Justin Crawford Email & Phone Number

Groveland, Massachusetts, US

• Full-life cycle recruiting and extensive sourcing for all six of Chesterton's product lines - mechanical seals, mechanical packing (pump and valve), EPS (plastic & polymer seals), rotating equipment repair, industrial.
• Sourced and hired for several senior-level positions within Chesterton, including our new Director of IoT Sales, Vice-President of Global Operations, and Chief Financial Officer. These are jobs we typically would have.
• Kept agency usage at zero for 18 months during global pandemic that presented companies with unprecedented market and hiring difficulties.
• Using market and applicant data, was able to present a case for wage increases for all of our on-site CNC Machinists, a pay area where we historically have lagged. Leadership team approved pay increases of five to 14.
• Revamped dormant engineering co-op program, which included: updating outdated job descriptions, gathering market research to create new and competitive salary bands for co-ops, re-engaging with schools to form working.

Groveland, Massachusetts, US

In April of 2020, myself and a colleague of mine were asked to head up the case management team at Chesterton. This is in addition to my regular duties managing talent acquisition. The goal of the team is to formulate policies and protocol that provide for the safety of our employees during the pandemic while enabling the business to stay up and running as.

Groveland, Massachusetts, US

• Researched, onboarded and deployed an online assessment tool for Chesterton’s sales professionals, with the goal of quantifying traits within our top salespeople to build a “top performer profile.” We could then assess.
• Hired more than 20 new machinists in 2017 without third-party agencies in a tight job market where area competitors were consistently using agencies to attract machining talent. Saved company more than $240,000 through.
• Found and onboarded Chesterton’s new Vice-President of Engineering and Innovation through pro-active sourcing efforts, a job we typically would have farmed out to retained search. Saved company $75,000 through this.
• Saved company more than $30,000 by streamlining and in some cases, eliminating vendor services who were not providing us value. Used metrics such as total quality applicants, quality applicants per hire and cost of.
• International search capabilities – partnered with our senior executive team to source and staff new Vice-President / Managing Director for all of Chesterton’s European / Middle East operations and sales functions.
• Streamlined and re-structured all third-party agency contracts. Standardized liability insurance language across contracts and negotiated no-fee conversions for all temporary agency workers.

Boston, MA, US

• Strategic planning, sourcing, and full life-cycle recruiting for corporate positions across several departments, including roles in finance, project management, clinical support, pharmacy, legal and regulatory.
• Saved company more than $250,000 since mid-2014 by employing pro-active and creative staffing methods to cut agency spend.
• Senior-level resource on a team that cut agency spend and time to fill by 50% in last six months of 2014.
• Consult with hiring managers around staffing strategies for both frequently filled and hard-to-fill positions. Counsel managers on topics such as internal equity, compensation grade ranges, behavioral and.
• With the Director of Talent Acquisition, help to implement new hiring metrics such as cost per hire, quality of hire, quality applicants per posting, and cost of hire per hiring resource.
• Use applicant data to evaluate compensation trends and make recommendations to compensation group around grade ranges and internal equity.

Boston, MA, US

• Full life-cycle recruiting for 12 Authority departments. Project lead/trainer for implementation of new ATS.
• Strategic management of high-volume staffing initiative to recruit and onboard up to 500 new employees. Work with department heads and hiring managers to identify ongoing staffing needs and create pro-active staffing.
• Supervise daily work of two HR Generalists (recruiters), one Junior HR Generalist, and four temporary Generalists. Generated performance plans and reviews. Provide guidance, support and feedback regarding staffing.
• Effectively create and revise human resources policies, and create standard operating procedures for employment practices and automated system use.
• Consultation with hiring departments and Senior Management on employee disciplinary issues, including issues pertaining to grievance procedures and collective bargaining agreements.
• Direct responsibility for all aspects of HR training for four new HR staffing unit members. Create and formulate training programs and materials.

Boston, MA, US

• Manage the hiring process for the MBTA's Design & Construction group, as well as jobs in Safety, Real Estate/Development, Environmental, Marketing, IT, System-wide Accessibility, Customer Service, Procurement, and.
• Staffing unit project lead for Peoplesoft Recruitment module upgrade projects, including planning, scope of work, testing, roll-out, and training duties.
• Managed up to 40 open job requisitions (60 open headcount). Full life-cycle recruiting responsibilities for 15+ Authority departments in a highly unionized environment, including: writing and revising job descriptions.
• Increased diversity of Authority’s workforce from 2010-2012 by hiring 65% minority/female candidates.
• Managed relationships with retained search firms. Negotiated contract terms and partnered with retained firms to help fill critical positions.
• Revamped MBTA job posting format and candidate correspondence templates, resulting in more clear, concise, and professional job postings and candidate communication.

US

• Managed up to 40 open job requisitions (105 open headcount). Reduced open job order inventory by 80% within first four months on the job.
• Helped save company $80,000 in first two months by resolving outstanding staffing issues.
• Solely responsible for full life-cycle recruitment of new employees for all eight departments in a highly unionized work environment.
• Managed six-month project to revamp MBCR HR employee handbook for both union and salaried employees.
• Company CORI administrator – coordinated pre-employment background checks and drug screenings.
• Partnered with University career centers and professors to fill MBCR co-op and intern opportunities.

Jacksonville, Florida, US

Master Of Professional Studies, Human Resources And Employee Relations

M.Ed, Education (Magna Cum Laude)

B.A., English Literature/Professional Writing (Summa Cum Laude)

Education record