Jason Hazel Email & Phone Number

Indianapolis, Indiana, Us

Indianapolis, Indiana, Us

• Leading a team of 8 with duties that include hiring, development, performance management, and issue escalation• Drives a culture of continuous improvement by identifying and implementing strategies to increase efficiency and effectiveness • Participant in the initial Leadership Excellence Experience program that focused on next-level development for the top 2% of leaders in the company• Led the Talent Acquisition Workday implementation through stabilization and business as usual• Led external benchmarking efforts to align Talent Acquisition goals with industry standards• Data-Driven Recruitment: Implementing and utilizing advanced analytics to optimize recruitment strategies, and identify trends for continuous improvement.• Recruitment Process Optimization: Streamline the recruitment process for efficiency and effectiveness, focusing on a positive candidate experience.• Talent Acquisition Metrics & Reporting: Develop and maintain robust reporting dashboards to track key metrics and inform strategic decision-making.• Relationship Building: Build strong relationships with hiring managers and COE partners fostering collaboration and ensuring alignment with enterprise goals.• Complexity: Able to identify issues across teams and business unit alignments and provide operational paths forward

Indianapolis, Indiana, Us

• Focused on Director level recruitment across multiple departments• Partnering with hiring leaders and HR Business Partners to develop a strategy for each market• Adds value through relationship management with attention on candidate experience• Participated in Compensation modernization project that focuses on equity and data driven offers• Earned an Impact Award within my first 90 days for my contribution to departmental success

Louisville, Kentucky, Us

• Full life cycle recruiting for Humana Corporate Marketing department.• Assists with IT, Data Science and Finance recruiting• Consistently achieves annual goals, which includes 100% compliance scores• Consults with hiring manager to refine job description and sourcing processes• Consistently one of the top users of our LinkedIn Recruiter licenses• Utilizes data to drive recruiting strategy• Manages monthly recruiter performance reporting for all sourcing platforms, manages access and makes recommendations regarding team usage. • Maintained team LinkedIn account (job postings, sourcing and tracking).• Utilizes automated screening and scheduling tools• Maintains an update to date personalized recruiter tracking report.• Cross trained with HR Analytics to expand reporting capabilitiesWorkday Champion • First level of support for my team• HR Admin access for second level support issues• UAT/New feature testing

Louisville, Kentucky, Us

• Full life cycle recruiting covering multiple teams/disciplines/levels.• Consistently achieves annual goals, which includes 100% compliance scores• Consults with hiring manager to refine job description and sourcing processWorkday Champion • First level of support for my team• HR Admin access for second level support issues• UAT/New feature testingSymphony CRM Champion• UAT Testing• Trainer for team members• Manages monthly recruiter performance reporting for all sourcing platforms, manages access and makes recommendations regarding team usage. • Maintained team LinkedIn account (job postings, sourcing and tracking).• Utilizes automated screening and scheduling tools• Maintains an update to date personalized recruiter tracking report.• Cross trained with HR Analytics to expand reporting capabilities

Baton Rouge, Louisiana, Us

• 2012 Outstanding Performance Award (1 of 5 selected out of 40)• Led national Sales/Operations recruitment forum (providing monthly training sessions)• Project manager for vendor/product enhancements - lead a team of 5 in an effort to identify and pilot new systems/vendors• Handled recruiting efforts for all regional executive openings• Consistently exceeded monthly goals • Taleo roll out tester, team trainer and team super user• Conducted competitive compensation analysis• Worked with regional teams on workforce planning• Developing regional sourcing plans• Tracked sourcing costs and analyzed results in an effort to find the quickest and most economical source for specialized candidates.• Worked with marketing to develop and engage regional campaigns that included voice mail blasts, post card mailers, print advertising and online ads.

