Partnering with companies to identify gaps in training, process and procedures as well as procurement of good and services as well as establishing vendor relationships to improve all areas of their business.

Managed a team of recruiters. Worked with all aspects of talent management from training to recognition and rewardto termination. Provided coaching to team and hiring managers on objectives and outcomes enabling success acrossboundaries. Helped the team adapt and learn. Full life cycle recruitment for sales, technical, mechanical, administrative, and management roles. Developed a comprehensive approach that integrated concepts to create an innovative sourcing strategy for multiple locations. Implemented the use of sourcing strategies that increased diversity in the applicant pool Implemented a BBS program that led to a positive company culture which encouraged employees to be proactive in their own safety as well as those of fellow employees Analyzed relevant data and trends to provide insight. Set plans to meet hiring goals. Used data, metrics, and knowledge in long-term business requirements to advise on the implications of talent gaps. Drove team to a successful decreased fill time. Successfully achieved diversity and inclusion within the applicant pool. Decreased the use of agencies by 90%.  Utilized multiple sourcing methods to fill hard to fill roles by networking, Boolean searches, LinkedIn Recruiter, meet up groups, workshops, conferences, and other websites. Created a safer working culture for Oil and Gas/Refining company that needed development in customer/OSHA required programs, company training, SOP’s, and job flow processes. Developed and implemented an entire revision of the company’s safety requirements Managed all compliance agencies to maintain good standing with customer’s requirements Created a training and continued education program to ensure development of team members OSHA compliance, client training and certification requirements

Proven track record of building trust and respect from fellow team members allowing me the opportunity to change culture of company and improve KPI’s across both safety and production areas. Full life cycle recruitment for sales, administrative, technical positions for multiple locations. Utilized social media (LinkedIn, Facebook, Twitter, etc.), job websites (Zip Recruiter, LinkedIn Recruiter, etc.), and networking groups to source candidates. Recruited at colleges, other countries and local hires. Helped create a culture for an Oil and Gas company that lead to improving their EMR from 1.04 to .68 after 3 years of dedication to improving the companies training, SOP, and job flow processes as well as an entire overhaul/creation of the company’s safety program Created a paperless and streamlined process for all inspection, safety, quality, and training forms to be completed and submitted using an iPad in the shops and field Consulted with managers as well as front end employees to create a paperless process for the company’s job card system using a web-based form or application on the iPad Procurement of safety and production supplies that lead to over $100,000 in savings annually Recipient of the 2013 Lindy Berryman Scholarship awarded by the OSHA Oil & Gas Safety and Health Conference that recognizes safety professionals who have championed safety training and shown a genuine concern for the industry and its people Reporting of KPI’s to clients such as Chevron, Aera, Exxon Mobil Management of ISNetworld account to stay in compliance with customer’s requirements Created training and continued education program to ensure development of team members as well as staying up to date with OSHA and clients training and certification requirements

Created a grass roots recruiting campaign at multiple facilities across the country to meet staffing goals of clients while also creating a learning environment that led to multiple entry level employees the opportunity to grow and promote within a fortune 200 company.• Staffed a customer service call center to capacity 3 months prior to client’s target goal date.• Worked with multiple facilities around the country as part of the SWAT team assigned to locations having trouble meeting their hiring targets • Relocated to Washington to lead a team aiming to reach capacity above 200 staff. Achieved facility staffing at over 1200 leading the country in volume and increasing revenue from 1.2 million a month to 4.6 million a month.• Created an orientation and training program that set new hires up to succeed and be driven to climb the ladder within the company• Managed a recruiting team of 10 in multiple countries to hit goals for a major wireless client• Completed role with Xerox at 104% of staffing target at three different locations• Recipient of 2011 Hustle Award for participation in the creation of Xerox’s new recruiting platform and process to be “Ready for Real Business”

Handpicked by management to move from sales floor to HR department due to my skills in team building, training, and motivation of fellow team members Organized training room to streamline training of new hires as well as existing team members Lead employee recognition program and created new ways to show our appreciation for our greatest asset Excelled in improving the companies behavior-based interview process to other managers