With more than $50 billion in assets, Western Alliance Bancorporation (NYSE:WAL) is one of the country’s top-performing banking companies. The company is again #1 best-performing of the 50 largest public U.S. banks in the new S&P Global Market Intelligence listing for 2020 and ranks high on the Forbes “Best Banks in America” list year after year.Its primary subsidiary, Western Alliance Bank, Member FDIC, helps business clients realize their ambitions with teams of experienced bankers who deliver superior service and a full spectrum of customized loan, deposit, and treasury management capabilities. Business clients also benefit from a powerful array of specialized financial services that provide strong expertise and tailored solutions for a wide variety of industries and sectors. Most recently, the bank added to these capabilities with the acquisition of AmeriHome Mortgage, a leading national business-to-business mortgage platform. Serving clients across the country wherever business happens, Western Alliance Bank operates individual, full-service banking brands and has offices in key markets nationwide.

Developed, executed, and managed full-cycle recruitment strategies for multiple business units, such as Corporate Risk, Small Business Banking, Credit Card, Public Affairs, Quality Assurance, and Legal.Developed and maintained partnerships with hiring managers and leadership to influence recruiting strategies, ensure clarity in the recruitment process, eliminate barriers, drive efficiency, and push for resultsLeveraged sourcing methodologies to identify and acquire specialized talent across the skill set spectrum in key geographies, with a keen focus on diverse talent pipelines and strategiesBuilt rapport with internal and external candidates and deliver a positive applicant experience through proactive, authentic communication and efficient process management

Overall focus included providing strategic recruitment leadership to C3’s domestic sites to ensure the hiring goals were consistently met. Conducted market analysis to determine C3’s strengths, weaknesses, threats and opportunities. Due to aggressive business expansion in the Salt Lake City, UT market, developed and executed robust sourcing strategy that resulted in over 1,000 qualified new hires within a three-month period. Introduced creative candidate sourcing concepts that contributed to a successful hiring ramp for a new business implementation of a Fortune 500 health insurance client.

Developed and executed the recruiting strategy for talent acquisition during the company’s unprecedented human capital growth period for the Phoenix location. Collaborated with key internal business partners to improve quality of hire and talent retention. Conducted labor market research and analysis. Served as the project leader in identifying a new pre-employment background screening vendor that provided superior service at a reduced cost. Served on the project team to implement the company’s first applicant tracking system (Ultipro). Created several pre-employment skill assessments for both exempt and non-exempt positions. Recognized opportunities to reduce sourcing spend and increase brand awareness/market presence. Recognized by senior leadership for sourcing and recruiting a higher caliber of talent that resulted in tremendous performance improvement for the Phoenix site.

Led recruiting teams in multiple locations within North and Latin America in executing talent acquisition programs to achieve annual staffing targets. Developed sourcing strategies and designed recruiting processes to deliver 500 - 700 hires monthly. Managed annual operating budgets of $2.5M. Executed strategies that increased start rates by 25% and reduced annual attrition by 19%. Led national and global process improvement initiatives that yielded stronger returns on investment by eliminating excessive spending. Built and managed relationships as well as negotiated contracts with external resources for various sourcing options. On-boarded new recruiting managers and trained tenured recruiting managers to be stronger thought leaders for the business. Led the recruiting efforts in launching new sites and implementing new business projects. Conducted various research and analyses to determine root causes for underperformance.

Effectively managed a team of recruiting professionals in multiple locations within the Western Region of the United States. Achieved efficiency gains through application of Six Sigma tools and methodology. Reduced overtime usage by 60%. Reduced time to fill by 20%. Streamlined the employee referral process. Enhanced the candidate selection process that resulted in the team achieving a 95% client satisfaction rating. Successfully developed and launched a national interview skills training program.

Responsible for hiring personal bankers for all retail branches in the state of Arizona. Sourced and recruited passive and active candidates. Maintained deep candidate pipeline, which resulted in low time-to-fill for open positions. Exceeded 2007 hiring target by 37%. Sustained 95% client satisfaction MOM. Managed the community outreach hiring events (i.e. ROI analysis, event planning, process improvements, point of contact for community partners). On-boarded new recruiters to the team. Identified as subject matter expert of the E2E staffing process.

Delivered high-volume recruiting services to multiple departments for the Bank of America Credit Card Group. Averaged 60 – 100 hires monthly. Top producer in peer group. Far exceeded performance metrics (i.e. offers accepted, start rates, time to accept, I-9 compliance, client satisfaction, diversity hiring). Served as mentor to new recruiters.

Built and applied compliance monitoring programs to identify and mitigate operational and regulatory risks within the consumer credit card operations group. Facilitated training to managers on work-compliance guidelines and requirements. Completed Six Sigma training and achieved Greenbelt Certification. Member of the Six Sigma project team that redesigned the bank’s Consumer Mortgage Loan Extension process. Within eight months, the enhanced process drove a 30% increase of rehabilitated loans to good-standing status.

Assisted the vice president in developing and implementing strategies to achieve the business unit’s productivity targets. Collaborated with the training department in identifying and closing the gaps within new hire training. Implemented recognition and award programs. Coached and developed a team of 12 – 15 call center representatives within the Collections Department to ensure productivity targets were met. Conducted performance reviews of direct reports. Administered corrective action when necessary.