Full cycle recruitment, sourcing, and coordination of all hiring items for the City of Sioux Falls Police Department and Metro Communications (911 Dispatch).

Primary direct hire recruiter for inpatient nursing at Avera McKennan. Direct Hire for Orthopedics and Patient Placement & Logistics. Serve as hiring leader in all interviews, onboarding specialist, and an on-site resource for these respective teams. Primary trainer for all new talent acquisition recruiters. Created a standardized training regimen for a formal education not previously available. Serve as a primary contact to recruiters for operation and process related questions.Coordinate all job fair attendance. Standardization and documentation of all recruitment related processes to increase efficiency and reliability for recruiters at-large.Coordination and participation in all nursing related events at McKennan and regional Avera hubs. Work with senior leaders on strategy and implementation of lean recruitment practices and optimization of processes.Created a centralized resource location to offer recruiters a readily available space for continuing education and refreshers.

“Direct Hire” pilot project Recruiter. Recruiter for Avera McKennan Acute settings - Food&Nutrition Services and Housekeeping departments (Main Campus, Behavioral Health, Specialty Hospital). Amidst the project, reduced vacancies by >70% in 4 months between both departments, filled 5500+ FTE hours, and hired upwards of 95 candidates.Through onboarding strategies, we reduced 1st day no shows from upwards of 50% to virtually zero. Facilitated 7, and 30 day check ins with new hires to promote retention strategies and to take a proactive approach at addressing potential concerns that may have led to turnover in the past. Developed an on-the-spot offer process in which application to hire timeframes amidst the project were reduced from 17.5 Avera-wide, to 10.5 within our project. Interviewing as an extension of 15 leaders; within the project, leaders have been removed from the interview process to give them time back for retention efforts. I interview both from an HR perspective, and that of the leader representing 2 departments, and 13 different job codes.

Onboarding Coordinator for new hire CNAs, LPNs, RNs, etc. 12-18 new hires in-training at any given time; oversight of scheduling, timecards, progression/productivity, and job satisfaction during the initial month(s); primary API MyTime trainer Q&A specialist on campus.Tasked with integrating new concepts and ideas into the current experience for new hires. I worked closely with the Clinical Nurse Educator to ensure timely and accurate completion of CNA, Medication Aide, and CPR certifications. Leadership for six direct reports; three administrative assistants and three health screeners; I specialized in servant leadership via communication, compassion and team building. Advanced use of Microsoft Office suite; (Excel, Word, Access, PowerPoint, and Outlook)Primary driver of COVID-19 mass testing trackers; x2 per week organize and facilitate testing requirements for 300+ staff and essential caregivers (from 10/2020 to 02/2021 was the point person for staff testing entries into the NHSN database)Primary driver of retention focus initiatives at AMB; catalyst for data and analytics related to campus turnover data, 1st year retention - management of self-driven reports on student employee demographics and casual reporting to predict trends in resignations and to seek out pipeline building opportunities for new nursing graduates, and development of an approved trainer list for campusProficiency in Position Manager (version 11) by posting new positions and tracking requisite numbers and open positions with Microsoft ExcelPanelist in all CNA & RA interviews since Oct-2019Primary submission expert for Payroll Based Journaling (PBJ) via CMS requirementsProficient in the use of WebEx, Ring Central, Microsoft Teams, Zoom, etc.Member of Yankton, South Dakota’s 30 under 30