• Responsible for HR end-to-end management of contingent workforce• Maintain, improve, and enforce contingent workforce strategy, policies, and procedures• Oversee compliance of the contingent workforce program and partner with internal stakeholders on policy, forecasting, reporting, and escalations• Educate organization on best practices and direct teams to the appropriate contingent solution

• Manage contingent workforce of over 4,000 across Central Division at multiple clients within agriculture, utilities, technology, and entertainment industries• Provide support and guidance for fifteen talent consultants to ensure client contingent requisitions are successfully sourced and filled• Work with clients to monitor program satisfaction and review program processes and practices to find more efficient ways of doing business

• Manage contingent workforce of 3,500 at agrochemical and agricultural client• Supervise Program Management Office consisting of four service delivery consultants• Maintain transparent and frequent communication with client partners in HR and Procurement on current program state and process improvements• Work closely with vendor population to ensure coverage for all open contingent positions and provide feedback through regular interaction as well as quarterly scorecards and audits

• Manage North America contingent workforce of 2,000 at agrochemical and agricultural client• Supervise Program Management Office consisting of five service delivery consultants and one program coordinator• Maintain transparent and frequent communication with client partners in HR and Procurement on current program state and process improvements• Work closely with vendor population to ensure coverage for all open contingent positions and provide feedback through regular interaction as well as quarterly scorecards and audits

• Manage contingent headcount of 1,000 within Information Technology group• Provide consultative guidance on staffing options to over 400 hiring managers • Supervise one resource specialist and coordinate contingent efforts with six talent acquisition specialists• Maintain partnership with twelve primary vendors and assess new firms based on demand• Research and evaluate vendor management system options for contingent program

• Manage contingent workforce of almost 8,000 contractors at pharmacy benefit management client• Supervise team of four vendor management specialists and one vendor management coordinator to ensure team stays motivated and program meets or exceeds service level agreements• Serve as escalation point for internal team members in addition to hiring managers and vendors• Engage interdepartmental team including representatives from HRIS, Identity Management, and IT Finance Project Management multiple times a week to troubleshoot integration issues between e-procurement tool, HRIS system, and other client systems• Take lead on expansion of contingent workforce program by onboarding new pieces of business and new vendors• Provide weekly reporting on vital statistics such as job posting volume and headcount to key client stakeholders and KellyOCG corporate office• Participate in preparation and execution of client quarterly business review involving representatives from Human Resources, Procurement, and IT Vendor Management

• Managed contingent workforce of over 6,000 contractors at pharmacy benefit management client by serving as coordinator between hiring managers and external vendors• Maintained open communication with over 100 external vendors in order to provide viable candidates to hiring managers in a timely manner at sites across the U.S.• Served as mentor to junior vendor management specialists by providing guidance and assisting with problem solving• Screened potential candidates utilizing e-procurement tool to ensure proper fit for specific skill sets for several hundred hiring managers in the following fields: Accounting & Finance, Clinical, HR, IT, and Office and Administrative• Ensured data integrity of contingent workers during client’s acquisition of Medco which drastically increased headcount and spend of the program

• Managed contingent workforce of 1,800 contractors at pharmacy benefit management client by serving as point of contact for both internal employees and external vendors• Screened potential candidates utilizing e-procurement tool to ensure proper fit for specific skill sets for several hundred hiring managers in the following fields: Accounting & Finance, Clinical, HR, IT, and Office and Administrative• Maintained open communication with over 50 external vendors in order to provide viable candidates to hiring managers in a timely manner at sites across the U.S.• Provided weekly and ad-hoc reports to Express Scripts managers and stakeholders and processed weekly payroll for IT contractors• Investigated and resolved invoicing issues by working with vendors, Finance Department, and Accounts Payable• Provided training for new vendors to cover program policies and procedures• Winner of 2011 William Russell Kelly Award based on individual frontline performance to client and vendors

• Support $1 billion division of a commercial construction company ranked in the top 10 of U.S. builders through recruiting and hiring of project managers, superintendents, project engineers, and other personnel• Hire individuals for projects ranging from $2 million to over $100 million in the healthcare, science & technology, industrial, education, and general commercial construction fields• Manage active college recruiting program at 18 universities and provide frequent updates to senior management on progress• Coordinate internship program for 34 students which included interviews, hiring, and placement on over 20 jobsites spread throughout multiple U.S. states• Organize attendance at several national professional conferences to increase brand name awareness and to source new candidates

• Identified and screened IT professionals throughout the greater St. Louis area using internal database, job boards, and referral network• Interviewed candidates in person to ensure proper fit for clients such as MasterCard, BJC, Nestle, AG Edwards, Charter Communications, and the Federal Reserve Bank• Reviewed each candidate’s resume and made alterations to formatting and/or content for presentation to each client• Prepared candidates for interview with clients and maintained open communication after interview completed• Maintained accurate records for each candidate during entire process• Work directly with three internal account managers in order to provide quality candidates to each client

• Identified and screened well-qualified physicians for over 50 clients throughout the country• Focused on sourcing cardiologists in addition to over a dozen other medical specialties• Conducted phone interviews in order to qualify each physician’s skills and ensure a proper fit with the client• Utilized standard risk factor questions to identify any potential red flags such as malpractice or certification issues• Prepared each candidate’s resume for presentation to the client• Ensured timely updates on recruitment efforts for each client and maintained in-house database