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VaVa Virtual Assistants provides virtual back office support to clients in the areas of social media management, executive assistance, graphic design, and web design. I took ownership of hiring initiatives and defined the HR/Hiring Manager role, serving as part of the leadership team. Optimizing how they sourced, interviewed, and onboarded team members, I created best-practice processes and automated a self-paced, new hire training program.

In this newly created role, I was tapped to shape the recruiting strategy for a growing managed portfolio of 40+ hotels nationwide. Brands included Wyndham Grand, Wyndham Hotel, Hawthorne Suites, and Dolce Hotels. I reported directly to the Senior Vice President of Human Resources and was responsible for:✔ Staffing key leadership roles across the business✔ Creating and executing a sourcing strategy to attract top talent✔ Influencing change with senior executives ✔ Identifying and implementing recruiting process improvements✔ Managing and scaling back an RPO business model, bringing recruitment in-house✔ Supporting local HR Directors across the portfolio with recruiting challenges✔ Overseeing vendor partnerships related to technology and staffing companies✔ Designing and rolling out recruiting metric dashboards to enhance transparencyAligning all hiring managers on the definition of "top talent", I partnered with executives to build talent profiles for our 3 most critical roles - General Manager, HR Leader, and Director of Sales. I laid the foundation and gained buy-in to implement video interview technology. Working with our background check vendor, I streamlined processes and standardized the decision matrix. Also, I improved our use of technology while developing robust training tools for to our recruiting team.

I was tapped to transition back to hospitality recruiting as our company prepared for the Shell Vacation Club acquisition. I scaled the team from 7 to 10 field recruiters and rolled out full cycle staffing to all of our resorts, now 200+ nationwide. HIGHLIGHTS► My team hired 3,500+ non-exempt staff annually.► Streamlining processes and facilitating ongoing training, we doubled our client base and expanded into new markets. ► Partnering with the HR teams, I transitioned the background check and offer process to the recruiting team and automated offer letter generation in Taleo.► Empowered my team to conceive new ideas and improve processes resulting in the creation of brand-approved recruiting fliers and the launch of a Recruiting Champion initiative at each resort.► Produced all executive dashboard reporting, inclusive of trend analysis and commentary.► Winner of a “Count on Me” service award.

Wyndham relocated me to our corporate HQ in Orlando to head up Executive Recruiting for our hospitality division. I led a team of 3 to proactively source and identify top industry talent to fill key leadership roles across our portfolio.I fostered business relationships with hiring managers, resort leaders, and corporate executives to influence best practices, educate on industry trends, remove roadblocks, and drive positive change.HIGHLIGHTS► My team hired 400+ leadership roles annually.► I championed the implementation of HireVue video interview technology to automate and streamline components of the hiring process.► The SVP of Human Resources selected me to develop an improved decisional matrix for background check that was ultimately adopted by all of Wyndham Worldwide.► Through ongoing mentorship and continuous improvement, time-to-fill averages on all leadership hires declined.

I led the roll out of a new internal recruiting function to support full-cycle recruiting for all west coast resorts. Establishing processes, integrating technology, and influencing change, my team laid the foundation for best-in-class talent acquisition strategies.Through rapid growth, my team grew to 7 remote recruiters serving more than 100 resorts across the entire US. Developing and executing local sourcing strategies, conducting behavioral interviews, and advising resort leaders on best practices, my team hired 2,800+ employees annually. HIGHLIGHTS► I architected and introduced a workforce planning tool designed to forecast attrition and guide proactive staffing efforts, resulting in a 45-day shift in the hiring curve.► Transitioning the team from Excel-based reporting into Taleo, I established standard metrics.► To monitor performance and hold hiring leaders and recruiters accountable to SLAs, I produced recruiting scorecards and executive dashboards.► I served as a Kaizen (lean six sigma) team leader, collaborating cross-functionally to streamline recruiting processes and improve time-to-fill.► To boost hiring manager interview capability and positively impact quality of hire, I developed and facilitated Recruiting & Selection training.► Winner of multiple “Count on Me” service awards.

Joining Harrah's Entertainment, I was tasked with assisting 3 Directors and 1 Senior Vice President of Talent Acquisition. I owned the candidate experience, scheduled all interviews, booked travel, maintained reporting, and managed behind-the-scenes work related to executive recruiting. Due to continued growth following the Horseshoe Casinos and then the Caesars Entertainment acquisitions, I quickly took on a larger role as Corporate Recruiter. I strategically sourced, interviewed, and facilitated the hiring of corporate employees and hard-to-fill property roles across a portfolio of 40+ casino/resort locations. Shortly after that, I was chosen to head up a brand new undergraduate recruiting program.I partnered with senior executives across critical hiring areas to develop entry-level programs for college hires to include hotel operations, food & beverage, revenue management, database marketing, slot operations, and planning & analysis. I identified and built partnerships with top universities across the country. Traveling extensively to grow a brand on-campus, I planned and executed the undergraduate strategy. Also, I supported efforts for MBA recruitment and the MBA World Series of Poker events.