Jessica Willard Email and Phone Number

Recruited to lead Talent Acquisition transformation, setting and implementing the end-to-end recruiting strategy for all lines of business within Bass Pro Shops (Headquarters, Retail, White River Marine Group, and Distribution Centers)• Defined, designed and socialized TA roadmap to support the current and future talent growth strategies across the enterprise• Developed and implemented a centralized recruitment model growing Talent Acquisition from 5 to 25 in 6 months to include field/HQ recruitment, early careers, veteran/military, employment branding, relocation, onboarding, executive• Recruited Executive level talent (VP+) and led external recruiting partnership(s)• Optimized TA technology stack to create role clarity and simplify process to deliver best in class results. (Workday/Phenom)• Improved onboarding strategy and experience through the development of standard onboarding program materials (in-person, remote and executive). Onboarding surveys continuously used to refine and recognize the impact of onboarding to overall retention which decreased in Q1.• Developed new roles to support diversity and inclusion. Implemented Military/Veteran Program Manager and Early Careers Leader to align with overall HR initiatives and key strategies; (1) Mirror the communities we were in, (2) Develop future talent pipelines and (3) Create a strong sense of community• Developed and implemented recruitment dashboard(s) to deliver on volume, efficiency and effectiveness which improved time to fill by 25 days overall within first 90 days of implementation.• Served as a consultant to the business and HR leaders regarding talent acquisition practices, providing coaching and toolkits on best practices in sourcing, interviewing, candidate experience, technology utilization etc.• Managed a 8M+ dollar annual budget to include enterprise recruitment marketing, relocation, onboarding and recruitment spend

Responsible for both hourly and salaried recruiting strategy, business partnerships and delivery for stores across the United States accounting for 100,000+ hires annually• Led team of 11 managers, 22 field-based recruiter and 138 field specialists • Managed a 7M+ dollar annual budget• Collaborated in QBR’s to review market talent pipelines, diversity needs and strategy, turnover and quarterly results• Develop annual field objectives, metrics and vision with complimenting dashboards for field recruiting teams in 2020-2022• Field Sponsor for three-year Talent Acquisition optimization to include new organizational structure (decentralized in 2021), technology stack to include new ATS (Workday), CRM (Phenom) and AI technology (Paradox) selection, internal mobility, enhanced hourly staffing model• Developed hurricane recruiting strategies and standard work for emergency response teams. • Worked cross functionally to develop talent assessment process for internal/external candidates, employee engagement action plans, and field compensation review• Talent Acquisition sponsor for design, pilot program and implementation of internal recruiting strategy to enhance and support internal mobility strategy (January 2022)• Incorporated 4 Disciplines of Execution to decrease key recruiting metrics within time to offer, and overall staffing percentage• Led peak hire workstream to design event recruiting strategy, core roles and implementation for 2022 spring season with anticipated hiring volumes of 50,000+• Developed the tool rental recruiting strategy for the first wave of stores in 2020 and growth strategy 2021• Selected by Lowe’s to participate in Leaders 40 under 40 within Charlotte Community

Responsible for (10+ Billion Dollar) revenue Commercial HVAC (TRANE) Business Unit’s North America commercial recruiting strategy, business partnership, and service delivery. This business accounts for 1,500+ annual hires, which is 65% of IR hiring volume.• Worked closely with executive and HR leaders to develop workforce plans and talent pipelines nationwide• Led 16-person team to deliver local talent needs in largely decentralized markets• Implemented new Canada recruiting model tailored with geographic, cultural, and regulatory nuances• Enhanced internal employee referral program across 6 SBU’s across the enterprise• Developed “Technician of the Future” recruiting strategy with non-traditional and diverse talent sources to reach aggressive 10% revenue growth target• Increased diversity hiring in leadership roles across the SBU with actions specifically focused on talent funnel, bias training for managers and leveraging internal talent to support Paradigm for Parity 2021 commitments• Decreased time to fill by 20 days while balancing speed and quality of hire• Talent Acquisitions Diversity and Inclusion lead establishing core partnership with Orion International, Skillbridge and military base strategy, HBCU strategy, and partnership with technical school programs to diversify pipelines• Incorporated lean operational excellence principles to craft innovative and scalable solutions and continuously improve results; Nominated for Lead Leader Development Program • Serving as “Core Committee” member to craft overall talent philosophy, strategy and processes for the new TRANE Technologies company

