Crafted and managed training initiatives for an 80-member Talent Acquisition team, including program design. Responsibilities encompassed developing educational content, conducting training sessions, and producing user guides and videos.Developed a three-part training series tailored to the specific needs and requests of the Talent Acquisition team. The program included direct teaching, creating reference materials, and gathering team feedback after every session to incorporate into the next training session.Collaborated with essential stakeholders to understand their training needs and objectives, ensuring the delivery of effective training sessions to their teams.Conducted thorough audits of Greenhouse data to verify adherence to compliance and data accuracy standards. This led to the development of five new audit processes, the establishment of an audit schedule, and the formulation of standard operating procedures.Oversaw the rollout of the video interview platform Talview, which involved developing content and executing training programs for the Software and Sales recruitment group.Allocated specific tools and conducted training sessions on these tools to acquaint new hires with the Talent Acquisition team's operations.Partnered with Talent Brand to revamp and develop a Talent Acquisition page on the company's intranet site, enhancing internal communication and ease of resource access.Served as primary liaison for the FedRamp audit, supplying the required recruitment information.

Assisted the Legal and Compliance team with several internal audits, which included preparing the necessary data.Streamlined the reporting process for the Talent Acquisition team by refining existing reports, resulting in the reduction of the reliance on manual reporting.Developed a range of regular reports, including open requisition summaries and monthly team metrics, and fulfilled additional ad-hoc reporting requests as necessary to support business reviews and Leadership decisions.Served as Workday Subject Matter Expert for TA Operations partnering with HR Technology to troubleshoot and improve recruiting processes.Collaborated with HR Technology to devise an Enterprise Interface Builder workbook that enabled the immediate availability of over 100 requisitions while implementing the Workday recruiting platform. Additionally, I tailored and set up more than 75 recruiting questionnaires in Workday to meet the specific requirements of the Recruiters.Served as a Workday instructor for 11 HR professionals from various regions and was crucial in resolving issues during the initial 90 days following the system's implementation.Oversaw the analysis of vendor usage statistics and proposed recommendations to the Talent Acquisition leadership, which led to a savings of $15,000 by optimizing current media vendor arrangements.Compiled metrics for the 2018 and 2019 fall recruiting seasons, highlighting the successes and insights of campus recruitment efforts for the functional leaders involved in the Internship program.Developed the Talent Acquisition Onboarding plan, which involved updating the curriculum, defining a RACI model, and coaching TA coordinators on the logistical aspects of preparing equipment for new hires.

Compiled weekly Global Requisition Report for Global HR and TA partners highlighting the Global hiring needs for each department.Developed Global Recruiter TA Dashboard – analyzing weekly Open, Filled, and Offer Status Requisitions that displayed a holistic view of team recruiting activity. Assembled Quarterly Business Review data for TA Leaders to showcase previous quarter recruiting activity.Collaborated with Global HR partners, HR Shared Services, and HR Information Services to troubleshoot Success Factors, SAP, and other TA Ops process-related issues.Created a new aesthetic view of TA SharePoint, designed new sub-site pages, reorganized content of the Talent Acquisition site, and incorporated new color brand scheme. This set up a main hub for TA enablement resources.

Coordinated interviews for candidates with the interview team, meeting SLA 95% accuracy of interview scheduling.Fostered a positive experience for candidates throughout the interview process by scheduling interviews at mutually convenient times, including interview format, expected duration, and who they will be meeting. Assisted in developing new TA members' onboarding plans which accelerated the time for new employees to become productive members of the team by clearly outline expectations, providing necessary training and granting access to required tools and resources

· Coordinate and Supervise Annual Store Inventory Process and Reconciliation with the proper planning and preparation achieved a total of $3,458 under shortage budget in 2013 compared to 2012.· Gained an 89.06% average (2011 Year to date through 3rd quarter) in Operational Assessment by maintaining operational standards and processes· Captain of Associates in Action program in store, volunteering a total of 33 hours achieving 75% of a 20-events milestone goal in July of 2014 issuing a total of $7,000 in grant donations· Coached and developed 4 summer interns through their summer 10 week program for 2 consecutive years· Served as Safety Committee captain and increase safety awareness in store via monthly meetings, tracking OSHA logs and partnering with Loss Prevention· Helped successfully launch new company pilot initiatives in store such as Merchandise Location Systems, Ship from Store and Buy Online Pick Up in Store process

*Implemented admirable merchandise presentation standards that contributed to sales, sizing initiatives and customer engagement. * Consistent I'm exceeding company Best practice goals with clearance marks achieving a 94.5% average on new marks and a 84.1% on additional marks year to date (September 2010)*Obtained #1 in company Best Practice scorecard rank year to date (Sept. 2010) by planning, preparing and executing clearance marks repeatedly. *Contributed to NIU Campus recruitment process in Fall 2010 and Spring 2011 by networking and engaging with future intern and Management in Training candidates.

*Elaboration of Intern program*Actively supervised small department which included merchandise presentation standards. *Conducted managerial shifts where credit goals and Ssociate supervision were dependent on quick decisions, proper delegation nd immediate follow through.

*Participated in executive level activities including conference meetings, store walks with District Manager and supervised managerial shifts.*Accomplished 4 week Impact Analysis Project which included the execution of several innovated ideas such as a sales vent, proposed new position and seasonal competition. Execution was completed through Intern partnership and delivery of brilliant presentation t a regional intern presentation.

*Customer engagement *merchandise presentation*soliciting credit and rewards program *processing new freight to sales floor*setting new merchandise sets during floor sets

*Capturing portraits based on customer wants and corporate standards *selling and up selling portraits to customers in a one on one sales consultation