This strategic role focuses on building partnership with the TA/Recruiting team and Conduent’s Government and Transportation business, across two of three divisions within Conduent’s, representing approximately 50% of the company’s $4 Billion dollars in annual revenue. Work directly with the divisions Executive Leadership Team on strategic delivery of Production and Professional recruitment. Our footprint is in over 25 countries, with 60,000 employees globally, making 40,000 hires annually. We support 70% of Fortune 100 list. o Increased fill rates for hourly employees from 63% to 70% in the first six months and from 70% to 83% in 18 months in the Government Divisiono Maintained an 85% fill rate, for hourly employees, in the Transportation division in the first year and 99% in my second yearo Developed recruiting metrics and analytics that provide insight and drive deliverable decisions that were not utilized previously in the organization, and increased accountability within Talent Acquisition and these two divisionso Partner with internal teams and business leaders to ensure alignment on workforce planning, capacity planning, and the execution of recruitment strategieso Built out process, procedures, and a coordinated plan to drive results to 100% fill rateso Provide leadership to the team through development, education, collaboration, persistence, execution, while inspiring high-performance teams across diverse marketso Lead the development of hiring strategies, by driving creative/innovated improvement, thought leadership, and recruitment marketing planso Oversight and accountability for all recruiting functions, globallyo Lead both virtual and on-site teams in TA & work with our global support teams offshore

Talent Acquisition and Recruiting Business Process Consultant - Analysis of business process, evolving systems, & developing future state, along w/ other HR projects for Salo clients o Developed a Global Center of Excellence for Cook Medical through understanding current and future stateo Analyzed $50 million dollar Contingent Labor spend and assessed gaps, inconsistencies, areas of improvemento Develop an EVP through interviews with IT division leaders at Kohler & developed an advertising campaign

Successfully completed short-term contracts in Talent Acquisition and Recruiting as Interim TA Director, HRBP, and Recruiting Consultant.

Led team of five, with dotted line responsibility for twelve additional Recruiters, making 2,000 hires annually, for eight high touch internal client departments. Continued to perform my Assistant Vice President and Director responsibilities.o Streamlined hiring process resulting in 1,000 new hires and 1,000 backfills annually. o Decreased search fees by $3 million dollars through better utilization of the corporate and field TA teams.o Reduced Talent Acquisition team’s travel and entertainment expenses by 44% in 2016 and 50% in 2017. o Created first company-wide recruitment marketing plan that established consistent messaging around the employee value proposition, which the corporate Talent Acquisition team also created, and company values.o Led enterprise-wide Diversity and Inclusion programs in partnership with numerous vendors supporting military, women, individuals with disabilities, and under represented ethnicities.

Held strategic operational role that focused on enterprise-wide process improvement, streamlining of recruiting programs, and workforce planning. Continued to perform my Director and Manager responsibilities. o Redesigned careers website to enhance the candidate experience, which reduced page views, increasing click through rates 70% and increased site traffic by 31%. The resign simplified access for web aggregators like Indeed, Glassdoor, LinkedIN, and Zip Recruiter, to ‘sweep’ HUB’s careers website, allowing the organization's recruiting teams easier access to web aggregators' free job postings.o Led recruiting team that filled 450 roles from mid-level managers to senior executives at corporate. o Executive Sponsor on the project to select, implement, and integrate a new Applicant Tracking System, Avature, into WorkDay utilized by the company.o Created a new recruitment tracking process, with outside vendor Direct Employers, to report on diversity and military candidates and newly hired employees to comply with OFCCP/Government Contractor policies.

Managed $1M budget, led team of five, and managed all company recruiting resources and technology. Continued to perform my Manager of Recruiting responsibilities.o Built a team of 17 Talent Acquisition professionals across North America. This team reduced search fees by over a million dollars in the first year and reduced search fees in the Chicago market by $542,000o Created and implemented procedures mandated by the OFCCP of Government Contractors, with 85% compliance in the first year, eliminating the risk of millions of dollars in fines. o Developed and delivered training on DISC/Trimetrix personality evaluation training for managers and senior executives to improve their use of the tool and benchmark qualified candidates saving $10,000 annually in outside vendor training expenses.

Created a vision and strategy for the Talent Acquisition department, that became a model for the regional and field offices throughout North America. Continued to carry a full req. load as in previous role. o Coached HRBPs to evaluate talent utilizing skills assessments, DISC/Trimetrix, to identify skill gaps and better align succession planning with overall recruiting strategies.o Developed and led an annual Recruiting Summit, uniting corporate and field recruiting teams with Talent Acquisition vendors, covering corporate goals & initiatives to standardize the recruiting process.

Performed recruiting role, initially as a contractor, in the Chicago corporate office, which led to a full-time recruiting role for IT, Sales, Employee Benefits, and Risk Consultants. o Reported to the CHRO for a six months corporate initiative to proactively sourced Sales Reps. who sold into the Private Client arena, developing a bench of Sales Producers. With the success of this program, took over additional recruiting responsibilities for the corporate departments.o Took over the management of the ATS, resulting in better management of system & budgeted spend, increasing productivity of the field.

Recruited for five divisions within Ogilvy & Mather, and staffed Senior Management & Executive level positions.

Assisted and advised students in the development of their professional resumes and cover letters

Consultative Recruiting role, in the CPG Industry, that recruited for highly specialized positions in Supply Chain, Pricing, Marketing, and Brand Management.

Recruited for Sales roles in three of four business verticals; Cars.com, Apartments.com, and Homescape.com.

Recruited for Sales, Senior Accountants, Accounting Clerks, Art Directors, Web Developers & Designers, Inside Sales Representatives, and Administrative roles

Managed on-site engagements with T-Mobile (Nashville,TN) & Verizon Wireless (Wilmington, NC & Charleston, SC) that encompassed recruiting, testing, evaluation, interviewing, and new hire orientation. Hired and retained 500-700 Customer Care Call Center employees in three separate locations. Personally conducted over 300 interviews with T-Mobile and 650 interviews with Verizon Wireless. This Contract role was 100% on the road during the 15 month period. (Contract Ended)

Consultant role in Human Resource that included employment, compensation, benefits, employee relations, new hire orientation, and J-1 and H1B Visas for non-U.S. resident Doctors. Hired as a Contract Recruiter for a two month project & then brought on full-time in April of 2002, taking over responsibilites of the Recruiting Manager's role. (Position Eliminated)