Responsible for sourcing, attracting, interviewing, and hiring associates primarily to support recruiting for Shoe Carnival’s store operations positions.· Contributes to overall success of Shoe Carnival’s recruitment strategy by recommending process and system enhancements.· Analyzes and distributes recruitment marketing reports to include social media feedback, ATS statistics, programmatic advertising and Career Site statistics to help drive recruitment decisions.· Builds and maintains a candidate pipeline of qualified management level store associates.· Develops a pool of qualified and diverse candidates through multi-media marketing, hiring events, community involvement and networking with professional associations.· Partners with Store Operations hiring managers to understand their requirements and acts as a trusted source of best practices and advice.· Recruits and performs talent acquisition activities such as sourcing candidates, resume & phone screens and candidate interviews.· Provides candidate summaries and makes recommendations on most qualified candidates for the position.· Extends verbal & written employment offers to selected candidates while providing the appropriate notification to the remaining candidates.· Troubleshoots ADP Recruiting Management issues and responds timely to internal and external recruiting questions.· Develops and maintains working relationships with cross-functional teams to advance and support recruiting strategies.· Manages social media pages to include content creation, company updates, and comment/review maintenance.· Manages open and filled requisitions to ensure consistent and accurate job advertisements.

• Provide service and support for the contingent workforce solution• Assist with overseeing the utilization of the contingent worker requisitioning tool by hiring managers, for the requisitioning of staff augmentation• Assist in the project to stand up a new contingent worker requisitioning tool• Coordinate gathering required supplier information• Maintain production ready supplier and contingent worker data• Maintain bill rate and mark up profiles• Act as a point of contact for hiring managers and suppliers• Work with hiring managers to fine-tune and/or re-write job descriptions to improve the effectiveness of finding the best candidates• Perform supplier conference calls to provide program updates, best practices, and feedback

• Initiates and conducts initial investigation for complaint files, following complaint handling regulation and internal procedures.Maintains and updates database with all complaint activity.• Coordinates with various departmental customers to ensure appropriate resolutions are made.• Initiate and process COVID-19 cases • Maintains knowledge and understanding of current Medtronic Policies and Procedures.• Counseled employees in areas relating to manager-employee as well as peer to peer relationships, work-life balance, and organizational procedures and policies. • Ensured systems, modules and reports were following all stated and federal requirements.

• Communicated, trained, and interpreted human resource policies and procedures to establish uniform understanding.• Provided specialized project administration including; analyzing data, in-depth research, evaluation and recommendations to management on department projects.• Developed and managed new relocation assistance policy. Centralized procedures into the Corporate HR dept. for consistent reporting and payment practices.• Created and managed corporate job description database.• Served as liaison with assigned areas to coordinate the HR needs including, staffing and succession planning, employee relations, consolidations and divestitures, information dissemination and policy review.• Counseled employees in areas relating to manager-employee as well as peer to peer relationships, work-life balance, and organizational procedures and policies.• Created and rolled out training to all functional areas and provided train-the-trainer training to internal and external customers.• Ensured systems, modules and reports were in compliance with all stated and federal requirements.• Created and executed test cases for multiple projects• Streamlined reporting process/procedures reducing processing time by >50%.

• Create and execute a recruiting strategy, which results in a top-tier, qualified talent pool of professionals and a strong candidate pipeline• Develop and execute a sourcing strategy, pre-screen candidates and deliver pre-qualified diverse candidates for hiring manager’s evaluation• Partner with hiring manager to identify role of interview team, assign competencies using both technical and behavioral interviewing models• Grow existing network, foster new relationships and attend networking events to further identify talent for the organization• Partner with other Human Resource functions in order to attract and hire talent that will help to sustain and contribute to the Vertex culture• May contribute to projects as part of the long-term strategy of building a best-in-class staffing organization• HR administrative oversight of all locations assigned. • Other duties as assigned

