• Consultant: Demonstrates exceptional understanding of HCM, recruiting and onboarding lifecycles. Leads development of current and future state processes to include gathering of requirements and gap analysis. • Implementation: Knowledge of global applicant-tracking functionality and impacts to HCM solutions. Creative and out of the box solutions to meet customer business needs. Demonstrate detailed understanding of technical concepts such as file transmission, integration, migration, single sign-on working with various HRIS and third party partners, including assessments, background providers, candidate/contact relationship management, job boards, job board aggregators, social media tool, API functionalities, SEO/SEM, employment branding and onboarding products. Knowledge of XML and impacts related to multiple products within a customer’s suite of products.• Partnering: Work with business leadership internal and externally related to talent management and HCM.• Training: Completed Mastery Classes in Recruiting Management, Recruiting Marketing, OnBoarding, Goal Management, Goal Execution, Performance Management, Calibration, 360 Review and Stack Ranker.

• Client Relationship Management: Conduct customer interactions with highest level of integrity respecting customer confidentiality in a professional and responsive manner, trusted advisor to customer, comfortable and confident of interacting with all levels of management• Strategy: Facilitate discovery/process review, analysis, collect process and system interface requirements, documents “as is” and future state processes and technology uses, conduct interviews and surveys to collect data, analyze and transform raw data into meaningful & actionable information and presentations, high level of understanding of best practices relating to organizational design, staff productivity, metrics and reporting, technology, programs and policies• Project/Program Management & Implementation: Manages full lifecycle of project execution for moderate to complex engagements, support implementation of Talent Management technology solutions, develops and executes project launch plan, develops testing strategy, and participate in test execution• Change Management: Plan/facilitate effective and successful change for customers that are moderate to complex in nature, identify specific obstacles/roadblocks to change, manage tactics to mitigate associated risk, development of communications tools, and training materials based on established training curriculum, deliver training, influence faster adoption and greater utilization of changes, to assure business results are achieved• Talent Management & Technology Knowledge: Detailed knowledge of end-to-end talent management continuum with specialization on global implementations, detailed knowledge of talent management platforms, tools, products and complementary technologies to support platforms, apply talent management concepts in organizations with diverse needs, configure software in support of customer requirements, understand broad technical concepts such as file transmission, integration, migration, and data encryption

• Consultant: Demonstrates exceptional understanding of the recruiting lifecycle and application of applicable best practices globally with an in-depth understanding of employment practices and regulations in various countries. Global consultant for talent management for a highly visible, global, and complex organization. Leads development of current and future state processes to include gathering of requirements and gap analysis. Serves as lead architect for discovery/process review, analysis and recommendations on a high complexity organizations. Resource assigned to escalated projects.• Project Management: Lead in a centralized and decentralized project teams while providing project updates to management/leadership teams. Identifies project risks and appropriate mitigation strategies and escalate as appropriate.• Implementation: Exceptional knowledge of global applicant-tracking functionality. Creative and out of the box strategies meeting or exceeding customer requirements for highly complex and high volume organizations. Demonstrate detailed understanding of technical concepts such as file transmission, integration, migration, single sign-on working with various HRIS and third party partners to include assessments, background providers, candidate/contact relationship management, job boards, job board aggregators, social media tool, API functionalities, SEO/SEM, employment branding and onboarding products. Design, develop, and deploy large complex recruiting systems globally.• Change Management: Serves as consultant on the development of change management plans, and communications and training strategies for organizations, including training strategies for various learning styles.• Compliance: Ensure that recruiting technology meets the needs of organizational needs for legal/compliance requirements• Partnering: Work with business leadership internal and externally related to talent management and HCM• Training: Workbench Certified

