Responsible for executing and continually evaluating the new employee experience across the Leonard's Express Family of Companies by working in close collaboration with the human resources department, orientation coordinators, and the driver hiring managers. Creates, implements, executes and oversees the orientation and onboarding functions for drivers and non-drivers through process management, collaboration, and coordination with Risk Control, Driver Recruitment, Operations, Trainer Management per the task list.Leverages tools to streamline the onboarding and orientation process to include Paylocity, the Adobe Suite, new hire surveys, and status check-ins.Proposes and executes on cost-effective ways to ensure new hires feel welcome and valued from the start.Travels as required to hold orientation at various terminals to cover vacations and planned absences.Develops the orientation specialists through professional development and training.Meets quarterly with Risk Control, Driver Recruitment, HR, Operations, Maintenance, Settlements, Trainer Management, Terminal Directors and other stakeholders to collect new information, incorporate changes, update the curriculum, and verify hiring needs.Manages expenses for non-driver recruiting and orientation through Payfile approvals.Supports all department heads through proactive management of ads for the Leonard's Express Family of Companies.

First point-of-contact for the department in employee relations, championed same day service for benefits questions, payroll support, verification of employment, and more.Streamlined orientation and onboarding via digital tools, saved $67K annually.Led all non-driver hiring actions during hiring boom, worked with Marketing to rebrand hiring sites, named one of the top 20 fastest growing companies in Rochester in 2022.

Sole recruiter for the Delaware terminal. I recruit Class A drivers, forklift drivers, heavy equipment technicians, diesel technicians, plus warehouse and office personnel. I am the first point of contact for all new employees, and I set the tone for the rest of their employment, maintaining an eye on retention at all times.I drove a 20% increase in hiring in my first year on the job.As a jack-of-all-trades I also assist the general manager, safety office, rental manager, the orientation coordinator and our IT department.

By-name selected to fill two critical vacant positions at the regional headquarters.Served as analyst and advisor for Military Personnel Information Systems regarding a wide range of military personnel initiatives.Oversaw user account management for three Oracle based HR systems for 1100+ end users at seven geographically separated satellite offices.Utilized SharePoint to administer office manager reports, ensuring secure delivery and monitoring of 300 products monthly.Maintained two relational databases and provides ad-hoc queries using MS Access.Planned and provided customer training, promoting the use of automated systems through streamlined instruction, to functional area users on automated processes and systems.Maintained on-demand video teleconferencing system support for 5 division heads.Prepared official documents to include memos, emails, and letters supporting downward and upward communication from the director’s staff.

Advised the installation director & supervised 101 personnel from 39 diverse career fields on employee relations, employee complaints, and team-building activities.Utilized problem solving skills by reviewing 747 staffing positions, identified an 18% shortfall, coordinated w/6 different regional headquarters to ensure 100% timely position fills.Managed travel arrangements for emergency leave and senior personnel, booked flights, secured transport to airport, validated security requirements, evaluated cost v/s speed.Planned, coordinated and led multiple morale events with 7 team leaders to enhance team building and relationships for over 300 personnel.Created expense reports, reviewed purchase justifications with the contracting office, and validated budget requirements to eliminate unnecessary spending.Coordinated with HR Finance representatives to establish entitlement and payment/ back-payment of combat zone compensation for 542 personnel.

Principle personnel services transmission point between US, European, and African Regional Headquarters, enforces guidance, prioritizes and suspense’s workflow.Led executive assistant services during 75% office turnover, flawlessly tracked over 1,300 tasks, 2,000 correspondence documents, and 61 annual reviews and awards.Managed daily calendars, coordinated/deconflicted schedules with outside organizations, reserved/set-up conference rooms, scheduled travel/hotels, ordered/inventoried supplies, organized social events.Supervised 7 computer security professionals, initiated/tracked 251 service tickets, instituted network security group reviews, reduced potential communication breaches.

Staffing manager for 404 personnel located at seven geographically separated locations, advised 10 additional managers on Air Force policies for an additional 32,000 positions.Co-authored the European Headquarters’ accountability plan, deconflicted guidance between two hierarchal systems, streamlined guidance to the field for 22,000 users.Utilized MS Excel and Access skills to build a custom staffing tracker, recognized as a best practice, implemented across the enterprise, saved 7,000 man-hours annually.

Facilitated the in-house training program, led instruction for 34 HR personnel in 14 subordinate offices, reduced database staffing errors by 40% over three months.Oversaw employee orientation, deconflicted in-processing schedules between 11 agencies, briefed 130 personnel monthly, certified 98% corporate compliance.Selected to assume duties as Inspector General, completed two major inspections, increased organizational competence through education and training.

Managed support operations for the Northeast, including logistics, client systems, personnel & knowledge management, covering 47 offices in a 29,000 square mile region.Validated $37,000 in training symposiums, $234,000 in purchases, all acquisitions under budget, transparent to the recruiting mission, sustained operations during budget crisis.Revamped employee evaluation management, increased on-time rate from 78% to 100%, propelled regional office from number 24 of 24 in the nation to number 3.