Reports directly to the VP of Human Resources with 13 direct reports for all of North America operations(US, Canada, Mexico). Manages a $500K Talent Acquisition budget with responsibility for onboarding and new hire orientation processes and resources.● Oversees 2000 + annual hires across hourly and salary positions● Revamped Sales recruitment from RPO to in-house, achieving $500K savings in year oneand maintaining $250K YOY savings● Directs enhancements to ATS functionality for efficient high-volume hourly hiring toachieve yearly reductions in the hourly hiring process, which resulted in a 4-day decreasein FY23● Introduced standard operating procedures that clearly define the recruiting process, roles,and expectations, resulting in 85% off all open roles being filled under 45 days● Worked cross functionally with Marketing and Corporate Communications to introduceEmployee Value Proposition (EVP)

Oversaw 10 Field Talent Acquisition leaders throughout North America (US, Canada, Mexico), managingfull life cycle recruiting for Field Director roles and above. Collaborated with the SVP of Stores to integrate Talent Acquisition into quarterly talent planning sessions.● Developed Service Level Agreement (SLA) to improve collaboration between Talent Acquisitionand Hiring Managers, reducing time-to-fill for store-level leadership roles to under 40 days● Launched National Hiring Day, hiring 25K+ seasonal associates for Brand Associates during theHolidays, collaborating cross-functionally with marketing and operations● Elevated the candidate experience by seamlessly integrating a survey mechanism, driving aconsistent rise in positive feedback quarter over quarter

Direct oversight of high-profile market recruiters in New York and San Francisco. Orchestrated end-to-end recruiting efforts for 250+ Old Navy stores in the East Territory, optimizing the hiring process, fosteringpartnerships with HR Managers, and implementing innovative practices and process improvements.● Responsible for the full life cycle recruiting process for key roles such as Store Managers, LossPrevention Managers, Market Leaders, Directors, and Upper Field support functions● Worked in direct partnership with Human Resource Managers to identify talent risks anddetermine backfill strategies● Created a monthly talent newsletter to promote territory recognition and introduce new teammembers

11/13 - Present: Responsible for the sourcing of great talent for all Nike, Converse and Hurley inline locations.7/13 - 11/13: Responsible for the sourcing of great talent for Nike, Converse and Hurley. My area of responsibility covers the Central Territory as well as part of the Northeast.

Responsiblities:- Lead, Coach, Drive and Inspire an 8 member leadership team and an athlete team of 115+ to being a top 30 door.- Recruiting, Hiring and On-Boarding of every member of the team. This includes both leadership and athlete team.- Oversee all operational functions of the store.- District support for Talent Acquisition, Stockroom programs, Training and Development- Grand Opening Manager for new stores in fleetHelped develop new interview guides for Nike Retail- District Leader fill in when district manager is out