As an experienced HR Consultant based in San Diego, I specialized in enhancing organizational compliance, efficiency, and employee engagement across diverse sectors. My expertise includes conducting comprehensive HR and I-9 audits, managing payroll systems, and refining performance management processes. I provided strategic insights into organizational design, job structure, and salary benchmarking to align with business goals. Dedicated to fostering a positive work environment, I also coordinated employee engagement activities, manage training programs, and support employee relations. Whether updating policies, handling terminations, or streamlining recruitment, I ensured legal compliance and operational excellence.

As the HR Director at Chick-Fil-A, I lead and innovate in human resources, fostering a culture of excellence and inclusivity. I'm dedicated to strategic talent management, employee engagement, and developing policies that support our staff's growth and our company's mission. My role involves overseeing HR operations, ensuring compliance, and driving initiatives that enhance employee satisfaction and organizational effectiveness.

Oversaw the staff development and training programs, providing guidance on training plans, developing negotiation strategies, interpreting contracts, and effectively resolving employee relations disputes. Played a pivotal role in union negotiations with Teamsters 911, ensuring mutually beneficial agreements and maintaining positive labor relations. Presented critical board agenda items to the Board of Port Commissioners and staff members, influencing key policy decisions. Attended various conferences, workshops, and meetings to stay abreast of the latest developments in human resources management. Championed the evaluation and enhancement of human resources information systems, offering guidance to end users and consulting with staff on potential business process changes. Demonstrated sensitivity to historically marginalized groups by actively participating in professional development activities and advocating for equity-minded practices within the organization.• Enhanced employee engagement by implementing performance management and culture improvement strategies, resulting in a 20% increase in employee satisfaction scores.• Successfully negotiated multiple labor agreements with Teamsters 911, ensuring legal compliance and maintaining positive labor relations, resulting in zero labor disputes during the tenure.• Influenced key policy decisions by presenting critical agenda items to the Board of Port Commissioners, with a 95% approval rate of proposed initiatives.• Kept the HR department updated with the latest industry trends by attending various conferences and workshops, contributing to a 15% increase in departmental knowledge and best practice implementation.• Improved HR operations by evaluating and enhancing information systems, leading to a 30% increase in HR process efficiency.• Championed equity-focused practices within the organization, resulting in a 10% increase in diversity hiring and improved equity initiatives.

I was responsible for the growth and flow of a diverse, qualified candidate pool and developing organizational brand to attract potential candidates. I worked closely with stakeholders to achieve hiring goals and build strong relationships with internal and external contacts. Additionally, I consulted with a diverse team on recruitment life cycle and applied best practices in sourcing strategies, tracking processes through applicant tracking systems, and evaluating candidates fit to vacancies. I also monitored IT trends, prepare hiring forecasts and planning strategies, provided thought leadership on critical evaluation, collaborated across the organization, updated stakeholders on recruitment status, generated reports and metrics to drive decision-making. Furthermore, I engaged in proactive and passive recruitment tactics as well as pre-interview assessments to ensure a smooth hiring flow. I also performed follow-up surveys with managers and new hires on the effectiveness of recruiting efforts. Lastly, I ensured compliance with industry regulations and company policies.• Developed a diverse, qualified candidate pool while strengthening the organizational brand for talent attraction.• Achieved hiring goals, fostered key relationships, and managed the entire recruitment life cycle.• Monitored IT trends and devised effective recruitment strategies, resulting in an 18% reduction in time-to-fill positions.• Demonstrated thought leadership through critical evaluation of recruitment practices and attained an 85% candidate-to-offer rate.• Conducted follow-up surveys with high satisfaction rates from managers and new hires (95%) regarding recruiting efforts.• Maintained 100% compliance with industry regulations and company policies.

I focused on all areas of full-cycle recruitment and candidate engagement for front-end and back-end software engineers. Synthesized and analyzed recruiting data-metrics, such as time-to-fill and cost-per-hire, to present and discuss during team meetings. I performed deep searches by utilizing multiple applicant tracking systems including; ICISM, Hiretual, AmazonHire, Beamery and LinkedIn. I prepared candidates for interview loops with hiring managers by conducting recruiter phone screenings and delivering skill assessment tests. I sourced and recruited developers for a new product launch within Amazon Music’s service line called “AMP” and focused on all levels of software developers. This included software developer engineer (SDE) I, II, IIIs and principal architects. Lead team trainings for new hires on systems and managers on various platforms to ensure proficiency of utilization. I managed an average of 5-10 labor requisitions, using process improvement strategies, to help develop and foster a collaborative team environment. Specializing in DEI (diversity, equity and inclusion), I also helped maintain Amazon’s diversity hiring strategy by partnering with leadership to help teach and promote Amazon’s Leadership Principles. • Averaged 50-55 daily in-mails or reach outs on LinkedIn• 45% response rate on LinkedIn

