-Hired to lead People Operations and build out Talent Acquisition reporting directly to the CEO

-Hired run the GTM Talent Acquisition function at D-Wave - Quantum Computing for the Americas

-Hired to build out the TA functions and own the leadership oversight pertaining to all matters talent advisory & acquisition at LVT right before acquiring their Series B funding round (2022 valuation: $1B | 2023 potential valuation: ~$3B)-Responsible for the design and application of talent acquisition strategies-Assisted in the development of a robust talent dashboard for headcount management against the annual budgeted/hiring expenditures in real-time-Lead & managed a team of Senior Recruiters averaging ~150+ hires/year-Upleveled and trained existing recruiting talent, optimizing for improvements or managing-out if necessary-Reduced dependency on external agencies, saving > $500k annually Y/Y against cost of the entire TA team-Streamlined operations, developed SOX compliant hiring processes, improved offer letters and onboarding as well as ongoing enablement -Owned communication of metrics and reporting to ensure consistent accountability across all stakeholders-Oversaw relocation efforts, streamlining processes from approvals to reimbursements & budgeting-Improved hiring function through training of managers and interviewers using a formalized interview and decision plan leveraging measured, specific interview scorecards-Led a significant RFP process with more than 10 ATS vendors to select and implement JobVite (coordination with purchasing, legal and IT to ensure compliance with all systems and policies)-Improved hiring across key demographics and improve employer brand through open houses, hosting meetups, website design, trade shows, conferences, job fairs, etc.𝐁𝐮𝐢𝐥𝐭: Emp. Branding, Executive P&L Dashboard & Quarterly QBRs, TA Reports, DEI/Affinity Networks, TA Team, Quarterly OKRs𝐈𝐦𝐩𝐥𝐞𝐦𝐞𝐧𝐭𝐞𝐝: Talent Processes, Competency Based Interview Structure, SOPs, Team Structure aligned to divisions, 𝐂𝐫𝐞𝐚𝐭𝐞𝐝: Comp. Structure/Philosophy, Talent Professionals as Advisors, Career Site Upgrades and much much more - let's chat about it!

-Responsible for refining the talent acquisition practices and ensured and curated a delightful candidate experience, diversifying Homie and being equitable and inclusive.-Set the vision strategy to help Homie achieve aggressive growth goals for the next 5 +years and rally all divisions across the organization around that vision and strategy. -Recruited and engaged great problem solvers and collaborators.-Built diverse, inclusive teams where everyone can be their authentic, best selves at work.-Defined and executed on an employment branding strategy that positions Homie to be continued as an employer of choice, and drive candidates to find their passion, drive change and build people.𝐁𝐮𝐢𝐥𝐭: Executive P&L Dashboard, TA Reports, DEI/Affinity Networks, TA Team, KPIs𝐈𝐦𝐩𝐥𝐞𝐦𝐞𝐧𝐭𝐞𝐝: Competency Based Interview Structure, SOPs𝐂𝐫𝐞𝐚𝐭𝐞𝐝: Comp. Structure/Philosophy, Talent Team as Advisors

-Managed all recruitment operations for the United States. Hired 50+ of strategic 2021 headcount within first half of a year coming out of pandemic.-Responsible for the development and execution of corporate recruiting strategies and best practices.-Developed efficient warehouse structure and reorganization.-Instrumental in evaluation of talent according to business units (3), brands (7) and industry categories (2).-Implemented an auto-recruiting system with empowering people managers regarding call center and warehouse recruiting.-Managed Leave Administration, ER, investigations, talent advisory duties to Executive team.-Maintained Operations Division HR Business Partner responsibilities of a 200+ employee business unit across United States.𝐁𝐮𝐢𝐥𝐭: Affinity Networks, TA Dashboards, TA Reports, KPIs, positive TA reputation𝐈𝐦𝐩𝐥𝐞𝐦𝐞𝐧𝐭𝐞𝐝: New ATS, TA SOPs/processes/procedures/policies𝐂𝐫𝐞𝐚𝐭𝐞𝐝: Comp./JD alignment, Streamlined Onboarding, Trust in the Talent Org.

