Responsible for overseeing strategic Talent Acquisition delivery solutions across Canada, United States and Latin America.

Responsible for overseeing North American Talent Acquisition for the Pharmaceutical Services Group (legacy Patheon). Focused on managing people, process, technology and solutions across the region while driving efficiencies in time to fill, quality of hire and cost.

Domtar Corporation designs, manufactures, markets and distributes a wide variety of fiber-based products including communication papers, specialty and packaging papers and absorbent hygiene products. The foundation of its business is a network of world class wood fiber converting assets. Domtar is the largest integrated marketer of uncoated freesheet paper in North America with recognized brands such as Cougar®, Lynx® Opaque Ultra, Husky® Opaque Offset, First Choice® and Domtar EarthChoice®. Domtar is also a leading marketer and producer of a broad line of incontinence care products marketed primarily under the Attends®, IncoPack and Indasec® brand names as well as baby diapers. In 2013, Domtar had sales of US$5.4 billion from some 50 countries. The Company employs approximately 10,000 people.Responsible for supporting global, enterprise wide Talent Acquisition initiatives including but not limited to design and implementation of an integrated TA team, new ATS, blended RPO solution, Early Talent recruiting program, standardized work, competency based interview guides, on-boarding, social media recruiting strategy, diversity initiatives, recruiting marketing material, veteran and disability recruiting programs, etc.

Oversaw the recruiting activities for all Corporate and Enabling Functions including Finance, Supply Chain, Operations, HR, Legal, IT and Innovation.• Designed/Built Enabling Functions Talent Acquisition team to support US(exempt/non-exempt) hiring needs• Decreased time-to-fill from 98 days to 54 days• Designed and implement sourcing strategies to eliminate the use of outside contingent and retained searches to save on costs, build and manage pipeline for other forecasted openings, and increase quality of hires.• Partnered with Recruiting Operations team to re-engineer core recruiting processes and drive standardized processes• Responsible for building and implementing Talent Acquisition global diversity strategy• Proactively executed on core management responsibilities of goal setting, employee development and coaching• Implemented new Recruiter Incentive Program geared towards driving the right behaviors • Partnered closely with HR Business Partners, Regional Recruiting Managers and senior line clients to create "forward looking" workforce plans and develop and execute all local recruitment strategies. Accountable for flawless execution of staffing plans in support of business priorities.• Project Management responsibilities for global staffing initiatives related to centralization of Enabling Function operations(Asia Pacific/Europe/India/LatAm)• Developed and managed proactive internal talent slating process for mid-level professionals within Corp/Enabling functions • Management of policy decisions for enterprise wide(US) contingent labor program roll out with MSP(Allegis)

Manage the recruiting process for the Global Function groups including but not limited to executive, internal, rotational and contingent staffing. This process includes extensive partnering with the executive leadership teams in both HR and functional leadership to understand current/future needs, developing recruiting strategies and execution. In addition to the daily recruiting activities, I have…. Drive diversity recruiting strategy for local NBMBAA and NSHMBA and NABA chapters  Participated in designing and implementing revamp of current end-to-end recruiting processes, including the shift to a centralized recruiting process. Occupy lead role in roll out of Ally Financial rebranding initiatives and diversity recruiting build out. Established Lunch with Leaders initiative as a way to increase employee engagement and new hire retention. Acted as Project Manager for national contract with Monster.com including contract negotiations, training, and recruiting video productions. Developed recruiting scorecard to reflect weekly run rate for TTF, Cost per Hire and projected turnover, as well as reporting on the ongoing contractor list, current openings and filled positions. Participated in annual HR routines including compensation planning, performance management and employee engagement action plans. Manage team of Senior Sourcing Specialists and a Recruiting Coordinator along with an average workbench of 40+ requisitions.

Responsible for recruiting senior level financial professionals for WachoviaSelected to be a member of Wachovia's Finance Diversity Tactical Team, responsible for developing strategies around attraction, retention and development of diverse talent within FinanceLead strategy and execution teams for Wachovia's partnership in the most recent NABA(National Association of Black Accountants) conventions in Philadelphia and AtlantaIncreased total conference NABA conference hires from 2 in 2007 to 8 in 2008 I have consistently achieved the highest marks on all hiring metrics including, number of hires, diversity, time to fill and compliance, receiving a performance ranking of 4 (on a scale of 5) the past two yearsParticipated on the "hiring experience" pilot team, focusing on a more candidate centric recruiting process. Facilitated the Welcome to Wachovia program for new hire orientationParticipated on a testing team aimed at improving Wachovia's RAVE (Refer a Valuable Employee) programSelected to participate in User Acceptance Training using Quality Center software for new scorecard rollout in 2009Provide thoughtful leadership to the Finance business unit, by providing creative ways for us to attract candidates for current openings as well as plan ahead for future needsBuild on my relationship management, communication and execution skills, establish creative and practical recruiting strategies and deliver results with the highest degree of integrityFocus on being a team player and "go to" person to both management and peersCompleted 75 hours of Learning & Development training in 2008

Full life cycle recruiting support for Bank of America's Staffing and Finance organizationsPartnered with project management team responsible for the reinsertion of a High Volume Staffing group to the Bank, resulting in the hiring of close to 200 additional staffing associates Consistently met or exceeded hiring metrics around TTF, diversity, compliance, and customer SAT scoresExcelled at relationship management, conflict resolution, partnering, establishing SLA's and driving results.Responsible for the development and execution of recruiting strategiesProvided proactive candidate stream for projected openingsExtensive experience negotiating offers with management and executive level candidates including equity buy-outs, sign on bonuses and LTI packagesManaged relationships with search firms including interaction between search firms and hiring managersUtilized multiple sourcing techniques including but not limited to cold calling, ERE, networking, referrals, ZoomInfo, LinkedIn, research companies and various organizations including SHRM and World at Work.

Global executive recruiting support for PIO/CIO's within General Motors' Information Systems & Services group including all of North American Operations.Identify attract and recruit individual candidates from referrals, internet and direct sourcing, networking, in house data base, cold calling and third party agencies for IS&S executive openings.Conduct in-depth screening process including phone/face-to-face interviewsCoordinate salary packages including stock options and incentive/sigh-on bonusesAssisted in developing human resources recruitment process to include sourcing screening interviewing conducting background checks extending offers and on-boarding.Established goals and timetables for effective sourcing as well as cycle timeWorked towards establishing common recruitment policies and procedures