Responsible for delivering on talent acquisition diversity priorities and goals, establishing and growing diverse talent pipelines, coaching recruiters and leaders on best practices, and contributing to the organizational Diversity and Inclusion strategy.• Create innovative recruitment strategies for sourcing, managing, and hiring talent for priority roles within the organization, leading to a 6% increase in hiring diverse candidates. • Develop the capabilities of the TA Recruitment team to bring a growth mindset and change how we recruit all levels of talent from various channels, including programs and events. • Create campaigns and other attraction programs with D&I stakeholders to promote ManpowerGroup as an employer of choice. • Contribute to strategic direction and make recommendations on investments, partnerships, and actions to deliver/execute diversity objectives. • Measure return on investment of diverse talent channels, programs, and tools: evaluate opportunities for continuous improvement or refinement of approach.

Responsible for the development and execution of Short-Term and Long-Term Strategic Plans for Full-Cycle Talent Sourcing/Staffing/Resource Planning for all business lines – Front Line Staff to Senior Management roles. • Created Best-in-Class DEI talent acquisition and conversion initiatives; increased diverse applicants by 12% Talent Sourcing, Staffing, and Resource Planning strategy across the firm. • Developed Candidate-to-Employee Experience Onboarding platform to improve retention of new hires and promotions.• Optimized productivity of recruitment processes – improved DEI, retention, pipeline, and engagement deliverables.• Targeted candidate searches via employee referrals, networking, social channels, and industry-specific associations to maintain a pipeline of qualified, diverse candidates.• Developed a communication plan to track and report candidate status in the ATS to the hiring manager and candidate.• Conducted in-depth behavioral interviews to assess candidates' skill sets and competencies properly. • Updated interview questions to reflect job competencies; increased qualified hires and employee retention by 15%. • Created firm-wide training (interviewing techniques, bias, and compliance) for HR, Hiring Manager, and staff.• Partner with senior executives to provide guidance for workforce planning and clarity of future hiring needs.• Maintained recruitment and hiring metrics; data for attraction and retention trends and risk factors; collaborated with Senior Management to provide SME/Thought Leadership on talent business decisions and Action Plans.• Created a Stay Interview program to assess satisfaction and engagement, decreased voluntary turnover by 5%. • Worked with HR and Leaders to develop a culture of inclusion and belonging to drive the Employee Experience.

• Coordinates and executes college recruiting activities in order to hire and build a strong pipeline of technology internship candidates.• Develops and maintains ongoing relationships with targeted educational institutions and attends career fairs in order to promote the company brand and increase awareness of current technology opportunities within Northwestern Mutual. • Facilitate the design and delivery of the technology internship program in order to provide interns with a meaningful learning and development opportunities and to identify and establish a pool of qualified entry-level hires with full time placement options.

Effectively manage over 15 corporate client accounts and successfully coach and advise 60+ interns.•Coordinate and facilitate professional development training for over 90 interns.•Recruit and interview students from various national colleges and universities.•Match diverse talent to internship opportunities in Fortune 500 companies.•Conduct weekly Candidate Prepitory Session training for potential INROADS interns.•Manage the INROADS corporate process to ensure that business growth, retention, placement, and conversion goals are met.

Implemented management and regulatory changes to monitor and minimize product-line risk exposures.•Translated business needs into functional requirements and implemented procedures that improved personal trust management. •Performed lead responsibilities and project management activities for the implementation of the Personal Trust risk- management-tracking database. Provided liaison support for all internal/external audit and regulatory reviews.•Implemented a personal trust administration review system for documenting and monitoring the annual review of Personal Trust accounts. The successful system was sold and distributed to other M&I Trust System users as an automated regulatory monitoring system.•Established an effective system of communication between administrators throughout the Midwest, Arizona, Nevada and Florida to improve utilization of system resources.•Mentored newly hired regional personal trust employees in the areas of functional and industrial knowledge. •Coordinated group activities and training sessions throughout the year to promote product lines.