Responsible for recruiting and developing a pipeline of candidates for three departments within the casino; retail, cage & operations, and IT. I fostered and maintained business relationships in order to support the development of each department through ongoing relationship management. Provided consulting guidance to hiring managers and proactively anticipated the hiring needs of each department during meetings by ongoing turnover report analysis and growth demands. I ensured hiring objectives were achieved by facilitating stakeholder discussion meetings and serving as a brand ambassador in order to honor the organization’s recruitment branding strategy. I utilized social media to build awareness in order to execute talent sourcing plans for exempt and specialized field positions. Led meetings on growth strategy and helped organize and manage recruiting events held offsite at various locations. • Managed 50-60 open labor requisitions • Conducted 10-12 weekly interviews • Averaged 35-40 hires

I performed high-volume full-cycle recruiting and provided support for various departments within the hospital for exempt and non-exempt positions. Developed sourcing strategies and recruited candidates via web-based platforms along with conventional recruitment methods such as organizing and executing job fairs and developing relationships with area colleges and universities with healthcare programs. I conducted face-to-face interviews, managed the background check process, created offer letters, and facilitated the on-boarding of each new hire for clinical and non-clinical roles. I partnered with hiring managers and directors and developed reports and excel spreadsheets that reflected open requisitions and recruitment strategies, as well as the current onboarding statuses of each new hire. Provided key metrics that described hire rate, time-to-fill, acceptance rate, and applicant flow. Managed the applicant tracking system, facilitated background checks, audited labor requisitions and job descriptions in order to ensure compliance and efficiency. • Averaged 35-40 daily phone calls• 80% phone call response rate• Managed 65-70 open labor requisitions• 10-12 weekly interviews • Averaged 6-10 hires per month• Maintained 100% compliance with industry regulations and company policies according to Joint Commission Standards and best practices

I worked with the Department of Veteran Affairs and the Department of Labor to recruit healthcare providers that were licensed to perform evaluations for veterans and government employees. I negotiated fees with doctors and certified them to work with servicemen and women. I was required to have paperwork returned by doctors within 24 hours. I recruited physicians from all 50 states and was responsible for paperwork verification before submission to various U.S. Government departments. • 40-50 daily calls • 25 medical evaluations per month• 30 days or less medical requests in cue at all times

I developed a steady pipeline of candidates through high-volume recruiting. I developed and maintained professional relationships with hospital managers and administration in order to execute organizational goals. I provided recommendations for hires and created job descriptions, managed prospective employees through the hiring process for over 20% of the hospital and was responsible for about 90-100 open requisitions on average. I reviewed over 50 applications per day and facilitated in the relocation process of prospective out-of-state candidates. Negotiated complex job offers for leadership roles such as Director of Chaplaincy and director of Food and Beverage. • 75% phone call response rate• Managed 90-100 open labor requisitions• 10-12 weekly interviews • Averaged 10-20 hires per month• Maintained 100% compliance with industry regulations and company policies according to Joint Commission Standards and best practices

I was responsible for recruiting employees for the sales, service, and administrative departments of the dealership. The types of positions I recruited for include sales consultants, finance managers, service technicians, and parts specialists. I worked closely with hiring managers to identify staffing needs and sourced candidates through job postings, referrals, and applicant tracking systems.• Three interviews per day• 30 phone calls per day• Averaged 3-5 hires a month

Closed business by conducting face-to-face interviews in order to find potential candidates for job orders. I was part of a team that held accounts with fortune 500 companies in the Chicagoland area. Clients included; GoHealth, Hyatt, Wriggly, and Redbox. We recruited executive levels roles on a permanent or temp to perm basis. • 11-12 interviews per week• 40 phone calls per day• Averaged 10 hires

Focus was on outreach, case finding and direct intervention services with selected individuals and families. I assisted clients in receiving services needed such as social services and healthcare as well as give education on diabetes management and diet. • Managed 10-15 patients • Gave health classes of 15 patients • Traveled 45% of the time

I recruited along the western and southern parts of the country by traveling to high schools and giving presentations about Andrews University and the degrees they offered. I was in charge of a budget and kept records for the expenses incurred for these trips. I tracked and kept record of enrollment numbers and tried to increase them daily.• Traveled 85% of the time• Managed 10 states• Visited 4-5 schools per state

Coordinated the school of distance education at Andrews University called Griggs International. I registered people from around the world for classes/degrees and assisted them in their educational future.

On-Air Radio DJ host for a two-hour segment called “Michiana Classics.” Chose songs to play on-air, took calls, and read live commercials and promos.