• Working with clients to implement process improvement measures with regards to identifying company culture, screening, hiring and retaining new employees based on internal criteria.• Analyzing client needs and developed thorough job descriptions, which were then, ran in newspapers and online ads.• Thoroughly screened/interviewed applicants using multiple interviews, case studies and assessments.• Recruiting candidates using national job boards and targeted cold calling.• Analyzing candidate information and supplied hiring managers with a detailed packet of interview and test information.• Scheduling final interviews with hiring managers and business owners.• Working with clients to ensure proper orientation and training, which lead to increased productivity from new hires and improved retention.• Analyzing previous retention and training issues and made recommendations to increase employee satisfaction.

Louisville, Kentucky, Us

Contracted to manage regional expansion of Humana’s Senior Products Division. • Project consists of filling sales, sales leadership, sales support, provider networking, medical director, financial analyst, market president and business analyst positions. • Fill an average of 15 to 20 positions per month. • Serve as the single point of contact for all aspects of staffing. • Responsible for sourcing candidates, prescreening and ensuring consistent on-boarding processes. • Serve as consultant to hiring mangers for all aspects of the recruitment process including salary negotiation, interview techniques, national advertising, conducting/setting up job fairs, resume tracking and HR/EEO compliance. • Tracked and reported expansion progress to upper management through weekly conference calls and spreadsheets.

• Worked with clients to implement process improvement measures with regards to identifying company culture, screening, hiring and retaining new employees based on internal criteria.• Analyzed client needs and developed thorough job descriptions, which were then, ran in newspapers and online ads.• Thoroughly screened/interviewed applicants using multiple interviews, case studies and assessments.• Recruited candidates using national job boards and targeted cold calling.• Analyzed candidate information and supplied hiring managers with a detailed packet of interview and test information.• Scheduled final interviews with hiring managers and business owners.• Worked with clients to ensure proper orientation and training, which lead to increased productivity from new hires and improved retention.• Analyzed previous retention and training issues and made recommendations to increase employee satisfaction.

Louisville, Kentucky, Us

• Contracted to manage and lead a nationwide expansion of Humana’s Medicare Sales Division. • Project consists of filling 400+ sales & sales leadership positions. • Serve as the single point of contact for all aspects of staffing. • Responsible for sourcing candidates, prescreening and ensuring consistent onboarding processes. • Serve as consultant to hiring mangers for all aspects of the recruitment process including salary negotiation, interview techniques, national advertising, conducting/setting up job fairs, resume tracking and HR/EEO compliance. • Tracked and reported expansion progress to upper management through weekly conference calls and spreadsheets.• Developed new reporting strategies to insure effective communications with management and outside vendors.• Trained and lead 2 additional contract recruiters.

Leawood, Kansas, Us

• Responsible for the full recruitment life-cycle• Establish a recruiting infrastructure that has been integral in growing the company• Present offers of employment to candidates who are selected• Complete all new hire paperwork for new applicants.• Maintained a relationship with all new hires to ensure that they were retained and that all issues associated with their employment were taken care of.• Train entry-level recruiters using an approach that combines technical knowledge with established recruiting processes.• Mentor existing recruiters, which includes problem resolution, organizational improvements and constant technical training.• Maintain between 25-35 billable consultants at any given time.• Personal revenue has accounted for 50% of overall company income during 2004. • Top revenue generator during 2004, averaging $10,000 in weekly profit for the company. • Produced more than $10,000/week in profit during 2005 with peak weekly profits reaching $14,000.

Overland Park, Kansas, Us

• Recruited candidates in both the Information Technology and Healthcare industries. • Sourced, identified, interviewed, screened and placed technical personnel in contract, contract-to-hire and permanent positions. • Stayed in constant communication with account managers as well as consultants to insure that any client concerns or Consultant concerns were addressed. This resulted in increased client satisfaction as well as increased retention of consultants. • Strong interviewing skills were used to review applicant’s resumes and skill sets in order to match company formats and client requirements. • Developed calendars and plans for recruitment efforts. • Participated in the construction and planning of a staffing software program that was built from the ground up.• Created and revise job postings for advertising mediums. • Conducted reference checks on selected candidates and extended job offers along with written offer letters to selected candidates.