Lead the design, development and implementation of innovative talent management programs and processes to improve depth, quality and engagement of Washington Penn's talent Talent Acquisition: *Full life cycle recruitment of top professional talent in all departments, including Engineering, Project Management, Supply Chain, Quality, Information Technology and Sales. Talent Management & Succession Planning: * Lead the Talent Planning process, including ongoing development and refinement of current talent planning processes, tools and materials. * Oversee the design and implementation of succession planning and key talent review meetings and processes across the company * Develop and implement strategies to accelerate development of key talent and successor candidates by identifying tools and processes for assessing and developing talent * Provide expertise, tools, and support in organizational design effectiveness

Responsibilities:• Design, communicate, and evaluate the recruitment strategy for all locations across the company,which includes a formal standard screening, interview process, and decision making approval process.• Create and execute the college recruiting strategy across all states, which includes the internship program design to increase pipeline of new graduates• Design and implement the recruitment plan to ensure strategic alignment between the employment practices and the organization's strategic goals.• Manage Talent Acquisition team to support hiring needs across the business.• Design and execute innovative ideas, including social media, to create brand awareness. • Manage technology for recruitment and onboarding capabilities

Partnered with the management team as a liaison regarding talent management, employee relations investigations, organizational design and development, company policies, training and incentive programsTalent Management:• Trained the division-wide management team on behavioral-based interviewing techniques and best practices, conducting workshops and one-on-one coaching sessions that contributed to sound hiring decisions.• Acted as a point of contact for strategic recruiting initiatives across the division, recruited senior-level management and partnered with management to create new teams which increased value and efficiency for the division • Revised and created job descriptions across all levels within the division. “Shadowed” and interviewed employees to construct an accurate picture of the duties and skills required for each position.• Created interview guides including all levels of positions to be used across the division • Evaluated future workforce needs, skills and competencies; develop strategies to meet workforce needs• Collaborated with management to develop a Pharmacy Internship program through partnership with Duquesne University and the University of Pittsburgh to include first year through 5th year Pharmacy studentsEmployee Relations:• Conducted investigations of harassment, discrimination, equal employee treatment and other related issues• Advised management on handling employee discipline and performance issuesOrganizational Design/Development:• Involved with 3 major acquisitions, including transitioning employees to Walgreens systems, benefits, policies along with post-acquisition planning and training• Define organization structures and assess the value of jobs to align with the business strategy• Collaborated with the compensation department to create job descriptions and assess value based on the organizational design and hierarchy• Define job workflow, process and tasks• Focus on culture and change management activities

Utilized strategic recruitment and development efforts to hire and retain top tier talent within various departments for the UPMC Health PlanResponsibilities:• Managed the selection process including sourcing candidates, phone and in-person interviewing, reviewing resumes, assessing candidates, screening for skill and experience level, recommending finalists, making offers, and filling the staffing needs within the defined service and performance criteria• Identified and developed sources from which to draw potential resources for the organization, managed sourcing and recruiting channels (college recruiters/internship programs/social networking)• Evaluate future workforce needs, skills and competencies; develop strategies to meet workforce needs• Improve capabilities to attract, engage and retain employees

Fulfilled a broad range of HR functions, including recruitment, administering benefits, employee relations and managing relationships between clients, CDI and employees.Responsibilities:• Identified and developed sources from which to draw potential resources for the organization, managed talent pool and maintained candidate pipeline• Filtered candidates based on selection criteria and conducted initial interviews• Acted as a liaison for clients of CDI to include employee relations investigations, performance management and resource planning• Facilitated the onboarding process to include salary negotiations, benefits administration, relocation and acting as an HR resource for all CDI employees in the Pittsburgh region