Lead an international team of over 200 highly skilled talent acquisition professionals in delivering high-volume hiring events, utilizing state-of-the-art technologies, and continuously iterating LEAN-based, full lifecycle, end-to-end processes.➤ Revolutionized workforce planning to enable advanced demand forecasting, allowing the delivery team to anticipate facility, resource, and personnel needs 90 days in advance—an enhancement from the previous 14-day window.➤ Led the strategic planning, execution, and optimization of over 250 high-volume hiring events, incorporating cutting-edge technologies and refining end-to-end processes to maximize program profitability.➤ Introduced innovative technology solutions to streamline onboarding procedures, eliminating paper forms and reducing in-person onboarding time by 39.4%, enabling the onboarding of approximately 40% more hires in the same timeframe.➤ Successfully integrated SuccessFactors into the event hiring model, eliminating redundant data entry and achieving a remarkable 76% reduction in errors, accompanied by substantial labor cost savings.➤ Achieved an unprecedented 110% staffing level for the client company, contributing to industry-leading retention rates while establishing a record of 0% overtime during peak seasons.

➤ Direct contingent workforce supplier selection, negotiated cost-competitive contracts, and oversaw inaugural Managed Services Provider (MSP) program for major account with $67M in contingent labor spend across 1,300+ locations. ➤ Lead, coach, and mentor a high-performing team of 10—adding 8 new team members in the coming months based on account growth—providing the targeted development to build a world-class talent organization.➤ Deployed MSP to Rehab Services Division of key client, delivering the results that earned new multimillion-dollar contract expansions (+19.6%), and oversight of multisite clients with 225+ supplier partners and nonnegotiable SLAs.➤ Captured first-year savings of $4.7M through MSP deployment and labor rate standardization, delivering quality of hire and customer satisfaction improvements and ensuring optimal organizational efficiencies and effectiveness.➤ Cultivated open communications with all field staff, sharing vital information on clients’ needs, project status, and issue escalation and resolution, collaborating with client-side management and HR to optimize their customer experience.

➤ Consulted with 25+ domestic and international clients—Fortune 500 companies, startups, private equity, and venture capital firms—to drive talent acquisition methodologies, effectiveness, and impact. ➤ Developed best-fit, world-class talent acquisition models, often providing the transformational and turnaround leadership pivotal to achieving human capital objectives, reducing costs, increasing efficiencies, and elevating quality of hire.➤ Researched, vetted, selected, and ‘stood-up’ new technologies and partnerships including applicant tracking systems (ATS), Recruitment Process Outsourcing (RPO) providers, Managed Service Providers (MSP) programs, and executive search firms.➤ Represented the brands of highly diverse organizations; ensured consistent messaging across all communications platforms, identified opportunities to engage the ‘right’ hires, and built benches of first-class talent at all levels.➤ Deployed best-in-class recruitment tools and tactics—technologies, referrals, direct sourcing, and social media—to optimize resource allocation and fiscal reach; maintained leading-edge awareness of emerging trends to outmaneuver competitors.

➤ Recruited to build a first-generation talent acquisition shared services function which, on successful deployment, transitioned into rolling out the same model to all companies and locations, increasing from 6.5K annual hires to 18K+. ➤ Catalyzed diversity hiring 42%—largely women and veterans—through development of a D&I strategy that included mentoring, college relations, and co-op and internship programs that engaged 500+ participants in the first year.➤ Deployed a “search firm within” operating model and championed Employer of Choice initiatives, increasing hiring by 75% through improved efficiency, organizational effectiveness, branding, marketing, and strategic communications.➤ Increased hiring manager satisfaction 56% through quality of hire and continual monitoring of SLAs, increasing visibility and transparency of key performance indicators to establish priorities for talent strategies and initiatives.➤ Identified and capitalized on continuous improvement opportunities, reducing cost-per-hire 47% through engagement of an RPO service provider and capturing $3.2M in savings through implementation and control of an MSP program.➤ Delivered cost-effective results against a $31M department budget, allocating resources efficiently to facilitate the hire of 18,000 annually and funding the construction and build-out of a new $2.4M talent acquisition team space.➤ Shaped the employment brand for this global media conglomerate, implementing social media to evangelize messaging, and forming vendor management and branding functions to drive 56K+ additional job posting views 90 days post-launch.

➤ Championed the development, launch, and leadership of the Talent Acquisition COE, transforming the organization from business-specific HR teams to a Shared Services functional delivery model. ➤ Captured $3M in first-year cost reductions through a combination of staff reductions ($1.98M), resource and sourcing channel realignment, contract renegotiations, and reducing dependency on external recruiting service providers.➤ Spearheaded Activity Based Costing workshops to identify nonvalue-added activities; held a Kaizen event to develop a standardized Shared Services recruiting process, eliminating 6 disparate recruiting environments.➤ Implemented MSP program and supplier management methodology, reducing the total number of suppliers from 132 to 87, and renegotiating rate cards which produced $12M in savings in 2010 and an additional $5.7M in 2011.➤ Achieved an annual labor savings of $6.8M (49%) in the Finance Department through a 41% reduction in transactional headcount and a 12% reduction in salaries, consolidating from 13 sites to a single-site operation.