-Managed the recruitment process and was a trusted advisor on all things talent acquisition to Executives and all levels of management.-Managed and point-of-contact for various SMB funding products. -Developed and maintained successful external/internal; recruiting programs that build brand awareness and consistently provide a pipeline of top technical talent.-Generated regular recruiting reports showcasing key recruiting metrics; define, track and analyze talent metrics to develop practical tracking and reporting methods to monitor and improve hiring performance.-Optimized and evolved our hiring processes and practices as we continue to scale.

-Managed all recruitment operations for the United States. Hired 95% of strategic 2019 headcount within first quarter.-Was responsible for the development and execution of corporate recruiting strategies and best practices.-Developed job posting in partnership with HR and hiring managers.-Built strong relationships with stakeholders as a consultant and SME.-Utilized recruiting data to drive decisions and make talent recommendations.-Had ownership of all recruiting and employment branding initiatives.-Developed diversity and inclusion initiatives to make the organization an employer of choice.

-Responsible for the day to day operations of the resume mining and sourcing department for Goldman Sachs. -Responsible for reporting, metrics, and continuous process improvements. -Responsible to mentor, coach and develop employees across the United States.

-Managing the recruiting process for several business units within the Engineering/Technology Division for the Americas

-Via ADP, responsible for Experienced Hire Sourcing/Recruiting for the Finance, Risk and Technology Division in our Salt Lake City office (the 4th largest Goldman Sachs location globally).

-Managed the recruitment process over 11 business units (Finance, Legal, Ops Proposals, IT, Business Development, Product/Program Management, Shared Services, Government Property, Quality, Stores and Facilities).-Sourced, recruited, interviewed, tested and worked with Managers/Directors/Executives in specific departments to select top performing candidates.-Worked closely with managers to determine hiring needs, provide suggestions/ideas regarding how best to meet their recruiting efforts; then implement those actions to meet hiring goals.-Identify sources of candidates and initiate/maintain relationships with outside sources such as employment agencies, recruiters, job boards, networking sites, and job fair sponsors.-Assisted with the evaluation, selection criteria, and testing techniques to ensure compliance to standards; develop and implement revisions as necessary.-Actively involved with the recruiting software, training employees on its use, and interfacing with the vendor(s).-Worked with managers to update job descriptions and completes job posting advertisements.-Determined FLSA exempt and nonexempt classifications. -Managed open position reports and approvals for new positions.-Ran background and reference checks for new hires.-Verified that all new-hire paperwork has been completed.-Conducted on-boarding and new-employee orientation.-Developed and maintain affirmative action program; files EEO-1 report annually; maintains other records, reports, and log to conform to EEO regulations.-Worked with managers in developing and monitoring career path program.-Created and distribute company attrition and turnover reports via departments.-Maintained compliance with federal and state regulations concerning employment.-Responded to inquiries regarding policies, procedures and programs.

-Managed the entire recruiting process.-Managed payroll process and implement ADP from G&A payroll processing. Distribute and manage commissions and bonuses across the organization.-Ensured accurate maintenance of all employee records and files.-Managed on-boarding of new employees & continuous support/education.-Managed and administer training for all new hires.-Oversaw employee recognition program.-Executed garnishments and obtain state licensure with regards to unemployment and taxes.-Monitored all hiring and recruitment processes for compliance with all local, state, federal laws (EEO, FMLA, ADA, Affordable Care Act, etc.) and company policies & standards.-Assisted with the smooth transition of all GSL employees from a PEO (Professional Employment Organization) to direct employment by GSL including migrating all benefits and payroll.-Military liaison for marketing department.-Managed all trade shows and act as marketing coordinator.-Managed all POS materials and sales in-house product inventory.

-Managed site recruitment efforts in addition to building out Utah expansion efforts from California.-Processed daily/weekly reports of recruitment efforts, identify recruitment needs and meet with the Senior Management and client representatives to formulate recruitment forecast. -Responsible for the sourcing of talent through existing/external databases (Dice, CareerBuilder, Monster, local sourcing sites), contacts and direct recruiting. -Managed the recruitment process based on changing priorities and client needs. -Conducted 100+ phone based pre-screening of candidates per week to evaluate their skills, suitability, availability, compensation and understand their job preferences. Proactively source candidates in assigned focus areas. Follow internal process for submitting candidates to jobs and coordinate with the Account Servicing team. -Managed ATS/HRIS system and proactively engaged with VMS/MSP clients for successful candidature submittals through to offers extended. -Supported the introduction, implementation & cultivation of high quality and innovative talent acquisition practices throughout the organization.

