Provide leadership responsible for shaping the strategy and delivery for the Strategic Sourcing and Employer Brand team. The Strategic Sourcing team provides recruitment and market intelligence for hard-to-fill positions and Vice President recruitment. Focusing on enhancing our employer brand and aiding the Talent Acquisition team in finding candidates for hard-to-fill roles and company ramp-ups by creating talent attraction strategies globally. Additionally, I manage the Assessment Center operations and act as the Assessment Center single point of contact for all internal assessments.

The Global Talent Attraction team develops, designs, and executes the attraction / employer branding strategies both on a global and regional level covering: NCE (North Central Europe), MED (Mediterranean), APAC (Asia-Pacific), AME (Americas) & LATAM (Latin Americas).Implemented social and digital recruitment marketing strategies, significantly boosting brand awareness and expanding the pipeline of qualified candidates. Collaborated with Talent Acquisition and operations leadership to identify and leverage strategic sourcing and advertising opportunities, effectively meeting hiring goalsVestas is the energy industry’s global partner on sustainable energy solutions. We design, manufacture, install, and service wind turbines across the globe, and with +154 GW of wind turbines in 87 countries, we have installed more wind power than anyone else.

Change State brings more than 25 years of experience in recruitment advertising, technology, and services, with a diverse portfolio of clientele ranging from Fortune 100 brands to non-profit organizations.

Spearheaded the development of a high-performing Talent Acquisition team to meet the dynamic recruiting demands across Canada, the US, and Latin America during a period of triple-digit growth. Led and mentored a team of recruiters and coordinators, successfully filling both corporate and retail positions. Collaborated with executive leadership to design and implement talent strategies, contributing to the rapid expansion of the world’s fastest-growing sports brand.On was born in the Swiss alps with one goal: to revolutionize the sensation of running. It’s all based on one radical idea. Soft landings followed by explosive take-offs. Or, as we call it, running on clouds. Interested in joining the On team? Head to our website to see current openings and get a feel for our unique and collaborative company culture: https://culture.on-running.com/

Oversaw the strategic management of our employer presence across digital and social channels, enhancing KinderCare Education’s employment brand. Lead initiatives in recruitment marketing, programmatic advertising, PPC, job advertising strategy, hiring events, and talent attraction programs across our family of brands. Developed and lead a team of dynamic focused on supporting KinderCare Recruitment Marketing and Strategic Sourcing. Partnered with leadership teams to develop and implement strategic sourcing and recruiting programs, effectively addressing hard-to-fill positions and challenging markets.

Expanded and enhanced the recruitment marketing strategy to encompass all KinderCare Education brands, supporting the annual hiring of 15,000-20,000 employees. Developed and managed company profiles on social networks and reputation sites, ensuring a strong and positive online presence. Oversaw content management for the career site, launched a careers blog, and compelling recruitment marketing content. Initiated and managed email marketing programs, attracting thousands of qualified candidates for both field and corporate roles that represented 30% of annual hires. Established and optimized workflows for reputation management, maintaining the company’s positive image across various platforms.

Recruited to revamp the corporate recruiting function amidst KinderCare Education’s cultural transformation. Assembled and led a team of recruiting professionals dedicated to building high-performing corporate teams and enhancing the experience for both hiring managers and candidates. Overhauled internal recruiting processes and contingent labor partnerships, bringing executive search capabilities in-house. Established strategic partnerships with organizations focused on diverse talent, significantly improving new hire retention and reducing time to fill. Introduced innovative recruitment marketing strategies to support critical corporate functions, resulting in increased hiring manager satisfaction.

Talent Brand Alliance is a community and event organization where recruitment marketers and employer branders can collaborate and learn.Event Production Chair

Banfield is the largest Veterinary provider in the world with more than 1,000 hospitals strong, with the common goal of providing high‐quality medicine for each pet we treat and working alongside our clients to ensure they have the resources they need to care for their pets at home. We have over 15,000 associates that work in our hospitals across 44 states and Puerto Rico. In my position as a senior recruiter, I built the strategy to enhance recruiting programs for our corporate office and field based corporate functions. I built a new ancillary staffing program for our contact center, introduced video interviewing, recruitment marketing, and on-site Open Houses to engage talent for specific functions. I successfully built strong talent pipelines that led to reduced dependency on third party agencies through strategic sourcing and programs.

As the Corporate Recruiter, I had the wonderful opportunity to partner with business units across our corporate office. I supported Banfield's corporate offices during high growth and brought on over 400 new hires in two years. I recruited for a wide range of positions that ranged from entry‐level to senior management in various fields, including Csuite searches, IT, Finance, Marketing, Commercial, Medical Leadership, Quality Assurance, Real Estate, Construction, HR for HR.

Provided HR and Recruitment support to clinical and non clinical clients in Phoenix and Portland while relocating to the Portland, OR area. Some work provided: policy development, employee file audit, employee relations, processing payroll, implementing time and attendance system.

Mercy Gilbert Medical Center is a full-service, 212-bed, acute care, not-for-profit community hospital providing exceptional healthcare to the East Valley. Services offered include cardiovascular, emergency, family birth center, gastroenterology, sleep center, orthopedics, and diagnostic services, among others. The hospital is part of Dignity Health, formerly Catholic Healthcare West (CHW) one of the largest healthcare systems in the US.I was the sole recruiter for the hospital responsible for the strategic sourcing and general recruitment of Allied Health, Operations, Clinical, Nursing, Finance and Executive candidates for Mercy Gilbert Medical Center, Gilbert Urgent Care, and Queen Creek Urgent Care.

Phoenix Physician Services has evolved since 1999 from a small, local consultancy to a national, multi-disciplined consulting and recruitment services firm solving business challenges of the healthcare marketplace. As the Healthcare Recruiter, I specialized in Physician and Clinical recruiting for hospitals and private practices throughout the United States. I also recruited internal candidates for Phoenix Physician Service's corporate office. As the Human Resources Manager, I handled all internal HR needs for PPS and performed consulting work for private practices auditing their HR files, I9s, implementing HR and timekeeping systems; I created employee handbooks, and policy and procedures to ensure that the practices were fully compliant with state and federal laws. I handled employee relations issues for our clients as well as represented our clients during unemployment hearings.

I held a dual role for Southwest Ambulance and the parent company Rural/Metro. I acted as a Recruitment Manager and Human Resources Business Partner, providing strategic support throughout the employee life cycle. I provided employee relations and leader coaching support for 6 different bargaining units for Southwest Ambulance operations, Rural/Metro operations, and both corporate offices.Southwest Ambulance has grown from one ambulance in 1982 into the largest private ambulance provider with over 2,000 employees in Arizona serving Graham, Maricopa, Pinal, and Pima counties.Rural/Metro is a national leader in private ambulance and fire protection services in 21 states and nearly 700 communities from coast to coast. Developed recruitment policies and procedures for Southwest Ambulance and Rural/Metro fire department to streamline the processes resulting in shorter time to fill and better candidate experience.

Founded in 1986, Stryden, Inc., is the largest specialized workforce solutions company in the US. I recruited for a variety of temporary and permanent positions for clients. I managed a team of 7 direct reports and oversaw the day-to-day operations for Phoenix, Las Vegas, and Los Angeles offices. Introduced streamlined process to staffing operations and created effective recruitment campaign to effectively reduce time to fill. Partnered and provided mentorship with each branch to come up with strategy to meet client goals. Processed and transmitted staff payroll for the three locations, and provided HR support for staff and temporary associates for all three locations.