• Managed Technical Ladder Program for technology organization consisting of 2500 associates globally. Implemented and monitored development plans for high-potential and low performing associates. Partnered with senior level management and local HR support. • Supported talent acquisition process by providing metrics, communications and training with internal customers. Updated KPI's based on needs of the business stakeholder. Improved Time to fill on key roles by 2 days. Negotiated quarterly and yearly on-site meetings to improve engagement and facilitated weekly progress calls with 3 businesses to proactively identify and remedy issues. • Managed recruiting strategies for the attraction and selection of various programs including entry level college/university (co-op intern) programs for positions in R&D, Engineering and Quality. Assessed and adjusted target universities for improved success rates, partnered with key target schools on diversity initiatives. Increased co-op/intern hiring by 25% and improved diverse candidates by 10%.• Managed rotational development program for technology organization to create a more integrated workforce. • Managed high-potential cohort program. • Worked with L&D on program content. Certified on multiple training programs from Korn/Ferry, 360 Assessments, KFALP, Success Factors, Skill Soft, Communication and Listening Skills, Leadership Development. • Provided HR support to 90 Airship Operations associates in three locations. Partnered with senior leadership to ensure consistency.• Vendor manager of recruiting process outsource organization for hourly businesses (manufacturing, retail and commercial tires) in North America. Managed $1M recruiting budget including allocation of $100K sourcing budget. • Implemented & managed tools, policies, and processes to improve recruitment quality, efficiency, cost, & compliance. Realized $50K in savings over 15 month period through implementation of in-depth billing audits.

• Implemented recruitment strategies across all R&D, Engineering, Quality and Operations (Manufacturing) organizations. • Managed campus relations program for Research, Development, Engineering, & Quality departments. Built relationships with target schools and students to build talent pipelines for future positions. Assessed target schools and partnered to improve overall campus presence. Grew overall program from 25 co-ops to 40 in first years.• Developed and fostered relationships with talent organizations including trade organizations, military organizations, and external recruiters to ensure a stream of qualified candidates was available.• Evaluated and assessed effectiveness of recruiting strategies improving predictive and immediate recruiting efforts. Improved Time to fill metrics for technology openings from average of 60 days to 45 days by identifying more targeted campaigns by position.

Assistant Manager Human Resources, (2012 to 2014)• Coordinated day-to-day HR functions including associate relations, staffing, recruiting, interviewing, and hiring.• Provided management team with coaching and counseling on guidelines needed to comply with company policies, procedures, federal and state employment laws, and E.E.O.C. regulations. • Collaborated as strategic partner with leadership to recruit, hire, develop, mentor, coach, train and retain talent. Improved previous year metrics and hired over 150 seasonal associates with less than 20% turnover. • Implemented engineering internship pilot program at local distribution center. Successful program resulted in the implementation of ongoing engineering internship program at all nine distribution centers. • Partnered with National Organization on Disabilities (NOD) and local agencies for placement of differently abled team members. Permanently placed 3 associates in 6 months through identification of skill and comfort level of associates.• Teamed with HR Manager to remedy workplace issues including: harassment investigations, productivity concerns, corrective actions, and terminations.Department Manager, (2010 to 2012)• Supervised and developed team members through feedback, one on one coaching, and goal setting.• Utilized Productivity reports to address team member training opportunities. • Communicated company standards and expectations while enforcing policies.• Analyzed and adjusting workloads as necessary to meet productivity goals.

• Hired and trained new associates. Coached associates on improvements through formalized processes. • Ensured associate coverage and maintained productivity standards.• Facilitated and implemented inventory procedures and processes. • Maintained high customer service standards in all aspects of store operations.