Current lead CACI's Employee Redeployment program. CACI’s Redeployment Program takes an enterprise-wide strategy and approach to retaining employees who find themselves impacted by a contract change.​Responsible for compiling, analyzing and presenting Redeployment reporting, Prospecting new, internal opportunities for employees in Redeployment. Tracking status for Redeployment candidates, drive the selection and hiring process and engage with all parties associated with Redeployment, to include HR Business Partners, Talent Acquisition, Hiring Managers, PMs, Transition Managers.Provide overall strategy and develop best practices for the Redeployment program. Responsible for providing a variety of weekly and monthly reports to TA leadership. Reports include pivot tables or other visualizations to help users better understand the data being provided. (Reporting could be expanded to include recurring data audits.)Responsible for managing and maintaining vendor contracts and relationships POCs.Provision for a team of over 100 recruiters, including day-to-day management of seats, weekly reporting, and monthly usage analysis.Partner with cross functional teams to facilitate updates and mitigate gapsDeliver meaningful metrics, trends, key insights, and analytic solutions in all areas of Talent AcquisitionResponsible for providing reoccurring reporting for distributionAssist in the development of Talent Acquisition training materials

Provide Talent Acquisition Management support to three large, diverse business groups within CACI. Drive recruiting surge efforts to meet quick turns with stringent timelines. Track recruiting activities and prepare weekly reports (primary Excel-based, to include pivot tables) to business leaders as required and requested. Build and maintain professional, productive and effective working relationships with recruiting team, Operations, Marketing, HR, and business group Senior Vice Presidents to ensure success. Monitor and manage recruiter workload to ensure optimal performance and delivery. Ensure all job requisitions in applicant tracking system (Workday), are accurate and reflect program and OFCCP requirements. Deliver client service to Hiring Managers and candidates while meeting time-to-fill, cost-to-fill and talent quality metrics. Proactively evaluate and apply new sourcing methodologies to actively identify, cultivate, and grow target candidate pools of top talent. Engage fully with Hiring Managers on job description development, candidate profile creation, candidate evaluation and selection. Engage with proposal efforts, researching new requirements and assisting with transition and staffing plans. Develop creative sourcing methods to expand visibility and network for potential candidates in a highly competitive market. Attend multiple monthly program-level Performance Management Reviews (PMRs) as well as weekly staffing meetings. Assist with HR-related tasks, timecard approval, and quarterly employee performance reviews. Directly managed, coached and mentored a team of 10 recruiters with varying levels of experience. Provide guidance around and advocacy for talent acquisition best practices, policies and procedures.

Perform complex tasks for a variety of professional and administrative recruiting functions in support of identifying, interviewing, evaluating and selecting qualified cleared and uncleared employees to effectively meet the organization’s staffing requirements. Provide full lifecycle recruiting function to include assisting hiring managers with developing and marketing job positions, sourcing, screening, coordinating interviews, reference checking, extending verbal and written offers while also maintaining candidate information in the automated recruiting system (Taleo). Meet with line leadership on an on-going basis to review organizational recruiting requirements and staffing plans. Develop innovative techniques to support customer needs. Maintains a network of contacts to help identify and source qualified candidates. Perform a variety of professional and administrative functions to ensure positions are quickly filled with qualified candidates. Provide regular reporting to senior management on recruiting efforts and initiatives as well as recruiting issues. Assist in the creation of procedures and communication materials that document recruiting practices. Represent department to internal/external applicants. Provides team leadership to less experienced employees. Assist with mentoring new recruiters. Participate in various recruiting, career, and professional networking events. Source, recruit and maintain pipeline of candidates with varied and diverse skills and experience. Skill sets recruited for include technical and functional ERP (Oracle) resources (DBAs, Application DBAs, Functional Leads, Developers, Architects), Business and Financial Analysts, Paralegals and Litigation Support staff, Logistics and Acquisitions Consultants, Technical Architects, Developers and Project and Portfolio Managers.

Provide full lifecycle recruiting for Federal Consulting Practice’s (FCP) Enterprise Solutions Practice. Exclusive recruiting responsibilities for the CRM practice and joint recruiting responsibilities for the SAP and Oracle practices. Maintain continuous communication with Practice Managers and Partners to support their individual project and client-based needs with just-in-time hiring, best practices and ongoing fine tuning of recruitment processes. Consult with managers and directors to successfully define hiring needs and resource requirements. Develop and quickly implement sourcing strategies to deliver high caliber talent and timely results that are cost effective. Identify, evaluate and manage proactive sourcing plans, position-specific sourcing strategies, initiatives and tactics. Negotiate salaries for all candidates I am personally responsible for hiring. Provide ongoing consulting value to all three practice groups and maximize recruiting initiatives by remaining current on industry trends and developments. Ensure OFCCP compliance through timely and accurate use of applicant tracking systems and records based best practices. Mentored and trained recently hired FCP recruiters and HR personnel. Developed and presented training to various FCP HR and recruiting personnel. Training focused on current legal developments, including recent court rulings, legislation, and OFCCP decisions, pertaining to HR and recruiting. Represented CSC’s Federal Consulting Practice at several industry focused seminars and career forums.

