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 lubricants / MRO, and industrial coatings. Multi-site, full-cycle staffing duties for several domestic locations, including Groveland, MA, Houston, TX, Shreveport, LA, and Baton Rouge, LA, as well as remote field sales positions. Manage a team of two people. ● 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 farmed out to retained search. Saved company over $200,000 through these efforts.● 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 percent for machinists. In the three months prior to this effort we were not able to hire a single machinist. As a result of our wage fixes and new compensation structure, we subsequently hired four new machinists in 30 days at pay rates we would not have been able to offer previously. ● Revamped dormant engineering co-op program, which included: updating outdated job descriptions, gathering market research to create new and competitive salary bands for co-ops, re-engaging with schools to form working relationships, developing a feedback form for co-ops to assess their co-op experience with us (for internal use), and laying out benchmarks and milestone dates for proper recruiting activities to be completed in a timely fashion.

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 effectively as possible. Duties: Conduct contact tracing and investigation of suspected covid-19 exposure in the facility; provide employees and managers with guidance and direction around getting tested, quarantine practices, managing time off, etc.; research and stay up to date on CDC recommendations as they evolve and use those to inform our practices; speak with outside health professionals where appropriate to help inform our decision-making; formulate covid-19 protocols and practices for the organization depending on different exposure scenarios, and communicate those protocols on an ongoing basis to the business; partner frequently with operations and safety leadership around covid-19 trends, cases and investigations in our facility.

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 potential new hires and match them to this profile to identify high-potential sales employees. • 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 this effort.• 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 effort.• 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 hire to support business case.• 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.• Worked with outside counsel to bring two high-performing Chesterton employees to work in the United States from Europe on L-1 Visa Program. Deadlines were met in all cases to allow employees to be in the U.S. to carry out critical project duties for our Product Management group.• Managed and mentored one Candidate Care Coordinator and one Recruiting Consultant. Drew up goals and on-the-job training plans. • Full-life cycle recruiting for up to 45 open headcount across manufacturing and corporate business functions.

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 compliance, IT, business intelligence, and human resources.• 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 competency-based interview techniques, and offer negotiation. • 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.• Generate new sourcing outlets and pro-active recruiting resources.

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 plans. Generate spreadsheets and reports to monitor hiring progress and key milestones, and communicate status to senior management and other stakeholders. • 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 issues and work performance. • 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.• Generate and manage complex employee transactions in Peoplesoft HCMS system. • MBTA staffing unit subject matter expert for integration of Neogov applicant tracking system into existing Peoplesoft HCMS. Duties include: participating in the writing of vendor RFP and the evaluation, scoring, and selection of vendors; MBTA staffing unit representative for contract negotiations with vendor; process mapping of MBTA hiring processes; collaborate with MBTA IT department regarding integration strategy and process; liaise with vendor project managers to help manage implementation work; create customized training documents for staffing unit members, and prepare and deliver training sessions for staffing unit members and hiring managers.

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 Finance. Strategic planning for staffing of several of the Authority's upper level executive jobs, including AGM of System-wide Accessibility, Chief Safety Officer, and the General Manager/CEO.• 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; reviewing, revising, and posting available jobs; reviewing and recommending qualified candidates; coordinating pre-employment testing and interview schedules with hiring managers; conducting interviews; writing offer letters; extending and negotiating job offers; managing correspondence with candidates and hiring managers throughout the hiring process, and coordinating background checks, pre-employment physicals and onboarding of new hire employees, including I-9 documentation.• 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. • Counseled employees and managers regarding employee relations issues. • Assisted Training department with interviewing and resume writing classes for MBTA employees.• Attended job fairs, networking events, and community outreach to help recruit qualified candidates.

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.• Managed temporary help requests, and relationships with third-party staffing firms.• Maintained candidate database using Ceridian recruiting solutions.• Compiled weekly and monthly hiring reports for senior management.• Partnered with Diversity department to ensure proper recruiting sources and outreach for diversity hiring initiatives.• Attended job fairs, networking events, and community outreach to help recruit qualified candidates.

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