Sun World International is one of the world’s largest plant variety breeders and global licensors of premium, proprietary produce. The company is propelled by emerging technologies and is rooted in the principles of sustainability. We pioneered seedless grape variety development and licensing and launched our fruit genetics program more than 30 years ago. Asked to join the organization after recently bringing the TA function in house. Assisted in creating a recruiting/hiring foundation. This included:-Creating or revising all candidate facing email templates. -Adding 20+ disposition codes into the ATS.-Creating an initial screening document and an intake form.-Developing and delivering two interview training classes for hiring managers. -Revising the existing hiring workflow. -Sharing ideas for implementing a best in class onboarding and new hire orientation program.-Recruiting for domestic and international roles (Egypt, South Africa, Italy & Mexico).-Sharing & implementing best practices.

Recruited for positions within the manufacturing sector.

BRP is a global leader in the recreational vehicle space built on over 80 years of ingenuity and intensive consumer focus. Our global workforce is made up of more than 23,000 driven, resourceful people. www.brp.comAchievements:-Filled a critical to fill Procurement position within 17 days. -Trained Hiring Managers at 3 different facilities related to new tools and resources to enhance the candidate experience and streamline the hiring process. -Achieved an average time to fill of less than 60 days during my tenure. -Scored 3.8/4.0 on Hiring Manager satisfaction surveys for 2023.-Member of the companies first Employee Resources Group - the Global Womens Group.Responsibilities:-Hired to focus on salaried positions for 2 strategic acquisitions made in the Fall of 2018 (Alumacraft & Manitou). Prior to January of 2021, neither had been supported by BRP from a Talent Acquisition perspective. -Developed and sustained relationships with a number of hiring managers, drove consistencies around the hiring process, shared best practices, and moved the needle related to filling key roles with top talent.-Filled 20+ of roles at one facility that had been historically difficult to hire for due to its rural location.-Focused on being more consultative with hiring managers to address current labor market conditions, share best practices, and discuss how we can work together to bring on the best talent possible given the competitive nature of the market in 2022. -Full cycle recruitment activities for a wide variety of functional areas (95% salaried positions). A large area of focus was Engineering positions.-Consistently provided a positive candidate experience to all. -Trained & mentored new TA Advisors.-Attended college career fairs and other hiring events.

Circa (fka LocalJobNetwork) is a SAAS company comprised of more than 600 local employment and diversity websites throughout the country that allow employers to be both locally focused and nationally connected. www.circa.comAchievements:-Decreased average time to fill from 65+ days to 45 days.-Provided new ATS (iCIMS) training for hiring managers post implementation.-Trained as a Predictive Index Practitioner.-Project lead for the Engagement Team. Led event planning for the company’s annual holiday party. Managed a $25,000 budget. Responsibilities:-Full cycle recruitment activities for a variety of functional areas.-Maintained Applicant Tracking System along with job boards.-Assisted with brand/reputation management on Glassdoor. Persuaded leadership to start replying to negative reviews. -Attended career fairs.

CNH Industrial is a global leader in the capital goods sector. Manufacturer of trucks, commercial vehicles, buses, specialty vehicles, agricultural and construction equipment, as well as engines and transmissions. www.cnh.comAchievements:-Promoted from Senior Recruiter to Team Lead within 8 months of starting. -Achieved a 43 day average time to fill for 2017.-Created a comprehensive training guide for new Recruiters (included hiring process steps and tips related to ATS use).-Filled 6 Corporate Counsel positions without using agencies for the first time in company history realizing a total cost savings of $200,000.-Filled a Corporate Pilot position without using an agency, realizing a cost savings of $30,000.-Took over a specialized Tax role that had been open for 134 days with 2 declined offers. Filled role in 49 days.-Bronze Level Award recipient (for going above & beyond related to work on a special project).Responsibilities:-Supervise, mentor and support the internal recruitment team (4 employees).-Responsible for the Talent Acquisition department in Manager's absence. -Full cycle recruitment activities for a wide variety of functional areas (all salaried positions).-Build and maintain relationships with HR partners, hiring managers and candidates.-Manage highly visible retained and confidential searches.-Member of the ATS implementation team (from BrassRing to RightThingRecruit).-Member of the Montage video interviewing implementation team.-Identify, vet and performance manage recruitment agencies.-Attend conference & campus recruitment events on behalf of company.-Process immigration reqs.

Caterpillar is the world’s leading manufacturer of construction and mining equipment, diesel and natural gas engines, industrial gas turbines and diesel-electric locomotives. www.cat.comAchievements:-Selected to participate in a week long Six Sigma Rapid Improvement Workshop to review & improve CAT's hiring process. Identified steps and processes to decrease waste and improve efficiencies - Feb. 2013. -Filled an average of five (5) requisitions per month.-Led a project team in the creation, roll-out and training of a newly redesigned recruitment process (legacy Bucyrus).-Contributed significantly to the creation of a recruitment resource proposal for Caterpillar Global Mining. This included: ~Assessing the TA Team (strengths, weaknesses, opportunities). ~Identifying, assessing & vetting a variety of recruitment related resources & tools. ~Recommending a short list of desired resources. ~Creating, organizing & editing a PowerPoint presentation. ~Presenting a portion of the presentation to HR Leadership.Responsibilities:-Full cycle recruiting activities for exempt level positions within the Mining Division.-Selected to manage a key supplier relationship with a third party recruitment agency (responsible for metrics tracking and performance management). Result was better performance from the supplier.

Kohler Co. is a worldwide leader in the manufacture of kitchen & bath products, engines and power generation systems, fine home furnishings, and resort and recreation services. www.kohler.comAchievements:-Developed and executed a search strategy in-house for a Director level position resulting in a hire which saved the organization a vendor fee of $50,000.-Achieved an 86 day time-to-fill for above Director level position when company average was 121 days. -Candidate who accepted Director position (above) was promoted within 8 months of hire.-Authored and delivered 2 recruitment courses to the HR community. -Spot bonus award and certificate of achievement recipient - April 2010.-Spot bonus award and certificate of achievement recipient - July 2010.Recruitment related work:-Recruited for complex and executive level positions.-Provided best practice recruitment related training to HR Community.-Developed consultative relationships with business units.-Led weekly recruitment meetings. -Managed executive level retained searches.Project related work:-Appointed as Project Lead to facilitate the creation, development and implementation of an RPO - Recruitment Process Outsourcing - strategy for Kohler U.S. (Launch date of pilot program: July 2010)-Acting as a Recruitment SME (subject matter expert), partnered with Kohler Learning to develop & deliver a Hiring & Recruiting Curriculum for both HR and Hiring Managers across the organization.-Developed a Gracious Recruitment Experience Checklist to improve the overall candidate experience across the organization (rolled-out on a global basis - April 2010).-Led project to define what 'Top Talent' is within Kohler Co. This was based on a need identified by Sr. Leadership for the organization to become more effective at identifying and recruiting Top Talent.