Independent strategic HR/ Talent advisor with extensive experience and a high-performance track record over 23 years supporting new leaders to the c-suite in placing niche and executive leadership roles. Proud to be focusing on a few clients that either I have worked with in the past or through referrals specializing in human capital consulting across the following verticals: HR Operations, TA Strategy, HR Systems Architecture (HRIS, ATS, CRM), Talent Management, Selection and Assessment, and Compliance.

Lead the Global Talent strategy for Waystar. Create strong partnerships with leadership and employees at all levels as trusted partners, in order to drive innovation and support an organization where amazing talent thrives and do their best work. Passionate about building and evolving systems and processes that are nimble, effective and grow with the organization attracting and retaining the very best talent in the industry.• Development and implementation of key talent strategy(s). Lead the development of a full candidate lifecycle experience from sourcing,recruitment, internal stakeholder partnerships and management, offer, on-boarding, integration and career path planning• Develop and execute the employer branding and candidate experience that align with company objectives and strategies• Team leadership and development: inspire, enable and support the TA team in their development and performance• Partner with functional business leaders on available talent pool, recruiting best practices, and their role in supporting the company’s hiring policies, practices, and company values• Build strong selection capabilities, and criteria that delivers high quality hires• Create talent acquisition KPIs to measure TA performance• Lead Talent Management team to identify talent gaps for key positions and build pipelines accordingly• Build industry awareness and market intelligence regarding hiring and compensation trends and challenges.• Develop cost-conscious recruiting strategies that support the company’s needs; implement new processes and systems to continuously improve existing processes in continuance of the company’s mission to source high quality talent.

Reporting to the Chief People Officer, the Talent Acquisition and Talent Management leadership role is high impact, driving talent philosophy, architecture, implementation and best practices across the company. This position will build and lead a team, providing support to 2,200+ employees globally. The successful leader will identify with our House Rules: obsess over our customers’ problems; be an owner, not a renter; be transparent, build trust; do great things every day. The Talent Acquisition and Talent Management leader will first seek to understand business needs and then quickly build highly productive relationships across a variety of stakeholder groups to accomplish objectives.

Reporting to the Chief People Officer, focus on building the worldwide talent function with 20 direct reports and responsibility for Talent Acquisition, Workforce Planning, Strategic Talent Planning, Talent Management, and Global Mobility.

Responsible for putting Flowserve’s growth rate on the fast track by super-charging the candidate pipeline and by providing an amazing candidate experience. Partner with senior executives to develop workforce plans that scale the organization. Set the strategy for talent acquisition from sourcing to selection to internal mobility. Proactively drive partners, processes, and metrics to insure Flowserve’s talent acquisition function operates at a very high level. • Set the talent acquisition and sourcing strategies in alignment with Flowserve’s strategic planning processes and business plans.• Create a performance and metrics-driven culture within the talent acquisition function that delivers not just results, but also insight and support for hiring decisions.• Scale the talent acquisition function and organization design in sync with Flowserve’s plans for faster growth.• Build and coach a high-performing recruiting team that is skilled in passive candidate recruiting.• Develop outstanding relationships with leaders and hiring managers at all levels of the company.• Evaluate and introduce partners, processes, and tools that create efficiencies in all areas of talent acquisition.• Reinforce Flowserve’s employment brand and extend its reach to candidates, including campus recruiting, internships and apprenticeships.• Take the lead on executive and critical leader-level searches.• Educate Hiring Managers on best practices in interviewing and selection to make Flowserve known for hiring top talent.• Partner with HR Business Partners to identify future talent needs and build talent pipelines.

Provides the strategic direction and tactical execution to meet the talent acquisition demands of the company. Support business growth by driving proactive work-force planning, ensuring an active pipeline of talent for core roles, and reducing time-to-fill for all positions. Leads a team of recruiters in multiple locations by taking the global recruiting strategy and implementing locally. Drives operational excellence and cost efficiency. Provides strong knowledge and execution of recruiting tools and techniques, recruiting analysis and reporting, managing recruiting processes, applicant tracking systems, and people management. Focused on working across the company to improve consistency in recruiting execution and the candidate experience, build external talent communities, and reduce time-to-fill for positions as well as reducing agency utilization.

Lead the talent acquisition strategis for Raytheon's Space and Airborne Systems (SAS) Division. Based in El Segundo, CA SAS has 12,500 employees and has revenue of 4.6 billion. In addition to providing general leadership over the TA function I current oversee a specific passive candidate sourcing function creating engagement with Raytheon's talent community.

Responsible for measuring, evaluating, and leading recruiting initiatives for the store and logistics organizations. Identify and train recruiters on the latest recruiting techniques, social networks, CRM tools, and advertising mediums to improve return on investment.