Assist several attorneys in the U.S. Department of Justice Anti-Trust Division in the review, analysis, and prioritization of documents related to large-scale international anti-trust litigation. Attend, participate in, and report on meetings and defense counsel conferences concerning ongoing Anti-Trust litigation. Acquire significant understanding of international anti-trust law in order to further assist Department of Justice Attorneys. Manage, organize, and distinguish legislative histories and Government Accountability documents in the Government Accountability Office’s library for use by private legal research database. Conducted quality control over digital images of legislative histories compiled by private legal research firm. Such quality control ensured readability, proper formatting, image quality and accurate categorization. Received training, tested and provided feedback on online program for use by the Government Accountability Office with private legal research database to report and monitor quality of documents digitized.

Directly assist the Director of Middlesex District Courts and the Deputy Director of Middlesex District Courts on a variety of programs, initiatives and administrative functions. Duties include but are not limited to: Organize, plan and coordinate training for all recently hired Assistant District Attorney’s entering the Middlesex District Attorney’s office. This includes drafting and creating training materials, arranging guest speakers for all topics discussed, and coordinating all administrative aspects associated with new ADA start. Organized and coordinate monthly training sessions for all ADAs. Maintain, track and report on all past and present cases handled in the Middlesex District Attorney’s Office. Provide ongoing case-specific updates to both ADAs and their supervisors, updating pertinent legal and administrative documents for each case file, and ensuring that all ADAs are aware of future procedural steps associated with their assigned cases. Organize, update and maintain the Middlesex District Attorney’s office case law and legal library. Serve as point of contact for defense council, victims’ families and state and local law enforcement agencies. Assist Director of Middlesex District Courts in case preparation and discovery.

Revitalize and drive recruiting initiative within Answerthink’s Oracle, PeopleSoft and SAP software practice groups. Manage entire full life cycle recruitment process and drive it to successful close. Maintain continuous communication with Managing Directors to support their individual business needs with just-in-time hiring, best practices and ongoing fine tuning of recruitment processes. Consult with managers and directors to help them define hiring needs and resource requirements. Develop and quickly implement sourcing strategies to deliver high caliber talent and timely results that are cost effective. Identify, evaluate and manage proactive sourcing plans, position-specific sourcing strategies, initiatives and tactics. Provide ongoing consulting value to all three practice groups and maximize recruiting initiatives by remaining current on industry trends and developments. Initially responsible for recruiting Consultants, Senior Consultants, Project Managers, Managers and Senior Directors for numerous practice groups, including Business Applications (Oracle, PeopleSoft, SAP), Executive Sales, and Technical Integration (Business Intelligence, Data Warehouse, CRM); responsible for recruiting Support and Functional personnel as well.

Established and maintained recruiting initiative and ongoing client support for CTG’s New England market. Fulfilled critical staffing requirements for Fortune 500 clients such as Johnson & Johnson-Depuy, Perot Systems and Citigroup Financial. Proactively sourced and recruited highly qualified candidates, and maintained pipeline of candidates for impending requirements. Fully responsible for salary and compensation negotiations with all candidates.

Actively and creatively recruited both technical and non-technical personnel (temporary, temp-to-perm and permanent) for global multi-billion dollar staffing and managed services firm. Acted as sole recruiter for Spherion’s Boston office and was responsible for initiating, conducting and managing entire recruitment process. Duties included developing the requirements, sourcing and identifying candidates utilizing a variety of strategies, qualifying candidates through interviews, negotiating rates and salaries. Successfully developed and maintained relationships with diverse Fortune 500 client companies, resulting in both client retention and additional add-on engagements. Represented Spherion at numerous regional employment fairs as well as professional organization meetings and seminars.

Performed retained searches for various technical, sales, executive sales, management and V.P. level positions. Responsible for interviewing, qualifying and presenting candidates to clients for consideration. Consulted with clients to facilitate process management of various stages of the hiring process and provide recommendations for improvement.

Evidence Control Technician (ECT) Played instrumental role in planning, coordinating and executing search and seizures for the FBI. Served as liaison between the FBI and other Federal, State and Local law enforcement agencies. Testified in court of law as to the validity and integrity of FBI searches as well as overall policies and procedures. Developed and implemented training curriculum and initiatives, regarding evidentiary procedures, for key FBI personnel. Served as “knowledge expert” on all search and seizure policies and regulations. Ensured that all evidence related to past and ongoing cases was properly catalogued, stored and maintained for continuous access by law enforcement personnel. Personnel Security Specialist (PSS) Initiated, coordinated and managed background investigations for thousands of potential employees seeking Federal employment, including candidates for the Department of Defense and the CIA as well as Presidential, Congressional and Judicial appointees. Prescreened potential candidates, performed reference checks and qualified candidates’ skills. Identified key aspects of candidate’s application and background that required additional inquiry and validation. Served as point-of-contact for all Human Resources related matters, both legal and procedural in nature.