-Responsible for managing and supporting the process fulfillment of job requisitions over our MSP/VMS Fortune 500 clients' contingent staffing programs (specifically Nike, Johnson & Johnson, Genentech, Akamai, McKesson, Ventana Medical Supplies and LSI Logic). -Supported all operational aspects of the program from HRIS requisition entry to placing talent and supporting their project progress.-Responsible for being the direct liaison between our clients and the company.-Maintained 80+ job requirements per month while maintaining positive scorecard standing.-Educated, influenced and built managers’ competency for assessing talent; provide coaching, guidance and steer as needed to all levels of the organization.-Supported introduction, development & promotion of targeted talent pipelines to deliver quality and quantity of desired candidates.-Managed recruiting consultative duties over the Business Intelligence Division nationally for Fortune 500 companies.-Worked closely with management to grow Consultant Headcount at designated clients, drive Gross Margins and achieve top quarterly Client Scorecard results.-Supported efforts regarding off-site recruiting activities including participation in job fairs, conferences & professional organizations.-Cultivated partnerships to ensure time-to-fill metrics are achieved short-term & longer-term relationships were built.-Ensured standardized recruiting processes, procedures & documentation was in compliance with legal requirements & organizational guidelines.-Maintained awareness of creative and innovative sourcing strategies and worked closely with teams to develop best approach for clients.

-Contracted to provide expertise to the United States Military and one of its primary contractors, (Al Morrell Development) in its drawn down and commercialization process from the operational theater in Iraq. -Responsible for the day-to-day operations and managerial duties over the entire international Iraqi recruiting division by means of employing local nationals and third country nationals.-Organized, implemented and directed cross-functional teams of recruiting experts to analyze markets and processes and implement infrastructure improvements.-Integrated Human Resources (HR) and Recruiting into one cohesive division.-Arranged employee travel internationally and leave time cycles.-Support management on casework including absenteeism, return-to-work, workers compensation, disability, and FMLA processes.-Evaluated staff performance and recommended opportunities for professional development. -Oversaw the sourcing, recruiting, hiring, and on-boarding of local/international employees - specifically for the building and operations of six large water purification, manufacturing and bottling plants in Iraq.

-Created and oversaw the execution of medical recruiting and consulting of physicians as well as medical establishments. -Responsible for building professional talent pool of roughly 500+ physicians. Source, qualify, recruit, screen, and place physicians in short-term, long-term, and permanent practice opportunities in the US and abroad.-Ensured all elements of assignments/contracts were completed on time, within scope, and within allocated budget.-Managed relationships with medical physicians and national hospitals for long-term employment bringing in millions worth of revenue.-Planned and executed a nationwide sourcing search, resulting in a 25+% increase in total physician pool.-Developed improvement strategies with special emphasis on scope, budget, and effectiveness.-Ensured all data was accurate in our custom HRIS/ATS system and provided sales support to each territory regarding data management, sales goals, and coordinated sales activities from conceptualization, to planning, to successful execution.

-Intense NYC internship strategically aligned with the Event Planning / Marketing Departments in hosting / marketing / negotiating outstanding corporate events in a 30,000 square foot multi-level space.-Arranged event schedules and managed events to start on time, within allotted budget and to client’s specifications - clients such as: MTV, Pepsi, J.P. Morgan, Deloitte & Touche, GQ Magazine, DKNY, Capital Records Group, American Cancer Association, Goldman Sachs, and Columbia Law School.-Assisted with the marketing of events as well as the overall venue by means of guerrilla marketing, SEO, and various campaigns throughout New York City, NY generating new clients and customers.-Developed the market research strategy and direction of that strategy into operating procedures.-Recruited and assisted with hiring candidates for our Marketing Representative Program.