In this role I split my time between our large operations in Newburgh, Indiana and our Corporate office in Franklin, TN. • Created centralized Talent Acquisition team supporting 13 manufacturing locations and corporate headquarters. Our team spearheads recruitment for all salaried and hourly roles • Achieved ~3 million in cost avoidance in 2023 and $1,7million in 2024.We did so by going through vendor management clean up across the company. Partnering with operational leaders our internal talent acquisition team has been able to mitigate use of external third-party vendors by 80%• Led the project team for the transition of corporate headquarters from California to Tennessee. Effectively relocating 80 plus jobs and filling those roles with local talent. Sense, centralized team was created in 2022, the team has accounted for over 230 salaried hires across the company. • Overhauled candidate application experience within ADP recruiting module.• Partnering with operational sites, enhanced internship program• Launched LinkedIn enterprise account and branding campaign• Leading key succession plan initiatives and organizational design initiatives.• Drive hiring programs focused on Diversity, Equity & Inclusion and University Relations.

In my new role, I will partner with all of the Kaiser Aluminum locations. Focusing on the structure and scope of building a framework of best practices and talent acquisition strategy.

:Full-cycle recruitment for Warrick location for hourly, craft and salaried hires. As part of acquisition agreement between Kaiser and Alcoa, I want transitioned to Kaiser. Currently I lead a talent acquisition team of 2 recruiters and 1 talent sourcer. o I was transitioned out of my position with Alcoa to Kaiser Aluminum as part of the sale to Kaisero Lead Talent acquisition team for Kaiser’s largest production facility (1,300 employees)o Lead project team implementing Workday recruiting Module o Lead project team to implement Workday integration with Textio and Equifaxo Lead site team on developing D & I strategy and sustainability program.Key Accomplishments for 2021: 160 total hires, achieving a 26% increase in diverse hires. Improved candidate diversity pipeline by 20.7% and increased new hire satisfaction by 74%, while maintaining average time to fill of 57 days.

Remote based out of Indiana site (Warrick). Full- cycle recruitment across 4 operations sites and corporate positions across the United States. Establish recruiting platform by studying organization plans and objectives and meeting with business leaders. Develop talent attraction and recruitment platform based on findings. Improve organization effectiveness to attract, recruit and retain top- talent. Drive diversity and inclusion strategies. Key member of Alcoa’s Global Talent Leadership Team and North American Human Resources team. • Lead Talent Acquisition team of 3 recruiters and 2 talent sourcing specialists• Initiated Talent Acquisition strategy to improve DE & I across all US salaried roles. o Partnered with multiple diverse organizations to increase Alcoa’s visibility across all demographics through virtual conferenceso After implementation of new DE & I recruitment strategy in mid-2019, resulted in a 33% increase in diverse hires across operational and corporate functions.• Implemented Innovative talent attraction and recruitment processes through leveraging of technologyo Leveraged LinkedIn Campaign builder to attract and cultivate passive candidate pools across all roles leading to an increased candidate pipeline by 60 %• Implemented virtual interviewing system during COVID-19 for all salaried roles. o Leveraged Microsoft Teams platform to conduct virtual interviews with candidateso Partnered with communications to develop 3-D virtual tour of locations to show candidates• Collective talent acquisition initiatives resulting in 219 salaried hires across operational and corporate role roles• Reduced time to fill from 94 days to 51 days• Developed candidate metrics to effectively track, analyze and report recruiting metrics to business leaders on monthly, quarterly, and annual basis

• Developed passive and active recruiting strategies to combat unemployment rate of less than 2.5% in heavy civil construction market. o Resulting in an increase of 78 full-time project managers, estimators, engineers and corporate personnel. Decreasing time to fill from an average of 101 days to 47 days per position• Responsible for 10 remote project hiring teams and 4 regional office hiring teams across United States and Canada• Managed transition and implementation from iCIMS to SilkRoad Applicant tracking systems• Created and spearheaded implementation of shared services recruiting model across Traylor Family of companies• Developed targeted recruiting strategies to effectively recruit candidates from non joint venture partners• Leveraged LinkedIn, Twitter and YouTube to continually promote and recruit candidates to Traylor Brotherso Played key role in developing recruiting videos for Heavy Civil and Underground Divisionso Partnered with Glassdoor to increase internet footprint of Traylor brand to increase candidate flow• Developed candidate metrics to effectively track, analyze and report candidate pipeline health to executive leadership on monthly basis

• Marketing and recruiting touch plan of over 250 clients.• Managing 40 State recruiting geography• Expanded client base by 5 new manufacturing clients• Partner with clients from automotive industry and plastics industry to develop talent management strategies and company branding.

• Increased HRConnects gross profits by 39% through employee placement, retention and reducing work place recordables. • Converted over 200 hourly temporary employees to permanent employees over an average 5-month on-boarding period. • Personally accounted for over 2 million in gross revenue• Responsible for effectively communicating with clients, all levels of management and individual contributors across multiple manufacturing environments• Developed new business strategies and employee development programs• Reduced temporary labor turnover from 49% t0 19%• Increased temporary workforce from 80 temporary employees to over 125 employees in less than 1 year• Assisted clients in developing temporary-to-permanent hiring process• Developed on-boarding and training program for new HRConnects employees

• Recruited, hired and trained new fitness professionals; ensured company growth from 3 employees in 2006 to 23 in 2013• Increased membership sales growth by an average of 17% per month• Recruited and trained new fitness professionals and admin personnel • Responsible for managing communication between multiple locations and communicating changes in policy• Increased gross revenue stream from $250,000 to over $2 million in first 3 years with company• Developed employee structure from ground up and implemented employee tracking software• Developed training and communication protocols for employees • Advanced the Custom Fit brand within the community through networking, marketing and participation in philanthropic events