Facilitates 20+ full-cycle recruiting processes for all available employment opportunities, from entry-level, temporary positions to C-Suite and Executive-level roles, including VP of Research & Data, Superintendent in Residence, Policy Partner, Head of Marketing & Development, and others.Sources and maintains a pipeline of highly qualified candidates for hard-to-fill and niche positions through in-person networking and online sourcing tools.Manages various aspects of HRIS functioning, including ATS processes, new-hire onboarding, full lifecycle record management of employees, job and salary changes, terminations, time and attendance operations, and reporting.

Optimized organization ATS, recruitment process, and onboarding integrations (i.e. background check)Reduced candidate wait time by implementing automated and direct interview scheduling while also integrating MS Teams to create personalized interview experience for remote workersAttract top diverse talent for difficult-to-fill positions by using creative sourcing strategies and building relationships with key stakeholders and creating a memorable candidate-experienceImmediately establish trust and partnership with candidates and hiring managers, facilitating an enjoyable and comfortable experience, and achieving 100% satisfaction from recruitment surveysSuccessfully recruited top executive-level talent within the 2023 calendar year, including Chief Financial Officer, Chief of Staff, Director of Human Resources, Area Director, Director of PMO and Associate Senior Region DirectorOptimize the HR system by implementing effective communication strategies and developing user-friendly training materials.

First full-time dedicated recruitment professional to join the team and was tasked with defining and enhancing the recruitment process and candidate life-cycle. Successfully filled 20+ newly created roles at the company in addition to filling vacancies due to attrition during first year of hire.Managed full-scale recruitment for all permanent and temporary positions at AVID Center, from initial intake with the hiring manager through candidate onboarding.Enhanced recruitment processes through cleaner tracking, documentation, and manager visibility. Passively recruited candidates through external databases and social media platforms.Facilitated active and consistent communication with all stakeholders throughout the entire recruitment process, including candidates, hiring managers, interview panel members, HR, and executive team.Collaborated and strategized actively with all levels of leadership on recruitment best-practices.

Worked under Chief HR Officer on company-wide initiative to recreate the compensation structure of the company, including redesigning salary grades, updating job descriptions and titles, pricing all job titles and aligning them within a formal salary structure.Solely responsible for analyzing compensation trends and market data to competitively and fairly price all job titles.Managed the annual merit cycle for 5,000+ employees and monitored merit spend through custom reporting and thorough analysis.Coordinated large-scale adjustments and subsequent compression adjustments in response to San Diego’s increased minimum wage.Partnered with Senior Leadership and Executive team to coordinate, educate and align on internal compensation processes.Stayed current with compensation and general market trends and compensation legislation; utilized the Economic Research Institute and other applicable market data sources to ensure equitable pay and recommended process improvements to ensure compliance.Responded to inquiries and requests from managers and staff for special compensation reviews and adjustments.

Collaborated with HR Business Partners and Senior Managers in PNC’s Bank on Demand group to offer consultation and analysis on compensation practices, job profile creation and maintenance, and ensure accuracy in treatment of employee compensation data.Conducted reporting and compensation processing for annual Pay for Performance cycles for PNC’s 25,000+ Retail employees.Effectively used data to show trends and offer guidance to senior management in making key employee-related business decisions.Performed essential administrative duties in support of PNC’s Talent Framework agenda, a multi-year talent initiative designed to reinvent PNC’s compensation structure, consolidate and redefine job profiles, and shift PNC toward a talent-focused culture for all 55,000+ employees.

Year-long rotational program through four key Centers of Expertise in HR (i.e. PNC University, Employee Relations, Total Rewards, and Talent Acquisition).PNC University: Lead project as lead Project Manager to automate training reports for PNC’s Bank Operations Line of Business.Employee Relations: Performed duties of a consultant in the Employee Relations Information Center (ERIC) by answering employee/manager questions related to PNC policy and Code of Ethics, as well as filed unemployment claims.Total Rewards: Created multiple automated compensation statement templates in Excel to streamline manual processes in the Year-End Pay for Performance cycle.PNC Living Well: Completed and achieved ranking on the 2015 Working Mother magazine “100 Best Companies” award application through extensive data collection, analysis, and brainstorming sessions.Talent Acquisition: Recruited, interviewed and selected qualified candidates for high-volume requisitions such as Teller, Customer Service Associate, and Branch Financial Sales Consultant positions in the Southwestern Pennsylvania Retail Market.

Developed a functional scorecard prototype, with a group of 10 interns, which included key metrics showing HR’s direct influence on the overall business outcomes of the PNC enterprise.Revamped a SharePoint site used by a key team within PNCU to make a more user-friendly and intuitive organization of documents.Assisted a team tasked with marketing the launch of a new leadership development program within the company.