David Wallace Email & Phone Number

Alexandria, VA, US

Alexandria, VA, US

Washington, District Of Columbia, US

Reports directly to the Vice President of Corporate Services, playing a pivotal role in shaping the workforce, ensuring the acquisition of top-tier talent to further strengthen LS Technologies' commitment to excellence. - Manages the full-cycle recruiting process, including requirements development (job description, pricing, posting), candidate.

Alexandria, Virginia, US

Reported to the Director of Human Resources, overseeing full-cycle recruitment processes for vital positions requiring cleared individuals in domains including test and engineering, specialized SETA, cyber, program management, and emerging technology integration within the U.S. Government, Combatant Commands, Allies, and partners. Collaborated with the.

Mckinney, Texas, US

• Reported to the Vice President of Talent, led a remote recruitment team of 10, fostering quick thinking, proactive talent acquisition, and sourcing strategies. Recommended and executed innovative talent branding.
• Led a remote recruitment team of 10 in an environment that encouraged quick thinking, aggressive sourcing skills and a proactive approach toward talent acquisition and sourcing strategies.
• Provided guidance surrounding hiring, resource management, capacity planning, leadership, training, mentorship, performance management, and support for the talent acquisition organization.
• Served as subject matter expert on the Human Resources Leadership Team (HRLT), supporting fellow member and HRLT initiatives when appropriate and as needed.
• Improved the efficiency and effectiveness of talent acquisition processes through the ongoing assessment and development of consistent, standardized processes for sourcing, screening, interviewing and developing.
• Managed external partnerships with colleges, job boards and staffing agencies.

Cary, NC, US

• Directly reported to the SBC President, serving on the Executive Management Team to develop workforce plans, budgets and hiring forecasts in existing and emerging Manufacturing industry markets. Assisted the company.
• Developed, executed, and led full life cycle recruitment strategies and policies to source, evaluate and select qualified talent for internal hires.
• Advanced the capabilities of the Talent Acquisition Manufacturing Team by providing on-going coaching, support, and development for new hire employees.
• Assisted with organizational efforts to maintain and improve company culture.
• Built strategies and programs that attracted, retained, promoted, and grew a diverse workforce from 13 employees when arrived in November 2020 to 31 employees upon departure in May 2022, in support of company objectives.
• Created relevant and timely reports on talent acquisition metrics, statistics, and trends with proactive recommendations on required actions to constantly meet staffing goals and deliver on strategies and hiring.

Cary, NC, US

• Directly reported to SBC President, served as member of Executive Management, tasked with evaluating Military and Veteran programs, devising recruitment and partnership strategies for future staffing needs.
• Led the creation and execution of SBC DoD SkillBridge Internship Program, designed for attracting transitioning service members, onboarding 18 candidates within first 6-months.
• Performed full lifecycle recruiting that resulted in direct employment of three veterans, three military spouses, and with the SBC DoD SkillBridge Internship Program, increased number of employees by 210% in a 7-month.
• Applied D&I approach in company-wide recruitment operations that included sourcing new talent, screening, interviewing, and onboarding, facilitating growth of Military and Veteran program by 150%.
• Oversaw implementation and delivery of programs, ensuring organization’s communications objectives are met, creating inclusive corporate culture aligned with business long-term vision.
• Developed performance metrics to measure and monitor effectiveness of diversity initiatives, including Military and Veteran program.

Amherst, MA, US

• Short-term contract to create and lead the Military and Veterans Affairs’ Career Transition Program. Responsible for managing the full cycle recruiting process for transitioning service members with emphasis on.
• Member of the 7 Eagle Group leadership team that set vision, strategy, and goals for the Military and Veterans Affairs programs.
• Led, developed, and coached a 3-person Military and Veterans Affairs team to achieve performance outcomes.
• Fueled program growth and company brand by sourcing, identifying, screening/interviewing technical and professional active and passive transitioning service members for DoD SkillBridge Program. Built effective.
• Consulted and regularly communicated program needs, analyzed actual performance versus P&L budget and forecast. Provided weekly, key metrics to applicable business partners and leadership.
• Developed, executed, and drove full life-cycle recruitment strategies (Internet, Social Networking, personal networking) for Military and Veterans Affairs Program.

Bethesda, MD, US

• Established and administered implementation of HR best practices, facilitating advancement of D&I lifecycle strategy to ensure effective running of recruitment, talent acquisition, and employee retention. Coordinated.
• Partnered with Business Area and HR executives to develop innovative training initiatives, such as SkillBridge and Department of Labor apprenticeship programs.
• Appointed as Program Manager for the Military Veteran Business Resource Group (BRG), providing expert advice about veteran hiring and training processes, ensured relevant measures were in place to recruit and upskill.
• Liaised with executive leadership, leveraging subject-matter expertise to assist with the formulation of inclusive HR policies and processes, advocating for the employment of women (particularly military spouses).
• Ensured company HR operations complied with EEOC, ADA, OFCCP, and 504 regulations. Maintained updated applicant flow data to enable the implementation of Affirmative Action Plans.
• Collaborated with cross-functional divisions to facilitate employee engagement, increasing interaction between management and workers by 60% to formulate plans for job vacancies.

