Promoted to manage all global HRBPs and Recruiters. Reporting directly to the CEO, I served as primary HRBP support for each member of Vyaire’s executive leadership team spanning across the US, Europe, and Asia and aligned their goals and objectives into actionable tasks for our global HR team.• Spearheaded the development and execution of HR strategies, policies, and initiatives to support the organization’s goals and objectives.• Directed a team of global HR professionals and provided leadership, guidance, and mentorship to drive high performance and maximize employee potential. • Collaborated on project to create an improved comprehensive global performance management process which streamlined and consolidated our bonus and merit processes• Project leader for employee focus groups to address retention efforts during The Great Resignation. Led several meetings with randomized groups of employees to dive into what would provoke them to leave and what would motivate them to stay and then worked with executive teams to put plans of action into place.• Led organizational development initiatives, including culture transformation, change management, and employee engagement programs• Streamlined our global recruiting process to add more continuity, efficiency, and effectiveness to the process. • Streamlined Vyaire’s global requisition approval process taking time for approval from 14 days down to less than 7 days in system.• HR lead for large scale business divestiture of one of our primary franchises and right-sizing efforts post-sale. • Project leader for continued global reorganizational projects to right size the business.

Managed a team of 5 recruiters (remote based) and two HR coordinators while providing oversight of all US Talent Acquisition and HRBP duties for 3M’s US sales force for their wound care division. Handled all hiring, performance management, and termination of employees. Facilitated daily staff meetings and manages the department while still engaging in an average of 15+ personal open job requisitions. • HRBP support for US Sales department• Served as Continuous Improvement Project Leader; revamped the employee referral bonus program while building an improved internship recruiting programs. • Improved sales recruiting time to fill average from 60+ days to 40 days; attained a consistent benchmark of 45 days. Engages in a weekly review of any requisition aged over 45 days. • Partnered with HRMS to create and implement Recruiting KPI dashboards. • Drove efforts to transition the Applicant Tracking System from Taleo to Workday.• Project lead on integrating a new staffing/RPO vendor within the company; initiative impacted 200+ employees and enabled their transition to a new RPO employer. Assisted in the negotiating of a new RPO contract.• Reduced agency searches within client groups; results delivered a $380K+ savings

Responsible for identifying holistic solutions to business needs and goals. Handled financial projects, conducted risk assessments, and managed functional partner contributions. Partnered with Field Employee Relations team in the management and resolving of employee issues including disciplinary actions, performance management, and terminations. Recipient of two performance-based promotions. Contributed to strategic planning and execution of a workforce reduction that impacted 1,000 people in 2013 and a 1,200-person reduction in 2014-2015.Participated in the HR strategy utilized in the spinoff of Chesapeake Energy to Seventy-Seven Energy in 2014; revised policies while acting as a change agent on special projects and with individual business groups. Partnered with client groups in the divestiture of three entities that impacted 140+ employees in 2014 and 2015.Completed 70 internal investigations related to employee matters on an annual basis.Acted as a liaison and strategic representative to 900 employees within focused area of responsibility.

Perform searches for qualified candidates according to relevant job criteria, using databases, networking, internet recruiting resources, recruiting firms, and employee referralsReview resumes, phone screens, and interview applicants to obtain information on work history, training, education and job skillsMeet with respective client group's hiring managers to understand current and upcoming needsScreen and refer applicants to hiring personnel in the organization, making hiring recommendations when appropriate. Confer with departmental leadership to identify current and future staffing needsProvide complete and accurate information to candidates about the company and the pertinent position. Inform applicants of compensation, benefits, schedules, working conditions, and promotion opportunitiesMaintain accurate and well-organized documentation on all candidates, searches, hiring manager interaction and other recruiting activities. Prepare and maintains employment records accordinglyUtilize networking skills to develop recruiting sources by attending job fairs, establishing contacts in the local market, maintaining active membership in various professional organizations

I served as a staffing supervisor for ResourceMFG, a specialty division of Employbridge, serving manufacturing and logistics companies all throughout the Oklahoma City metro area with staffing and human resources needs. My primary responsibilities include: Developing and carrying out recruiting strategies and processes. Coordinate the application process for qualified applicants. Orient and manage field employee workforce. Represent EmployBridge at local job fairs. Dispatch, supervise, counsel, discipline, and terminate field employees. Evaluate client sites to ensure field employees have a safe environment to work in. Handle unemployment claims. Act as the primary liaison with clients. Evaluate market and client needs and preferences. Ensure that proper documentation is completed concerning field employees and clients. Conducting background checks and ensuring pre-employment drug screens are completed for hired field employees.

Work in an extremely hectic and fast-paced environment where attention to details, flexibility, and multitasking are essential for effectiveness. Populate application packets for jobs announced by OG&E. Compile reports on employee demographics for every employee hired, promoted, transferred, and terminated. Compiled many reports and studies to help corporate lawyers populate our 2008 Affirmative Action Plan. Collaborating with department heads of OGE to revise policies to meet current law requirements. Work with multiple HR Representatives involving very sensitive and confidential situations concerning multiple HR matters. General clerical work such as filing and organizing documents, answering phones, and compiling reports on Microsoft Word, Excel, PowerPoint, Access, and SAP.