• Consultant: Serve as function lead in major initiatives which enable CH2M HILL to optimize it’s recruiting capabilities globally. Identify and implement improvements to recruitment technology and additional tools to enhance recruiting capability globally.• Project Management: Serve as a project functional lead representing the global Talent Acquisition and Deployment Center teams in cross-functional projects. Lead development of innovative recruiting techniques to improve end-to-end service delivery to the businesses. Leverage customer feedback, competitive intelligence and market trends to identify strategic opportunities. Participate or lead a variety of projects in various sizes within the Talent Acquisition and Deployment Center team.• System Support: Oversee day-to-day maintenance of all recruiting technology platforms and integration points. Provide support to all recruiting inquiries. Workbench certified.• Vendor Relations: Manage day-to-day relationships with primary recruiting technology vendors • Compliance: Ensure that recruiting technology meets the needs of the global recruiting organization and legal/compliance requirements• Globalization: Support global deployment, training, and overall management of recruiting technologies and integrations• Web Development: Oversee all Career web site development, including ensuring that site is Search Engine Optimized (SEO) and maintains corporate brand along with employment brand• Partnering: Works with line business leadership on all recruiting related topics. Provide support for all HR/Recruiting teams globally on various initiatives/projects.• Financial: Accountable for achieving cost efficiencies and minimizing risk to company. Responsible invoicing and internal charge back process where applicable.

• Consultant: Proactively develop and short-term and long-term strategic, profitable and loyal customer partnerships throughout the United States. Partner with customers to anticipate, determine and analyze business needs and recommend solutions to aid and maintain the customer’s department functionality.• System Support: System administrator for icims/iRecruiter software. Maintain expert functional knowledge of the recruiting software to support department and company needs. Make recommendations to enhance and be more effective with the recruitment process. Maintain all system user access.• Recruiting: Effectively recruited for various positions from management, professional, information systems, clinical, and clerical/administrative positions. To include the complete life cycle of general recruitment and specialty programs related to new graduate nursing programs. So far for 2007 have hired over 149 employees with an average salary of $63,500 or approximately $10 Million in salary.• HRIS: Liaison between recruitment processes and the use of SAP. Identified opportunities for gaps between applicant tracking systems and business processes. • Reporting: Created and maintained reports for the recruitment team. • Compensation: Determined compensation rates and assist managers with rates and total compensation for various positions ensuring that internal equity and market equity was being maintained.

• Account Management: Proactively develop and manage 100+ long term strategic, profitable and loyal client partnerships.• Client Services: Partner with clients to anticipate, determine and analyze business needs and recommend solutions to aid and maintain the client’s competitive advantage.• System Support: Maintain expert functional knowledge of the software to support client needs, to include applicants, managers, recruiters and other Human Resource staff with trouble shooting and technical issues related to the applicant experience as well as overall end user acceptance.• Marketing: Plan and execute sales promotions, webinars and other events to target and upsell clients.• Sales: Sold more than double the personally project SOVs for 2005 – totaling more than $378,000 – more than any other account manager or implementation manager in 2005.• Human Resources: Consult and provide best practice processes related to Human Resource and Recruitment as it relates to applicant tracking and HRIS systems.• Project Management: Provide project management for clients who requested major changes with the software, and who were also involved with mergers or acquisitions.• Compliance: Provide expert advice and recommendation on changes to client wide systems related to EEOC/OFCCP, Vets100, Affirmative Action and other compliance issues related to the employment process.• International: Provide International Best Practices related to recruitment of applicants and the impacts on applicant tracking systems.

• Recruiting: Effectively recruited for various positions from management, professional, information systems, clinical, and clerical/administrative positions. To include the complete life cycle of general recruitment and specialty programs related to new graduate nursing programs.• HRIS: Liaison between recruitment processes and the use of PeopleSoft 8.x. Functional expert for recruitment with two major PeopleSoft upgrades. Identified opportunities for gaps between applicant tracking systems and business processes. • Reporting: Created and maintained reports for the employment and risk management with the use of Crystal Reporting Tools.• Compliance: Ensured that the use of an HRIS system kept accurate records for JCAHO and other regulators to include EEO, Affirmative Action and Annual Report. • Training: Developed and conducted training for all system users for the recruiting and approval processes to include 30 plus Human Resource users and over 500 hiring managers.• Compensation: Determined compensation rates for various positions based offers that were extended, ensuring that internal equity was being met.• Project Management: Functional Expert for recruiting system upgrades and processes associated with recruitment system and business needs.• Operations/Management: Overseen day-to-day operations the largest Family Medicine Clinic for the university and for the Family Medicine Residency Program in the state of Colorado.• Web Management: Developed and maintained the employment and related employment programs website for layout, content and the complete applicant experience.• Special Projects: Established the first online virtual job fair for the hospital and since the program has expanded to virtual discussions with specialty providers at the university hospital.