Esther Cuno, Sphr, Gphr, Shrm-Scp Email & Phone Number

Kirkland, WA, US

Seattle, Washington, US

Seattle, Washington, US

Hired to continue development and implementation of a strategic human resources function to aggressively propel the company’s evolution from a private biotechnology company to a commercially-viable IPO candidate.

Seattle, Washington, US

Retained as a consultant to develop and implement a strategic human resources function to aggressively propel the company’s evolution from a private biotechnology company to a commercially-viable IPO candidate.

Kirkland, Washington, US

Reporting to CEO and as a member of the senior leadership team, led Human Resources Department for over 600 employees across six locations in the Puget Sound region: three Fairfax hospitals with 221 beds in Kirkland, Everett, and Monroe and three Northwest School of Innovative Learning locations in Redmond, Tacoma, and Olympia. Specifically hired to.

• Hired to develop and implement a strategic human resources function – including organizational design, talent and performance management, and operations – across rapidly growing organization to aggressively propel the.
• Established HR strategy to support company goals and growth, including design and implementation of a centralized HR service model across multiple locations to ensure efficient, effective delivery of services.
• Implemented HR policies and best practices to provide overall structure, compliance, and scale.
• Led recruiting efforts, including applicant tracking system implementation, to support company’s strategic plan, thus growing the organization from 5 to 50 employees in less than two years.
• Garnered leadership support for and implemented competitive total rewards package. Developed compensation plan to include salary ranges, bonus structure, and annual merit increases. Achieved 11% savings and.
• Implemented talent and performance management process to drive employee engagement and increase likelihood of company goals being achieved.

Seattle, WA, US

• Developed, led, and empowered a high-performing strategic global talent management department of 20 responsible for 1,200 hires annually across two separate organizations. Managed over $2 million budget. Key.
• Transformed reactive and transactional function to one that is proactive and consultative by implementing full-cycle recruiting with associated tools/resources, creating consistent hiring processes across both.
• Selected and implemented new applicant tracking system and job distributor to create a significantly more robust tool for recruiters, enhance the candidate experience, support position approval processes, and enable.
• Implemented organizations’ first formal talent pipelining efforts including: - Development of first-ever employer brand to align with the organizational branding and implementation on newly-created search-engine.
• Developed and rolled out processes for recruiting technology; EEO, Affirmative Action, and OFCCP compliance; strategic recruiting processes and partnerships; recruitment updates including external recruiting.

US

• Managed and developed full-cycle recruiting team supporting retail management and pharmacy business units nationwide, including forecasting and succession planning, sourcing and building diverse talent pipelines.
• Led team in achieving a 71% decrease in pharmacy recruiting sign on bonus spending from 2010 to 2011, resulting in a savings of $1.3M. Trending indicated additional 50% decrease for 2012.
• Streamlined campus recruiting process by incorporating recruiting coordinator support and alleviating recruiters from administrative tasks; created remote recruiting strategy for distant campuses.
• Increased recruiting efficiency and client group support by creating new recruiting process, implementing enhancements to applicant tracking system, and redefining recruiting coordinator role.

US

• Full-cycle recruiting position supporting the Seattle Division (170 locations in Alaska, Washington, Idaho, and Montana) in staffing pharmacy and management positions. Oversaw 12 District Employment Representatives in.
• Filled all open positions within first year resulting in zero turnover for 9 months, setting two records: first Division across the company to ever have all positions filled and the longest run without turnover.
• Primary recruiter involved in building nationwide military recruiting initiative sponsored by senior leadership; overwhelming program success brought 2011 and 2012 hiring goals to double that of 2010.
• Lead recruiter on corporate projects including developing annual strategic goals, implementing metrics reports, revising pharmacy interview process to include new interview guides, developing new external career.
• Prepared content for and participated in training video for Seattle Division store management to address staffing issues during potential labor strike, as well as organized hiring events to ensure greater compliance on.
• Streamlined new hire and onboarding process for Seattle Pharmacy Division, simplifying administrative tasks, relocation department involvement, and human resources function, and effectively transitioned division to.

Seattle, WA, US

• Recruiter, Talent Engagement, Global Staffing (2008 – 2009)Selected as part of a team to design and launch the international strategic sourcing department. Sourced and built talent pipelines in advance of market needs.
• Published an article in Military Spouse Magazine and developed advertisement for GI Jobs Magazine. Attended Association of U.S. Army 2008 Conference to update the Secretary of the Army on Starbucks’ involvement with.
• Selected as sole recruiter to help form the Diversity & Inclusion Leadership Team sponsored by the Executive Vice President of Partner Resources; subsequently named as team lead for FY09.
• Achieved 100% of sourcing goals (number of candidates added to pipeline or open requisition).Recruiter, Emerging Businesses, Global Staffing (2007 – 2008)Full-cycle recruiting role to support Starbucks Foodservice, a.
• Filled 52 positions with average of 44 days-to-hire (company goal was 60 days-to-hire).
• Selected to serve on the Foodservice Diversity Leadership Council sponsored by the VP, Operations.

Menlo Park, CA, US

• Full-cycle recruiting position to assess and match support staff and attorney candidates with clients. Key Accomplishments:
• Ranked number one recruiter in Southern California district for year-to-date billings at time of transfer.
• Ranked second in Pacific Northwest district for year-to-date billings at time of departure.

New York, NY, US