• Engages with TA Systems team to design technology solutions to meet business requirements with a balanced view toward automation, customer experience, cost-effectiveness, maintenance, performance, scalability, security, and alignment with TA technology road map/strategy.• Manages customer expectations regarding TA programs and technology solutions including participation in relevant steering committees.• Maintains knowledge of healthcare industry and technology trends to apply to TA programs and technology solutions strategy.• Provides responsive leadership to coordinate, delegate, and motivate staff; evaluates performance for direct reports, contingent staff, and dotted line/skip level direct reports; works with individuals and HR to improve performance as needed.• Accountable for all TA programs and systems including vendor management for the organization.• Builds consensus and drives to agreement upon a course of action where there are multiple perspectives.• Responsible for the overall leadership of the TA programs and systems teams; prioritization of business-critical work to balance the workload across the team; provide leadership direction to ensure TA programs and/or systems team members are assigned to key project initiatives to provide consultation and support.• Escalates TA programs and/or systems issues impacting the business or customer as appropriate.• Provides consultation and expertise with vendor contracts and manages key vendor relationships.• Holds vendors accountable to deliver contracted products and services.• Ensures systems are engineered for optimal performance, reliability, scalability, and user experience.• TA leadership sponsor for project team responsible for the design, testing, cutover, and launch of one of the largest Oracle HCM/Oracle Recruiting Cloud (ORC) system implementations in the healthcare industry replacing multiple legacy systems and impacting 120K+ employees.

• Responsible for partnering with Talent Acquisition (TA), Human Resources Information Systems (HRIS) and Information Services (IS) leadership to set the strategic direction for recruiting technology and systems, create technology strategies, road maps and plans to enable technology to support business processes and leverage innovation to achieve results. • Evaluate, select, design, test, implement, integrate, manage, optimize and support TA systems including Oracle Recruiting Cloud (ORC), Taleo Enterprise Edition (TEE) Applicant Tracking System (ATS), Avature candidate/customer relationship management (CRM) system, HireVue & Modern Hire on demand/live video interviewing, SkillSurvey automated online reference checking, BountyJobs & Scout automated online marketplace for direct placement search firms, Robotics Process Automation (RPA), IBM Watson Talent Optimizers, automated email marketing and other related recruiting and marketing technology solutions. • Enables various technologies to integrate successfully with the ATS by partnering with HRIS and IS teams. • Recommends short-term and long-term system solutions to support TA strategies, programs and processes. • Consults on design of system to produce reporting on key business metrics, enables the business to make data driven decisions through data analysis and tells the story of TA’s technology success and results through data. • Responsible for providing technical and procedural training for all TA systems, including the design/delivery of training programs and preparation/maintenance of training materials. • Designs and implements technologies that are innovative and forward-looking, that are aligned with the strategic direction of the business and enables thoughtful candidate management, process flows and positive experiences for prospects and candidates.

Manager responsible for setting the strategic direction for Talent Acquisition (TA) technology solutions. Key areas of responsibility include the following:• Design, implement, integrate, manage and evaluate TA systems including Applicant Tracking System (ATS), Candidate Relationship Management (CRM), interview scheduling, video interviewing, reference checking systems and other TA related technologies. • Accountable for managing TA technology operating policies and procedures as well as recommend short-term and long-term system solutions to support TA strategies, programs and processes. • Responsible for providing technical and procedural training for all TA systems including the design/delivery of training programs and preparation/maintenance of training materials. • Design and implement innovative technologies that are aligned with the strategic direction of the business and enable thoughtful candidate management, process flows, and positive application experience for candidates.• Work collaboratively and strategically with TA Directors/Managers to align staffing goals with program efforts and systems• Manage project plans for system wide TA improvements in process, service and systems• Responsible for oversight, development, coordination and implementation of strategic systems that enable candidate pipelines and meet the organization's hiring goals.

Accomplishments:• Design and execute projects related to assessments, college/university, diversity, military, professional (hourly & salaried), and contract/contingent labor hiring• Identify, design, and implement operational changes to global staffing related services and programs• Identify areas for improvement and recommend solutions to enhance or improve current processes• Develop and execute communication strategy• In partnership with systems team, drive Application Tracking System (ATS) related process design and enhancements• Manage business/process requirements to drive efficiency for ATS and other Global Staffing systems• Provide leadership and direction on emerging technologies and industry best practices• Consult with senior leadership, HR, and business partners to ensure staffing project initiatives are met• Created TA Advisory group of global recruiters and coordinators based on geography, role and line of business to be subject matter experts (SME) to provide feedback, identify gaps/roadblocks, and to help drive adoption & change management.Responsibilities:As the Manager of Talent Acquisition Process and Assessments for Boeing, lead all aspects of the global recruiting and assessment process. Provide industry expertise to ensure Boeing stays current with market trends and partners with Regional Managers and process partners to drive and influence policy and strategy changes to ensure efficient delivery of processes and services across the enterprise. Manage global enterprise-wide process enhancements and improvements to drive consistency through operational excellence initiatives.

