PeakView Recruiting specializes in nationwide Recruiting services and HR Projects.Agricultural Banking/Finance, Commercial Banking, Mortgage, Financial Services, Agribusiness, and Environmental Engineering, are our primary industries of expertise.We also work with any industry for Executive, Corporate, Finance, Accounting, Operations, Human Resources, Recruiting, Information Technology, Administrative, etc. searches.

Brown and Caldwell has partnered with municipalities, private businesses, and government agencies to plan, engineer, and deliver sustainable environmental solutions for more than 70 years.Join us, and you’ll find a home where you can do your best work, reach new levels of expertise, and make a positive impact on our environment and our world alongside 1,700 employee-owners nationwide.

CoBank is a $90 billion cooperative bank providing commercial loans, leases, export financing and other financial services to agribusinesses and rural power, water and communications providers in all 50 states with 900 employees, offices in 12 states, and 1 international office.• Direct Reports: Sr. Corporate Recruiter, Corporate Recruiter, Human Resources Business Partner, and Recruiting Coordinator• Indirect Reports: 8 Credit Rotation Associates; 5 Relationship Manager Trainees; 18 Interns• Report to: Vice President, Human Resources• Responsibilities: Manage Talent Acquisition, Talent Management, Employee Relations, HR Projects, Compliance, and HR ProgramsKey Accomplishments:• Chair of the Farm Credit System Recruiting Committee• Monthly Talent Review meetings with key Executives discussing Organizational Design, Succession Planning, Performance Concerns, and Performance Management• Track and report on organizational and individual performance through a performance management system• Manage a team of Recruiters responsible for filling corporate, field, and executive roles• Implemented progressive talent acquisition tools including a talent pipeline, recruitment brand, applicant tracking system• HR budget planning and analysis• Designed/Manage Credit Rotation, Relationship Manager Trainee, and Diversity programsHUMAN RESOURCES BUSINESS PARTNER 2006 – 2009• Implemented progressive talent acquisition tools including an applicant tracking system, campus recruiting program, candidate search technology, enhanced employee referrals• Successfully managed over 200 employee relations issues• Developed, implemented and facilitated training programs company-wide• Recruited and placed over 100 employees nationwide• Completed annual compliance reports such as Affirmative Action, and EEO-1• Rewrote Board level Policies and Directives, and Associate Handbook

The Sports Authority is an industry leader in providing a wide assortment of quality brand name sporting good products. With approximately 15,000 employees it operates over 450 stores in 45 states.• Report to: Director, Talent Acquisition• Responsibilities: Sourcing, Interviewing, Selection, and OffersKey Accomplishments:• Top Executive Recruiter for corporate level searches• Responsible for 30-35 open requisitions• Implemented a staffing plan for identifying high potential internal candidates• Low time to fill numbers

Simpson Housing Limited Partnership is a fully integrated Real Estate firm specializing in the development and management of multi-family housing. Company has 1,100 employees at 140 locations in 24 states.MANAGER, EMPLOYEE RELATIONS AND RECRUITING• Report to Sr. Vice President, Human Resources• Manage Talent Acquisition, Employee Relations, and Compliance• Direct reports: Employee Relations Supervisor, Recruiter, Administrative Assistant, and HR Generalist (Long Beach, CA)Key Accomplishments:• Developed a personality-based selection system for sales-oriented Leasing position that led to increases in Company revenue and a reduction in turnover from 80% to 45%• Implemented a search practice which led to a 22% decrease in recruitment advertising costs and time to fill• Manage the sourcing and placement of up to 80 open positions nationwide• Created a national campus recruiting program• Revised process for company staffing plan for identifying high potential internal candidates which resulted in an average monthly internal fill rate of 24%• Successfully linked Company Compensation program with Recruiting process• Managed an increase in unemployment win ratio from 65% to 93%• Created a Core Policies handbook, and Management Practices GuideEMPLOYEE RELATIONS SUPERVISOR 2000 – 2003• Reduced company EEOC charges with pro-active Employee Relations strategy. Number of charges reduced from 14 to 6 in first year, 2 in second year through a successful conflict resolution process• Resolved an average of 25 employee resolutions issues and investigations per month• Successfully transitioned terminated Executives into Outplacement programs• Created and facilitated company-wide training programsHUMAN RESOURCES GENERALIST 1999 – 2000