• Recruitment focused on the Product, Supply, Quality and IT business. Average workload is 20-25 requisitions. Responsible for attracting top talent and developing a strong, qualified candidate pool for current and future openings.• Responsible for full lifecycle recruitment including pre-screening candidates, partnering with hiring managers to develop sourcing strategies and providing talent for open positions.• Managed job requisition and candidate dispositions through Success Factors ATS, achieved recruiting metrics and reported key accomplishments. * Compiled and communicated the knowledge base, industry and market trends to hiring managers.* Ensure compliance to state/federal employment laws and Novo Nordisk policies and practices for applicant tracking compliance and reporting metrics. * Facilitated candidate review meetings and interview de-briefs to capture feedback to ensure overall compliance in the hiring process.* Established a true business partnership with hiring managers on all staffing related activities and issues.

•Maintained a collaborative relationship with the engineering line of business managers and their talent attraction needs in line with the hiring practices of the company. *Facilitated meetings to understand the requirements of the position in order to develop pointed sourcing techniques to cull and recruit appropriate talent and fill open requisitions quickly through skilled full-cycle recruiting, meeting goals and defined KPI’s.•Requisition load averaged 12 based upon business needs.* Roles at varying levels included: Core Business - Finance/Accounting, HR, Facilities/EHR/Security. Engineering - Mechanical, Electrical, Controls, Systems, Product Management, Quality (supplier). Manufacturing - Assemblers, Test Technicians/Engineers, Manufacturing Engineers. •Creatively source new candidates, using tried-and-true methods as well as experimenting with new ways of finding the next great team member. •Partnered and coached hiring managers to encourage a "whole company" approach to recruiting, continuously improving and refining the recruiting process, and ensuring hiring managers are equipped/trained on recruiting process, best practices and expectations to confirm their equity and the best candidate experience. •Oversaw external vendor relations process as the single point of contact for assigned staffing partners providing assistance to fill roles at the contract and full-time designations in alignment with Brooks hiring practices. •Role assignments spread across all engineering lines of business and internal business functions on a full-time, contract, internship and rotational program level.

*Provided full life cycle recruiting for all assigned Sales and related roles globally. Requisition load averaged 10 based upon business needs. •Areas of focus were Sales, Sales Operations, Product/Project Management and Talent Acquisition at varying levels. •Establishes collaborative, customer-focused relationships with hiring managers, HR Business Partners, Compensation and local office/region HR staff. •Builds and maintains a network of potential candidates and identifies talent through established and new channels. •Recommends ideas and strategies that contribute to long-range strategic staffing initiatives while maintaining cost effective methods. •Conducted regular follow-ups with managers and HR Business Partners to determine the effectiveness of recruiting plans. Recommends and implements process improvements for challenging to fill roles.

•Provided full life cycle recruiting for all assigned information technology and related roles across multiple regions.•Requisition load averaged 25 based upon business needs.•Roles included Software Engineers/Developers, Network Engineers/Architects, QA Engineers and Cybersecurity positions at varying levels.•Establishes collaborative, customer-focused relationships with hiring managers, HR Business Partners, Compensation and local office/region HR staff.•Builds and maintains a network of potential candidates and identifies talent through established and new channels.•Recommends ideas and strategies that contribute to long-range strategic staffing initiatives while maintaining cost effective methods.*Conducted regular follow-ups with managers and HR Business Partners to determine the effectiveness of recruiting plans. Recommends and implements process improvements for challenging to fill roles.

•Act as a search expert for a functional area by understanding functional hiring needs, position specifications, process improvement and search requirements with a focus on diverse and inclusive recruiting strategies and results at all levels. •Review employee referral resumes for skill level and qualifications; follow up with initial phone interview to assess availability, fit with role and interest•Focus on sourcing passive candidates through on-line sourcing capabilities (e.g., Indeed.com, DICE, E-financialcareers.com and other specialty sites) as well as legitimate social network search engines and internal resume database to recruit qualified candidates and in accordance with OFCCP Internet Applicant Guidelines.•Partners with University Relations in on-campus and other diverse recruitment strategies.

• Partner with sales executives and Monster’s external client population to understand, define and provide strategic sourcing efforts on a variety of diverse positions.• Source candidates directly through industry networking, database searches and social media resources.• Provide regular and detailed reporting regarding sourcing efforts on pre-qualified candidates for open positions to both sales executives and client representatives.

Full life cycle internal recruiting for the Global Product and Technology Group. Focus was placed on providing targeted assistance to internal hiring managers in filling positions centered around products and services offerings of human capital management solutions for the client and job seeker verticals.

ASML is the world's leading provider of lithography systems for the semiconductor industry, manufacturing complex machines that are critical to the production of integrated circuits or microchips. Headquartered in Veldhoven, the Netherlands, ASML designs, develops, integrates, markets and services these advanced systems, which continue to help our customers - the major chipmakers - reduce the size and increase the functionality of microchips, and consumer electronic equipment.

EMC Corporation is the world leader in products, services, and solutions for information management and storage. We are a trusted provider of information infrastructure; helping organizations of every size around the world keep their most essential digital information protected, secure, and continuously available. *Full lifecycle recruiting for entry level/early-career IT professionals for a role-based training program.*Consistently meet hiring goals each quarter and have developed strong working relationships with hiring managers and employees. *Continuously source top tier candidates, conduct on going interviews, reference checking and negotiate all offers.*Attend college and professional association fairs for recruitment purposes.