• Oversaw staffing strategies for Early Talent Programs (Intern and Full Time) inclusive of TRANE Sales Engineering (Graduate Training Program), Ingersoll Rand’s Accelerated Development Program (ADP), and supporting internship programs• Increased diversity hiring from 25% to over 50% across all programs through national, regional, local initiatives • Re-evaluated early talent recruiting philosophy and key deliverables resulting in a reduction of campuses (28 to 12) with a focus on five core principals• Led and developed a team of five field-based talent advisors resulting in 400+ hires in HR, IT, Marketing, Engineering, Supply Chain, Accounting/Finance• Enhanced Hiring Manager and Candidate experience by investing $150,000 in multiple Yello technology platforms across North America• Strategic partner to Diversity and Inclusion acting as the subject matter expert in strategic national partnerships (NSBE, SASE, SWE, SHPE) • Managed a $200,000 recruiting budget for campus and program management

Developed and oversaw staffing strategies for Target Corporation - areas of responsibility included Stores, Distribution and Healthcare for the Southeast and Southwest markets.Led & Developed up to 14 field-based recruiters and monitored staffing strategies to successfully build robust campus programs and meet key hiring and ROI objectives for 750 Stores and 14 Distribution CentersMotivated teams and managed conflict through multiple organizational transformations. Provided feedback and developed leaders who taught, coached and recognized teams, delivered an exceptional candidate experience and directed campus strategies to advance our candidate poolParticipated and led strategic succession planning meetings with Group Vice Presidents (7), Group HR Managers (16) to understand the staffing needs of each unique market, established short and long term recruiting goals and developed a strategic talent acquisition plan for each market. Supported strategy and execution of acquiring over 1000 new hires at multiple levelsFacilitated annual forecasting and regional compensation assessment for the Southeast in 3 business segmentsInfluenced the development of several key initiatives including: external partnerships (INROADS, SNPhA, APHA), Leveraged as subject matter expert to create and implement an Internal Interview Process, Company Internship Program, Campus Liaison Program and Company Keep Warm/Engagement Strategies Recipient of the Talent Acquisition “Most Valuable Player” Award for 2014, as well as the “ Talent Acquisition/HR Ops Thought Leadership Award” for 2014Managed a Regional Campus budget of over $500,000 for Talent Acquisition and Field LeadersManaged an annual grants budget of $250,000 which aligned with campus programs on over 70 Universities reflective of initiatives within Leadership, Academics, Diversity and Volunteerism

Managed strategy and full-cycle recruitment for campus students into internships and full time positions for Stores and Distribution Centers in 4 states (NC, SC, TN, GA). Developed and executed classic and innovative recruitment methods while building and managing relationships with all levels of leadership internallyEngaged in collaborative discussions with market leaders and university contacts, web based tactics, and social networking as a means of building pipeline of engaged candidates while proactively staffing business needsPartnered with the HR Managers (4) to understand staffing needs of each unique market and develop a strategic Talent Acquisition plan for each marketRegional trainer for all NIR recruiters; completed market visits to train 5 recruiters on campus strategies, and best practices. Developed and facilitated individual campus visits to build relationships and teach/train on the spot.Led/mentored team of six campus recruiters to build collaborative, flexible and cohesive team environment which led to meeting key goals and objectives within diversity, internships, and campus return on investment.Recipient of the Talent Acquisition “ Most Valuable Player” Award for 2012, as well as the “ Customer Service Award” for 2011

Recruited to manage recruitment, selection and placement of campus students for positions in Stores and Pharmacy in 3 States (MD, DC, VA).Developed campus programs to proactively staff pharmacy and stores business by leveraging grants programs, internship and liaisons programs to build awareness and brand presenceAssessed campus return on investment (12 universities) to better understand previous strategies and built short and long term strategiesSupervised, coached and assisted in the development of 3 Campus LiaisonsRecipient of the “R400 Great Team Great Self” Award for 2010, as well as the “Top Group Campus Recruiter” Award for 2010

Supported Executive and Campus Recruiting efforts for multiple markets in Southeast & Southwest. Collaborated with recruiters (3) to support the interview process, campus programs for 22 campuses and staffing needs within their markets to ensure a strong brand experience to all candidates and clients.

Managed recruiting relationships at campuses across the United States. Monitored selection and placement of talent into positions at GUESS Corporate Headquarters. Developed first corporate internship program for 35 summer interns in the fields of buying, design, planning, licensing and recruiting.

Lead Sales Associate in upscale fashion boutique; developed and maintained strong relationships with key clientele.