• Results-oriented, high-energy Recruiting/ Staffing Professional with 15 years hands-on experience. Responsible for all Human Resources functions for East and West Plant. • Provide career counseling, coaching, and job seeker services. Identify values, develop possible career paths, and develop strategies for entering a career. • Develop individual employment plans, goal setting strategy, and networking skills. • Provide job search and resume writing assistance, soft vs. hard skills analysis, and instruction on completion of career portfolios. • Extensive background in HR generalist affairs, including experience in employee recruitment and retention, staff development, mediation, conflict resolution, benefits• and compensation, HR records management, HR policies development and legal • compliance. • Build and maintain strategic partnership with the client through an extensive and • detailed understanding of the client's business, strategic direction, processes, and • policies. • Maintain close contact with the key principles at the account to ensure highest level • of client satisfaction possible. • Build and maintain a talent pipeline that aligns with the client's needs and output requirement. • Consistent execution of recruiting plan to ensure the right quantity and quality of talent. • Screen and select candidates according to client specific job profiles and workforce forecasts. • Comply with all operational standards and employment laws and regulations. • Build top of mind awareness through in person visits, which foster a consultative relationship and increased business with the on-site client.

Partnered with Senior Leadership to ensure that all human resources policies and procedures were compliant. • Remodeled compliance inspections utilizing technology lowered compliance inspection discrepancies by 75%. • Ensured that coaching and development was established and tracked via implementing an electronic record project. • Orchestrated various training programs for professional development. • Ensured legal compliance by monitoring and implementing applicable Human Resource Federal and State Requirements. • Oversaw employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends, reduced processing errors by 63%. • Oriented all new staff by establishing centralized orientation. Completion of I9's, HRIS and Everify were completed on all new hires assigned. • Recruit, interview, recommend and hire candidates across a territory of four states for exempt and non-exempt positions. • Counsel hiring manager on employment law, company policies, procedures and employee relations as it relates to the hiring process. • Utilize behavioral interviewing and targeted selection processes company wide, audit this process to ensure consistency. • Coordinate assessments and evaluation tools. • Support staffing and benefits objectives in Field Operations. • Design and conduct new employee orientations (including benefits overview and enrollment) and process new hires. • Design, implement, and train on new applicant tracking database through Talent Reef. • Develop and Implement new policies for overall recruiting practices, offer letter templates, relocation programs and administration, and Leadership/Succession Programs. • Source and post on job boards to find potential healthcare personnel to build a base of candidates.

Lead Area Manager, supervised 20 Team Managers to ensure that employees were coached accordingly. • Project Manager for various high level projects. Ensured all deadlines were met ahead of time. • CWA 4900 Liaison, reduced grievances by 65%, fostered a trusting working environment and ensured grievances were acted on accordingly. • Consulted on various Human Resources related issues, including training and development of all personnel assigned. • Executive oversight of two remote Call Centers. Ensured all Quality Performance Metrics exceeded company targets by 15% thru grass roots coaching.

Responsible for overall insight and development of all Human Resources and Training Departments. • Identified key training issues and ensured that all courses were 100% compliant with federal and state regulations. • Promoted regular and balanced feedback on what results were achieved as well as to how to achieve results. • Implemented various Human Resources strategies by establishing department accountability, including talent acquisition, staffing, and employment processing. Contact potential travel nurses for travel assignments throughout the country via cold calling and generated leads. • Input work history, education and send out testing to get potential travel nurse ready for assignment• Complete reference checks, verify qualifications, submit to facilities, confirm assignment and send out contract to potential travel nurse. • Track phone cell and text records, conduct employment verifications and assist in various recruiter needs. Responsible for the recruitment of all levels of health professionals, including Senior Level Leadership, Physicians, Psychologist, Physical and Occupational Therapist as well as Direct\Care Professionals. • Designed recruitment strategies to include analysis of the community market, research of effective internet postings, local and national advertising, cold calling & networking. • Developed relationships with professional organization, attended conferences and designed hospital specific mailings. • Manage the recruitment process including screening of all candidates, coordinatinginterviews verifying credentials and coordinating all offers and on boarding of all positions. • Effectively coordinated the recruitment process during the acquisition of additional companies.