquisition departments within newly acquired companies.• Worked directly with internal HR Business Partners as well as existing HR contacts within newly acquired companies to ensure a seamless integration into McKesson• Responsible for helping to manage the relationship between McKesson and PeopleScout, a third party vendor selected to execute McKesson’s new Talent Acquisition Sourcing Program• Responsible for periodic process checks in regards to TA Sourcing Program to ensure proper execution of program and to identify areas of improvement and develop the appropriate training needed• Successfully managed a 200+ position recruitment process outsourcing (RPO) project which included multiple business units due to increase in business needs. Direct contact between PeopleScout (RPO vendor) and internal McKesson Talent Acquisition in regards to resource training, requisition/candidate tracking, reporting, etc.• Responsible for project creation and management of REM (Rapid Engagement Model) Recruiting Model for unexpected increases in hiring needs that cannot be handled by internal Talent Acquisition resources.October, 2006 to October, 2011Senior Talent Advisor• Previously supported the full life cycle recruitment process for the Horizon Clinical (Upgrades and Implementations), HzERM Development and Homecare divisions.• Previously supported RelayHealth Pharmacy Solutions – formerly Per-Se Technologies – division (October, 2006 to October 2009), Domain Expertise and Customer Education Solutions divisions.• Managed on average 20 to 25 active job requirements on a weekly basis