December 2022-Present: Talent Acquisition Manager of Valley Operating Units2020 Recipient of Lean Human Capital's Elite Recruiter Honor Role for the organization.January 2020 - December 2022: Acting as the Lead Recruitment Subject Matter Expert for the organization in building and rolling out of Workday ERP. Go Live June 19, 2022. -Design Sessions-Cross Collaboration with all Functions to push for Optimization and Standardization in Business Practices-Completion of Workbooks to be converted into Workday-Organizational Change Management and Change Champions-Sprint Cycles-Delivery Assurance Review-System Integration Testing including writing all User Stories for testing-Developing Communications Plans Internally and Externally prior to Go Live-Document Creation for Organization on all Process Flows-Training all Functional Team Members and End Users Clinical Recruiter for Sutter Health. Responsible for hiring Nursing, Allied and Support Staff Professionals for Hospitals, Clinics, Laboratories, Diagnostic Imaging Centers and Urgent Care Centers. -Applications during projects: JIRA, Application Lifecycle Management (ALM), Smartsheets, Visio, PowerPoints, various surveying Tools

• First Recruiter since inception hired outside of corporate offices in Kansas City to work on a Client Site • Sole Recruiter responsible for Staffing 19 Acute Care Facilities and 230+ Ambulatory Clinics for Adventist Health West. Full Cycle Recruiting specialized in hiring Supervisors, Managers, Directors and Executives within Revenue Cycle (Patient Access, Patient Financial Services, Case Management and Health Information Management (HIM)/Coding)• 2014 Results: Hired 47 Associates (out of 160) in the Revenue Cycle Space during the Start-up Phase• Partnered with Hiring Managers spread over 4 states in meeting their hiring needs• Work collaboratively with Human Resources, Associate Relations and Compensation Departments to complete hiring and onboarding• Lead weekly meetings with C-Level Staff, both at Adventist Health and Cerner, to come to consensus on Hiring Decisions for high profile hires

• Sole Recruiter (until 12/2012) accountable for staffing the company’s six locations in the Western United States. Managing the staffing needs of each facility while coordinating with Clinical Directors, Schedulers and ER Liaisons• 2011 hired 300+ employees, in 2012 hired 150+ employees (Reduced numbers due to higher retention and industry related changes). Year to date have hired 300 employees and counting due to new contracts with insurance companies. New staff ranged from Entry Level to C-Level Executives. • Duties involve Full Cycle Recruitment and Initial Hiring Process. Created job descriptions, sourcing, phone screens, interviews, salary & contract negotiations, and providing information regarding training. Leads sourced through Career Fairs, Job Boards, LinkedIn, Craigslist as well as other online resources.Relocated to Northern California

Manager of Internal Recruitment/ Per Diem Division• Responsible for internally hiring all staff members both at Entry Level and Senior Management Levels. Facilitated all aspects of the hiring process from writing & posting job descriptions, interviewing, and documentation of new hire HR packets/benefits.• Trained, managed and maintained a Team of 12 Recruiters and Sales Professionals • Trained and implemented all learning & development initiatives for internal sales related positions• Developed internal incentive programs designed for retention of key employees Previous Roles: Corporate Trainer/Corporate Recruiter/Senior Account Manager/Team Lead/Senior TravelRecruiter for Registered Nurses (still maintain many job functions of these roles)• Recruitment and placement of travel RNs on assignment based on expertise• Manage extensive client base of 350+ hospitals. Duties include but are not limited to; new order tracking, follow-up, new hire salary negotiation and administrationReduction in Staff January 2011

Access Nurses became Aya Healthcare in January 2010. I then officially switched my role to the Manager of Internal Recruitment.

• Built and maintained relationships with key decision makers while promoting new product offers• Planned and developed displays throughout stores, resulting in increased sales of 208%• Monitored and maintained inventory of sales and revenue for a territory of 28 stores• Hosted Contractor events, Accelerator Events, and Product Education Sessions on 9 product linesPosition Eliminated in all Home Depots in December 2005

• Trained, managed and retained 12 employees• Managed the daily operations of a high volume branch and streamlined the budgeting and reporting of resources which resulted in increased sales of over 55% consistently for two years • Recruited eleven new employees at College Career Fairs, and provided coaching throughout the completion of their 12 Step Program for Success at Hertz. • Ranked and maintained top 15% of personal Sales throughout the entire company for ten quarters consecutively