Accomplishments:• Created & delivered Amazon Recruiting Technology (ART) site mapping & updated recruiting process workflow in Visio to be aligned with new internal recruiting system (ART)• Gathered, validated, prioritized & implemented enhancement requests for existing 3rd party recruiting systems (iCIMS & Taleo)• Created Business Requirements Document (BRD) & implemented RSU Validation between Taleo & PeopleSoftResponsibilities:• Deliver technology solutions – consult with the business to identify and define business requirements, to initiate and prioritize enhancements, prepare functional specifications, create Business Requirements Documents (BRD), test plans and scenarios for User Acceptance Testing (UAT)• Build partnerships with development teams – work closely with internal technology teams and vendors to deliver tools and system solutions, provide monthly review and assessment of the business solution performance and adoption• Develop support model – provide production support for business owned rules, processes, and tables, maintain production support documentation, design business processes and associated support structures that align with technology solutions• Executing corporate-wide initiatives –define project plans, assemble resources, manage implementation activities, and develop all processes associated with program rollout and ongoing support keeping key stakeholders in the loop• Driving operational excellence – build HR processes and tools that ensure a high quality employee experience as well as compliance with policies and regulations• Evaluate new proposals - identify opportunities that address service gaps, process inefficiencies, or emerging service requirements, build business case for new initiatives• Subject Matter Expertise – develop deep knowledge of the specific business solution(s) utilized by Amazon, advise the business on best practices and global requirements for optimizing the use of recruiting and onboarding systems

Accomplishments:• Managed ATS Request for Proposal (RFP) project to evaluate and select final vendor• 2012 Cost Savings: o Direct Placement Agencies ($4.82 million) o Contingent Workforce/Vendor Management ($3.8 million)Responsibilities:• Manage team of 9 direct reports overseeing the following global recruiting programs and systems: o Applicant Tracking System (ATS): Peopleclick/Peoplefluent o Candidate Relationship Management (CRM) system: Avature o Recruiting processes including Service Level Agreements (SLA) o Recruiting metrics and scorecards o Recruiting Quarterly Business Reviews (QBR) o Background Check/Screening o Direct Placement Agencies o Contingent Workforce and Vendor Management o Jobs Just In internal jobs newsletter o Candidate & Hiring Manager Surveys o Employee Referral Program (ERP)• Identify and deliver program improvements and enhancements• Manage vendor negotiations as well as day-to-day management of core vendor relationships and programs; includes establishing and managing to identified service levels• Serve as subject matter expert and act as program escalation point to address employee and partner questions and issues• Develop, maintain and manage communication of program documentation, cross-functional partner training, roadmaps and project plans to track and oversee delivery of individual initiatives and overall program objectives• On-board new team members with recruiting responsibilities to ensure education and understanding of program process and expectations• Benchmark against external companies to determine best-in-class programs• Communicate within and across HR/Recruiting regarding program implementation and utilization to drive effectiveness of usage to improve ROI as well as progress against deliverables• Proactively identify metrics for specific program areas and implement into various recruiting programs for senior management review

Accomplishments:• Reduced volume of open technical issues with ATS vendor from over 30 to under 10 by prioritizing existing issues to top 5 list in order for technical support to maintain focus on most critical issues• Created new specialized workflows for Executive and University recruiting process• Implemented resume parsing engine between ATS and candidate portals (external, internal and university career sites) to improve candidate search and global reporting capabilities leading to increased ROI• LinkedIn Apply integration with ATS and candidate portals providing improved candidate experience (less clicks to apply using LinkedIn profile instead of resume)• Refreshed ATS training database to mirror production for training demos and user practice• Created Recruiting Champions team of global recruiters and recruiting coordinators based on geography, role and line of business to be subject matter experts (SME)• Replaced outsourced ATS training provided by vendor ($25-30K annual cost savings)• Drive & manage portfolio of recruiting and technology projects o Recruiting Process Efficiency LEAN Project o Recruiting Service Level Agreement (SLA) LEAN Project + Phase 1: create and launch clearly defined roles & responsibilities for end-to-end global recruiting process + Phase 2: create and launch global recruiting metrics/scorecards including quarterly business review (QBR) framework• Lead projects by preparing documentation to define & prioritize project activities, determine resourcing & facilitate resolution of project issues. Conduct HR, Recruiter, and/or hiring manager focus groups. Provide ongoing consultation to HR & Recruiting leadership for execution of change management, training plans & communications.• Identify & initiate new change requests; assess regulatory & risk issues; identify integration and/or cross-brand impacts.• As people manager, oversee work of Recruiting Programs Coordinator/System Administrator• Vendor management

