As a Randstad RiseSmart Career Coach, I coach an organization’s talent through different stages of their career. This could be from onboarding, to supporting new and existing career goals, or transitioning to a new opportunity. Coaching is provided through a customized 1:1 approach with full support to empower individuals to unleash their worklife possibilities. Coaching helps support an employee's well-being at work and future-proof themselves through planning and commitment to skills development. Consistently achieved overall quality score of 98%Our clients have business challenges that RiseSmart can positively impact by leveraging our coaching-centered approach and innovative, award-winning tech platform to the greater benefit of organizations and individuals alike. Together with our clients, our purpose is to unleash possibilities for talent to positively enhance, develop and change their worklife, benefitting both the individual and the organizations for which they work.Randstad RiseSmart is the leading provider of outplacement and talent mobility services for organizations in more than 40 industries and 80 countries. As a strategic business partner to businesses across the globe, Randstad RiseSmart delivers industry-leading results and lifetime support to HR teams and employees.

o Lead 7 committees dedicated to providing education/support to Randstad USA regarding Veteran/Spouse Affairs, benefits offerings, hiring/retention solutionso Partner with the RT Veteran Center of Excellence to design/deliver programs to cliento Public speaking engagements on LI and with client engagements o Created SkillBridge program for Randstad USAo Created mentoring program for internal Veterans

• Partnered with leadership to analyze human capital needs that will drive their business decreasing time to fill by 45% - average 20 days• Full cycle recruiting of sales/account managers, recruiters, field management, Corporate/Field Executives, for all branch locations in IT, Engineering, Professionals, Manufacturing/Logistics, Office/Admin, Finance/Accounting, etc. improving retention by 20% to 93%• SME for internal talent acquisition on Veteran hiring • Establish strong relationships with leadership, hiring managers, HRBPs, and operations team • Receive open requisitions by leadership based on headcount replacement and investment for RBE• Source, screen, and identify the best candidates for the role in a timely manner• Maintain a strong focus on positive candidate experience• Document all recruiting activities in our ATS to meet OFCCP compliance requirements• Achieve metrics/KPIs to meet our service level agreement and commitments to hiring managers

(Sample of engagements below - not wholly inclusive)• Briggs & Associates - Career Specialist/Job CoachProvide Supportive employment services to individuals who have a mental health disability and/developmental disability to obtain real employment and individual success by building B2B relationships and ongoing coaching of employees and business owners/managers. • LMGC - (Director, Talent Acquisition)Built HR/recruiting department from the ground floor to include diversity and on campus, resulting in the growth of the sales force by 100 employees possessing the professional and interpersonal skills the company needed to gain market share.• WorthPoint Evaluated management programs, troubleshooting to isolate the cause(s) of human performance gaps or organizational needs resulting in the ability to close a round of funding, decreased costs and increased effectiveness• eHighPoints Thought leader with CEO. Reorganization project leading to improved processes and management that are projected to increase business 50% over the next 18 months• Confidential for-profit companyProvided Executive Coaching to CEO, CFO and CIO resulting in streamlined business process, rapid decision making, staff accountability resulting in – increasing revenue by 25%; increased retention of 45% and 62% increase in management satisfaction scores

Provide Supportive employment services to individuals who have a mental health and/or developmental disability to obtain real employment and individual success by building B2B relationships and ongoing coaching of employees and business owners/managers.

• Directly responsible for solution design (SOW) in the areas of HR strategy (including BPO, RPO, payroll solutions, retention programs, workers comp., risk prevention/containment, profit protection, technology solutions, etc.), organizational design, and reorganization initiatives (mergers/acquisitions)• Trusted business partner to C suite responsible for gaining a thorough understanding of their key business objectives in order to drive goal atainment• Identified, developed, recommended, and implemented process improvements that resulted in improved business efficiencies, increased productivity, profitability and employee satisfaction - achieving 99% client satifaction rating• Negotiate/manage contract renewals – exceeding goal with 92% client retention• Analyze complex data and client P&Ls- utilizing information to redirect solution as necessary and provide client ROI information• Responsible for full implementation of services and systems (ATS, payroll, benefits, etc) for all clients• Partnered with sales to facilitated discovery meetings with prospects and current/renewing clients• Lead the solutions delivery team to ensure on-time delivery through entire client life cycle• Create/deliver quarterly service delivery plan (QBR) to all clients quarterly as well as prospective clients• Facilitate strategic planning sessions including the development of company vision, mission and values, business planning, aligning goals with implementation, behavioral interviewing, process development, coaching

• Manage 6 recruiters; servicing 940 clients in the Southeast Region. 27% increase in quality hires while decreasing the turnaround time by 50%• Hire, develop, motivate, and hold staff accountable to service and production goals; the department exceeded all goals• Streamlined process to make recruiting more effective decreasing the amount of unnecessary paperwork allowing the recruiter to increase client satisfaction and decrease delivery time• Facilitated “The Hiring Process” and “Behavioral Interviewing” to ASF Management decreasing the hiring time by 22% and increasing the retention by 60%

• Built partnerships with Management team to improve quality of hires increasing retention by 75%• Decreased cost to Administaff of $585,000 in the 1st 4 months by streamlining staffing agency relationships• Conducted full Cycle recruiting for all levels of exempt and non-exempt employee – hiring 20 – 30 employees per month and decreasing the fill time to 3.5 weeks per position• Conduct training on Behavioral interview techniques; developed behavioral interview competency model