Directly responsible for the training, certification, and management of talent for a team consisting of 50+ direct reporting members in a geographically dispersed area across greater Houston. Tasked with the no-fail life cycle recruitment of more than 2,600 annual hires. Serves as the senior trusted advisor to the executive leader. Provides advice and influence on business strategy and hiring practices. Conducts decision briefs on talent strategies, performance, and the alignment of workforce planning.• Acquisition Improvement: Provided expert leadership aligned with business goals improving the YoY hires by 905 or 54%. Best performance since fiscal year 17.• Market Knowledge: Educated the sales team on strategy and markets of opportunity. Allowing the organization to take 41%. Seizing 13% from market competitors.elements in support of leadership priorities; positively impacting goals and team morale. • Upskilled Team: Utilized a multitude of information systems to provide market and performance intelligence to team members, improving individual hiring efficiency.• Partnership: Developed relationships that synchronized both external and internal staff elements in support of leadership priorities; positively impacting goals and team morale. • Retention: Development of current and future leaders within the unit. Resulted in high rates of retention, morale, and overall job satisfaction and mission accomplishment.• HR Processes: Implemented processes which improved the accuracy and timeliness of appraisals. As well as improving all other HR metrics and organizational readiness.

Oversaw and managed the successful day-to-day operations of a high-volume life cycle recruiting organization. Managed the quality control, applicant tracking system (ATS), and processing of more than 3,500 annual candidates. Adhered to policy and regulatory guidance. • Training: Conducted training, restoring knowledge lost because of the CV-19 pandemic. Improved all technical skillsets of the recruitment process, enhancing scalability.• Data Analytics: Utilized information systems such as Power BI to provide market and historical metrics, improving individual hiring performance through data insights.• Applicant Tracking: Implemented initiatives and procedures to improve processing and screening efficiency. Reduced the hiring process from 100+ days to 40 on average.

The Sergeants Major Academy prepares master sergeants and sergeants major to elevate from a tactical level of thinking to an operational and strategic perspective thus preparing them for leadership positions in organizations executing unified land operations. What Soldiers learn prepares them for leadership positions in joint, interagency, intergovernmental, multinational organizations (JIIM) as well as battalion, brigade, and division through echelons-above-corps (EAC) staff sergeants major command levels

Led, trained, and mentored a company consisting of 36 talent acquisition specialists responsible for a geographically dispersed organization across Iowa and assigned universities. Implemented programs for their professional development and mentorship. Synchronized assets and resources, managed budgets, marketing funds that aligned with goals and business practices. • Top Performance: Earned recognition as the #1 of 8 companies in a four-state area, exceeding all expectations for production. Ranked #6 or 258 in the US for quality hires, demonstrating effective sourcing strategies and performance management.• Goal Accomplishment: Achieved 100% of the organization’s assigned recruiting objectives. Best performance in history since data collection began in 2010. • Collaboration: Built dynamic relationships that synchronized both external and internal staff elements in support of business priorities; positively impacting goals.

Conducted global talent acquisition operations in support of the Recruiting, Assessing, Selecting, and Training (RAST) Process. Trained unit members and staff elements on recruiting strategies and guidance. Executed twice annual candidate assessment and selection (A&S). • Executive Recruiting: Utilized technical and statistical data in support of precision recruiting operations, resulting in meeting or exceeding candidate / hiring objectives. • Resourcing: Planned, resourced, and executed face to face global recruiting operations. Resulting in increased candidate numbers across all end users. • Stakeholders: Worked with unit stakeholders and end users on developing and improving recruiting / candidate guidance, creating new markets of opportunity and talent pools.

Directs and leads an Army recruiting center in an area covering 150 square miles with a population of 300,000; supervises 11 recruiting NCO's and is responsible for their professional development, morale, health, and welfare; accounts for and trains 75 Future Soldiers awaiting entry onto active duty; maintains relationships with 12 high schools, and one college, and influencers in local community; implements and maintains a recruiting center management system to include planning and execution of lead generation activities; maintains control and accountability of equipment valued at $250,000.