Accomplishments:• Drive adoption, change management, deployment and training for global Microsoft Staffing organization (800+ users) on new global Applicant Tracking System (ATS). This was the largest global staffing system implementation in Microsoft history.• 2010 One HR Team Award: Readiness and Capability Plan for Greater China Region Staffing Team• 2010 One HR Team Award: HR Future Starts/Open Requisitions Reporting Team• 2009 One HR Team Award: Leadership and Contribution on Global Staffing Systems Launch• 2009 Individual HR Award: Excellence in Execution• 2009 Recipient of “Gold Star” award & bonusResponsibilities:• Creation & implementation of standard processes and best practices deployed globally• Provide input into requirements for next generation staffing solutions by representing staffing group needs worldwide• Assess gap analysis between new ATS workflow & legacy staffing processes/systems• Develop & deliver change management, readiness, and training plans• Develop & deliver training & readiness materials for consumption by global Staffing organization including process narratives & quick reference guides• Drive process governance through definition of business process owners, managers, and leads for staffing processes• Manage communication plan for process projects on an ongoing basis• Facilitate cross-functional teams in the design of optimized business processes• Demonstrate measurable impact on Staffing Productivity and Customer Satisfaction• Troubleshoot production systems issues with IT support to resolution & develop temporary workaround solutions until technical issues are resolved• Collaborate with Staffing & IT partners to prioritize business requirements for quarterly releases including driving testing of new functionalities with business users & release management• Manage 3 contract resources focused on providing Tier 1 Global HR/Staffing Process support

Accomplishments:• Project managed implementation of the following programs: o Manager sponsor for the Diversity Pillar project team (8 team members) o Campus Plus program o Dual Career/Trailing Spouse program o University Alumni program• 2 direct reports were promoted from Staffing Associate to Staffing ConsultantResponsibilities:• Build, mentor & motivate team of 5 direct reports• Align staffing resources against critical business needs• Complete mid-year career development discussions & annual performance reviews for my team of direct reports as well as ensure they have identified mentors• Consistently meet with direct reports to provide coaching & discuss career development• Create and maintain Staffing/Workforce Plan for the Windows Live Experience group• Evangelize staffing strategy to embrace both quality and quantity as well as diversity• Effectively leverage internal resources, tools and systems to maximize productivity and efficiency• Build strong business knowledge and partnerships with HR business partners to build HR/Staffing plan & provide support to the business• Recruit for senior level core tech positions within the Windows Live Experience group

Accomplishments:• Promoted 5 levels in 5 years• 2004 Recipient of “Gold Star” award & bonus• 2002/2003 Received “Certificate of Excellence” in recognition for the most diversity hires for the Technical Staffing organization• Two time recipient of the “Super Teamer of the Month” award & first recipient of staffing team’s “Ace Award” for my overall accomplishments in 2002 & 2003• Finished in top 5 for hiring results in 2002 & 2003• Received “Star Award” recognition from staffing peers multiple timesResponsibilities:• Develop candidate sourcing strategies by effectively marketing technical job opportunities & by using both broad & "headhunting" strategies to find the best of the best• Establish relationships with business groups & partner with other recruiting teams to identify & attract top talent• Efficiently evaluate & screen core technical candidate competencies cross-functionality to match candidate technical interests/talents with Microsoft's key technical hiring needs• Coach business group partners on a variety of recruiting activities including technical presentations & candidate interviewing• Serve as key point of contact for competitive response efforts• Shaping recruiting strategies & developing strategies that focus 6 to 12 months out to maximize efficiency• Manage/mentor contract recruiters (2 direct reports) & train new hires on recruiting processes & systems• Own/drive the staffing process for a range of complex/critical core technical positions within MSN product groups such as: Software Development Engineers, Software Development Engineers in Test and Program Managers• Execute advanced Internet search strategies, referrals, company database & cold calling to recruit candidates• Conduct sourcing sessions with hiring managers• Identify, screen, interview & provide follow up feedback to external candidates on results of interview• Negotiate compensation packages & close candidates

• Develop and maintain network of contacts to help identify and source qualified candidates.• Write job descriptions and job advertisements.• Screen resumes determining fit for open positions.• Conduct phone and in-person interviews with potential candidates.• Schedule and coordinate interviews with hiring managers.• Perform reference and background checks on applicants.• Generate and negotiate job offers.• Represent the company at Job Fairs around the Puget Sound area.• Work with external recruiters and employment agencies to identify and recruit candidates.• Utilize Internet online recruiting sources to identify and recruit candidates.• Develop and maintain organization charts.• Project lead in researching and implementing Human Resources/Recruiting software systems.• Implement and coordinate Commute Trip Reduction program through King County Metro.• Research and create employee rewards and recognition program.• Conduct new hire orientations.

• Perform research on HR issues including statistical research.• Execute ad hoc projects related to all areas of HR.• Carry out updates of HR related support materials.• Coordinate outplacement program.• Assist management in transition process from PACCAR to CSK by conducting research and generating reports.• Administer new hires, transfers and terminations.• HRIS data-entry and report processing.• Coordinate recruiting and job posting programs.• Track applicants, reference/degree verifications and set-up orientations.• ETC (Employee Transportation Coordinator).• Plan and coordinate company activities.• Process unemployment claims.

• Assist in department audit of personnel files.• HRIS data-entry and report processing.• Coordinate job postings and reference checks.• Maintain employee files and new hire file set-up.• Administer Employee of the Month program.