Bethesda, MD, US

• Arranged and conducted training for managers, guiding and supporting new managers to effectively lead military programs. Coordinated with Enterprise Stakeholders, facilitating communication and collaboration between.
• Established mutually beneficial synergies between joint military and community partners, advocating for the employment of military veterans through Hiring our Heroes, JP Morgan Chase’s Veteran Job Mission; Department.
• Leveraged expertise and existing relations with key stakeholders to inform prospective employers on the value and impact of hiring transitioning service members, military spouses, and veterans.
• Managed projects, defining project schedules and allocating financial resources accordingly to ensure program milestones were timeously achieved.
• Planned and hosted outreach activities.
• Drafted project reports, evaluating and assessing program risk by developing performance metrics to effectively measure and track project (Military Connect) progress.

Bethesda, MD, US

• Partnered with IS&GS Mil-Vet Diversity Champion to ensure successful reporting, communication and execution of the business/enterprise Mil-Vet D&I goals of increasing the candidate recruitment talent pipeline for.
• Performed recruiting and sourcing for Senior Hiring Managers and peers to define both short and long-term military veteran and transitioning service member staffing needs.
• Coordinated event planning and attendance of hiring managers and recruiters for over 120 job fairs
• Partnered with IS&GS (National) TA team/client to provide Wounded Warriors (disabled veterans) for a series of “Wounded Warrior focused” recruiting events, resulting in 18 hires.
• Maintained compliance with EEO, OFCCP, ADA and 504 accommodations/regulations, keeping applicant flow data for Affirmative Action Plans

Bethesda, MD, US

• Searched for recruiting avenues to support affirmative action goals; recruited qualified candidates in technical and non-technical roles with a focus on transitioning service members to fill company openings using.
• Detail-oriented in prioritizing work and collaboration with the Hiring Managers to finalize candidate selections; prepared and supplied matrices of vetted candidates.
• Processed personnel transactions into the Human Resource applicant tracking system (Brass Ring), prepared HR reports, and corresponded to technical questions received via phone or email.
• Utilized shared knowledge of employment laws, OFCCP, and EEO regulations, along with the company’s standard HR practices and procedures during recruitment process of candidates.* Positions recruited: Focused on diverse.

Washington, DC, US

- Assigned as the Recruiting Manager for a failing recruiting station that was at 70% assigned goal and increased production to 111% of assigned goal in 7 months. - Provided training, motivation, mentoring and recruiting expertise to 7 recruiting specialists that were assigned to the recruiting station.- Oversaw the management, recruitment, processing.

Washington, DC, US

- Exceeded all recruiting expectations at NRRS Augusta by attaining 163% of station's assigned fiscal year goal and attaining annual goal in 8 months during FY 2005. Attained 122% of station's assigned FY 2004 goal.- NRRS Augusta Georgia was recipient of National and Southeast Small Station of the year in 2004 and 2005.- Oversaw the management.

Washington, DC, US

- Managed and oversaw all aspects of recruiting office including training, motivating and mentoring of 5 recruiting specialists.- Designed training curriculum that provided instruction of required recruiting policies and procedures. - Designated as the Region’s Training Petty Officer and was responsible for the execution of Command's Fiscal Training.

Washington, DC, US

- Volunteered to assume the position as the Recruiting Manager of a failing recruiting office that was at 55% assigned goal and increased production by 60% during the 10 months assigned.- Exceeded all recruiting quotas through the effective leadership and management of 2 recruiting specialists.- Checked references, presented verbal offers of employment to.

Washington, DC, US

- Performed full life-cycle recruiting: interviewed, offered, negotiated and closed candidates for Navy Reserve enlistments.- Maintained and inputted candidate's information and recruiting activity into applicant tracking system.- Completed necessary pre-employment screenings including reference, education, background, drug and credit checks.- Recognized.

Washington, DC, US

- Operated and maintained various types of still cameras, video and electronic imaging equipment. - Operated laboratory and darkroom equipment for film and print production including the mixing and quality control of photographic chemicals and solutions. - Worked as part of reconnaissance aircraft flight deck support crew. - Performed repair and.

Mba, Human Resource Management

B.S.B.A., Human Resource Management

Leadership

Trained Facilitator

Yellow Belt, Diversity And Inclusion

Course Completion, Hr Law

Certification, Hr Ethics

Certificate Of Completion, Veterans At Work

Advanced Community Strategy

Successful Community Management Course

General Studies