General project management and program coordination for the following initiatives:Maintenace and facilitation of new hire orientation (NEO) program - Facilitated bi-weekly NEO on-boarding sessions for both contractors and full-time employeesCollaborate with Workforce Services to ensure all new hires attend NEO session. Ensure all new hire paperwork forms are completed appropriately. Maintain relationships with the internal functions of the company (Facilities, Security/EHS, IT) in preparation for bi-weekly NEO sessions. Created project timeline of preparation duties for the week prior to a scheduled NEO session. Tracked and stocked company collateral for new hire welcome packets and gifts with internal copy staff and external vendors.University Relations - Sought out and maintained contacts within company-targeted colleges and universities with bioscience/biotechnical focus for student internship program. Posted internship descriptions on school and career service websites for student review and submission of interest. Developed relationships with diversity-based non-profit organizations to attract students with applicable educational cirriculum track and interest in biotechnical industry. Shared resumes with business unit leaders for possible intern hiring.Intern Program - Assisted Associate Director, Talent Acquisition with the marketing and branding of intern to the company population and bioscience/biotechnical community at large.Wrote, edited and maintained various process documents and guides for student interns and hiring managers during the intern season.Facilitated NEO-type on-boarding sessions for student hires.Chaired events for interns including business function open houses and social/networking eventsRan weekly intern requisition 'dashbaord' report from Brass Ring for business functions as an up to date overview of all requisitions and there current status.

Drive the corporate recruiting function for corporate and regional field office staffing requirementsPartnered with internal department managers and other senior staff to understand current and future staffing needs.Partial list of positions recruited for: Technical Recruiter, Engineering Recruiter, Account Executive, Business Analyst, Sr. Financial Analyst, General CounselParticipation, maintenance and/or completion of the following projects:Associate Care•Tallied tenured associates by hours and years of service to determine framework for rewards program.•Participated in meetings and focus sessions with Marketing and IT to outline separate associate communication (web site, monthly newsletter) and perk program.•Conducted research of competitor recognition programs to gather ideas for framework of TAC Worldwide associate care program.Performance Management Program (PMP)•Participated in focus sessions with EAP vendor to outline parameters for new performance measure program.•Participated in live training sessions for TAC managers and employees to outline and define new parameters and responsibilities for performance management program.I-9•Participated and the review and edit of new I-9 policy and procedure communication to the organization. Determined error exposure for correction. •Assisted in review and edit of new I-9 internal online certification process for staff employees.Health Insurance Waivers•Worked with human resource representatives to verify and catalog health insurance coverage forms and medical benefits waived by associates.Department of Labor Audit•Assisted in review and audit of job descriptions in line with the Fair Labor and Standards Act (FLSA) and ‘computer professional’ exemption.•Participated in ‘DOL Audit Team’ meetings comprised of senior Finance and Legal personnel and senior and middle managers in relation to field operations.

 Primary on-site staffing resource for temporary and temporary-to-permanent technical recruitment for world-class digital audio and video production and media organization. Partnered with internal talent acquisition group in the development and execution of clear and concise recruitment plans against applicable job requisitions. Managed the client relationship to develop staffing and recruitment strategies for specific business needs. Drove compliance with established policies and procedures, as well as local, state and federal laws and guidelines (Worker's Compensation, Unemployment, HR, Legal, WOTC, Account Management Systems, FLSA, 1099 and immigration regulations.) Managed temporary associate relationships and provide on-going performance feedback  Partnered with Veritude team to implement retention programs and focus groups .(insert more if there are others)

 Served as the client’s agent in the recruitment of qualified candidates for high volume call center positions for varied Fidelity Investments business units.  Sourced, screened and placed qualified candidates utilizing Veritude job search applications and external applicant placement tools. Managed candidate expectations regarding job responsibilities, rate, duration of assignment and job location.

 Participated in the implementation and on-going administration of health and benefits to external MHRS clients Translated plan provision and benefit-related summary plan descriptions into test plan scenarios for functional application testing Led client meetings and gathered benefit and technical data requirements to aid in daily administration processes Chaired the benefit carrier meetings for file eligibility transfer processing Developed system documentation utilizing generic SQL queries for specific data extraction from benefit databases Developed training and mentoring materials for new hires into the health and benefits department Performed technical and manual defined benefit calculations for cash balance and other pension plans for external clients Earned HIPAA certified privacy act administrator certification for maintenance and administration of protected health information (PHI)

 Supported IDS recruiting staff in the full lifecycle recruiting and placement of qualified college graduates, interns, co-op education students and qualified applicants for professional level roles to applicable requisitions. Developed and posted job requirements to Raytheon internal and external job boards. Partnered with the Cross-Product Team (CPT) and Integrated Product Team (IPT) to determine hiring requirements and sourced, screened and interviewed recent college graduates, interns and co-op educations students against available requisitions. Coordinated with Raytheon Corporate University Programs staff in developing and maintaining contact with local, regional and national colleges and universities for the development of student programs within Raytheon. Forged relationships with university-based and professional level inclusion organizations such as National Society of Black Engineers (NSBE), National Association of Black Accountants (NABA), LatPro, Society of Women Engineers (SWE) and Association for Women in Science (AWIS). Attended university and inclusion-based hiring events and seminars regionally and domestically for intern and full-time, entry level recruiting campaigns.

 Managed the processes and procedures of various Fidelity pension and retirement employee benefit plans. Managed and maintained the Non-Qualified Deferred Compensation Plan (NQDC) for Fidelity management executives. Facilitated NQDC informational sessions for prospective eligible employees Managed and ensured timely delivery of communications related to off-cycle payments (i.e. CAP Restoration Payment, 401(k) loan disbursements). Served as the primary contact for Fidelity policies and procedures related to specific benefit structures and programs. Utilized Fidelity online database and network systems (i.e. Plan Sponsor Workstation, NetBenefits, eWorkplace) as references for benefit-related employee issues.