Oversee human resources activities for manufacturing plant of 200 employees, responsible for all areas of the full employee life cycle. Support plant leadership team in the development and execution of strategies, programs and policies to achieve business objectives and maintain positive employee relations. A member of the plant leadership team developing annual business plans, quality and safety reviews, operations planning and process improvement initiatives.

A global leader in lightweight metals technology, engineering and manufacturing, Arconic innovates multi-material solutions that advance our world. Our technologies enhance transportation, from automotive and commercial transport to air and space travel, and improve industrial and consumer electronics products. We enable smart buildings, sustainable food and beverage packaging, high-performance defense vehicles across air, land and sea, deeper oil and gas drilling and more efficient power generation. We pioneered the aluminum industry over 125 years ago, and today, our 60,000 people in 30 countries deliver value-add products made of titanium, nickel and aluminum, and produce best-in-class bauxite, alumina and primary aluminum products. •Support the recruiting initiatives for several business segments•Responsible for full cycle talent acquisition functions, including candidate engagement, strategic sourcing while ensuring EEO and OFCCP compliance•Develops partnerships with hiring managers, HR partners and other stakeholders to ensure hiring priorities are met

•Manage sourcing, employee branding and full cycle hiring process for nationwide retailer. Oversight includes corporate offices, three distribution centers and over 800 store locations•Build strong partnerships with internal customers to understand overall business objectives, culture and positioning of employee value proposition by division / department•Lead and support strategic initiatives and projects relating to staffing, including implementing new ATS (Applicant Tracking System)•Changed the recruiting strategy from a passive model to a proactive candidate sourcing model •Review efficient recruiting strategies/plans to ensure the maximized applicant flow for investment•Hire, lead, mentor and train Talent Acquisition Specialists. Built team of Field Recruiters •Personally manage several executive recruiting requisitions•Negotiates complex total compensation packages, including sign-on bonuses, relocation assistance, and incentives•Responsible for overseeing and managing the recruiting side of an award winning Intern program (Northeast Ohio Council on Higher Education)•Manage recruiting budget, negotiate contracts, including temporary staffing•Oversee sponsorship process for team members requiring work sponsorship, i.e. F1-Visas

•Sourced candidates for store locations nationally including management, sales and repair positions•Organized recruiting blitzes and open interview sessions for new and existing store locations•Executed college recruiting initiative including on campus interviews, mock interviews and job fairs•Owned the development of the Talent Acquisition Guide - complete recruiting "how to" for field managers•Developed Recruiting collateral and materials for the field store locations. Implemented creative “on-demand” recruiting material online store.

Progressive Insurance, Cleveland, OH (2003 – 2006) www.progressive.com•Responsible for assisting employees with payroll and benefit issues •Transitional employment while working on Graduate Degree

•Coached, motivated and audited call center representatives (Omaha, NE)•Responsible for all HR functions of 1-800 call center facility, including employee relations, staffing, training, payroll and benefits (Solon, OH)•Led conversion of former Renaissance call center to Marriott culture, policies, procedures (Solon, OH)•Conducted new hire orientations, manager training programs (Solon, OH)•Responsible for all HR functions of 300-room hotel, including safety and security (Omaha, NE)•I began at Marriott after graduation from college. I worked at the Omaha Reservation Center then was asked to move to Ohio to grow a satellite site. I was then asked to move back to Omaha to be the Director of Human Resources at a hotel.