Leading and developing a team of highly talented sourcers with a lens on diversity. Partner with cross functional teams to develop support and development resources for the SST's (Strategic Sourcing Team) long-term success. Build and maintain operationally excellent data tracking processes to capture application, interview and hiring activity across the network and drive strategic analysis on program performance to create customized solutions for our business partners. Create and implement strategies related to diversity recruitment that contribute to the long-range growth of Amazon's mission to deliver the highest quality results to our customer.

- Led a team of 16+ Amazon associates, overseeing the execution of New Hire Events, New Hire Orientation, and Community Engagement in the Tampa Bay market.- Managed hiring processes for 15 Amazon locations in the TPA Node.- Achieved remarkable results under my leadership, with the TPA Node hiring over 16K associates since 2018 and maintaining an overall fill rate of 104%.- Owned the training, development, and team culture for the TPA Node.- Established and nurtured strategic partnerships with HR and Operation leaders across various Amazon business lines.- Developed 'BUSINESS' relationships with community leaders, positioning Amazon as the employer of choice in the market.- Forecasted labor demand plans and created scalable staffing strategies to align team resources with business demand.- Implemented strategies based on evolving business needs by tracking hiring event schedules and forecasted attendance rates.- Collaborated with regional operations and finance management to optimize labor requirements.- Influenced key stakeholders and decision makers by making recommendations on building appropriate systems processes and reports.- Analyzed the talent pipeline by shift, site, and business line, tracking application and contingent offers to goals based on site labor orders and current pipeline fall-out.- Led and drove projects of increasing scale and complexity, successfully managing programs through completion.- Launched Amazon Blue Badge Delivery Drivers at 19 Delivery Stations during peak 2018.- As the Project Lead for the Delivery Driver pilot in 2018, successfully hired over 4,000 Amazon associates with an overall fill rate of 98.69%.- Developed all SOPs and the virtual interview process for Delivery Drivers in 2019.

- Oversaw requisition management for more than 70 Amazon sites across 13 states.- Managed and led a team of 10+ Funnel Specialists and Coordinators, overseeing high-volume hiring requisitions and applicant management.- Implemented scalable systems and process mechanisms to support the growth of high-volume hiring.- Spearheaded network HR and Recruiting functional process excellence initiatives.- Designed scalable processes to effectively address challenges related to high-volume selection and recruitment.- Developed metrics inputs and reporting decks, effectively communicating key performance indicators to cross-functional stakeholders.- Led the development and implementation of critical people initiatives and large projects, providing internal stakeholder and candidate customer support.- Acted as a strategic and consultative partner for leaders in various functions, including marketing, staffing, operations, sourcing, and finance.- Developed processes and provided training for centralized offshore vendors.

- Supported multiple client groups of 300–500 associates, collaborating with managers to eliminate barriers.- Handled various associate concerns, including payroll corrections, time off options, promotion and transfer opportunities, job accommodations, and employee relations issues, escalating when necessary.- Conducted attendance tracking by coordinating with managers to ensure adherence to the Amazon Attendance Policy.- Coordinated with managers, utilizing labor tracking tools, to ensure employees followed correct schedule patterns and process paths.- Completed daily and weekly roster audits, maintaining a defect rate of 0.12% or lower throughout Peak 2013.- Led site Conversion recruiting in 2014, resulting in BNA3 hiring over 500 total new hires.- Assisted in managing multiple site hiring events, coordinating building tours and interviews for over 400 candidates.- Responsible for completing Roster Audits, Attrition, Attendance, and Hiring Reports, distributing them to local site leadership on a daily or weekly basis.

- Developed and maintained relationships with hiring managers to comprehend staffing needs and achieve company objectives.- Identified qualified candidates through strategic recruiting methods, emphasizing the Aerotek Perfect Fit Recruiting Model.- Proactively generated leads, arranging meetings with potential clients to educate them on processes and services.- Managed job postings and maintained a consistent pipeline of qualified candidates, ensuring timely position fulfillment.- Conducted full-cycle recruiting for diverse roles, including distribution/skilled trades, healthcare, corporate services, call center, and accounting/finance professionals.- Executed reference checks, pre-employment screens, extended offers, and managed new hire paperwork.- Played a key role in managing, training, developing, and mentoring recruiters.- Handled contractor-related issues, conducting assessments, administering performance counseling, coaching, and disciplinary measures when necessary.- Negotiated wage rates and employment terms, securing commitments for current and future job requirements.

- Oversaw critical aspects of employee processes, including training, safety, payroll, and medical procedures, as an HR Generalist.- Conducted interviews and successfully hired both hourly and salaried employees.- Spearheaded comprehensive new hire orientation covering modules, company education, safety protocols, code of conduct, and legal document distribution.- Collaborated with the Labor Relations Manager on employee investigations, Union Grievances, and administered disciplinary actions.- Led a significant project conducting a demographic analysis for local compliance with the Affirmative Action Plan.- Introduced an innovative probationary employee system to enhance tracking and evaluation of new hires.