Full life-cycle sourcing and recruiting for the Health Care and Insurance industry, including insurance auditing, client services, project managers, legal, and director level roles. Averaged 11 placements per month with an average workload of 60 requisitions.

Full life-cycle Recruitment (pre-screen candidates, match candidate to appropriate requisition, schedule interviews with business unit manager, Job offer, on-boarding, conduct New Hire Orientations, manage new hire documents, etc.). Utilize ADP Workforce Now an Applicant Tracking System to post Requisitions and to identify and hire a talented workforce. Manage talent pipeline for 5 business units: Engineering, Software Services, Lab Services, Quality Programs and Compliance, and Equipment & Utilities. Develop, maintain, and report the following metrics: time to fill, cost per hire, number of hires, retention, revenue per employee, and EEOC. Benefits management, maintaining the relationship with the organization’s consulting firm. Identifying organizational and employee needs, gathering/ communicating costs, and assisting in the selection process. Conducted company’s first automated open enrollment in December of 2016. Company representative for Unemployment Hearings, Federal and State audits, etc. Mange employee relations addressing employment, organizational, and benefit concerns. Conduct Market research to identify top competitors, Community Affiliations, State and local licensing requirements, and Centers of Recruitment (Company suppliers, Community Colleges, Apprenticeship Programs, and Universities). Responsible for compliance for all State and Federal regulations E-Verify, EEO, OFCCP, FMLA, ADA, ERISA, etc. Managed employees in the following states: North Carolina, Virginia, Massachusetts, Missouri, and California. Authored standard operating procedures for FMLA and ADA. Acting as Safety Manager for the company, authored/ updated policies and standard operating procedures that include the following: company safety manual, incident investigation and reporting, hazard communication, and electrical safety. Assured employee files were maintained in accordance with best practices.

Responsible for full life-cycle recruitment: Developing pipeline, Candidate Screening, Interviewing, employment offer, on-boarding, orientation, government compliance (Department of Labor and Office of Federal Contract Compliance Programs), and documentation. Identify and Develop Centers of Recruitment such as Colleges, Trade Schools, Vendors, Unemployment Services and Apprenticeship Programs. Assist Operations Staff with field staff projections, evaluations, and licensing expiration. Handle Unemployment Hearings as well as Federal and State Audits. Employee Relations addressing the concerns, issues, questions, etc. of all Field Staff.

Applicant screening, appointment scheduling, interviewing, drug testing, reference checking and assessing skills/ abilities.Account Development and retention through active interaction with client and developing strategically plans to meet the Clients Staffing needs. Complete monthly corporate reports and associated branch accounting operations. Design and implement a Sales and Marketing Strategy for the Raleigh, Greensboro, and Wilmington Markets. Complete Weekly, Monthly, Yearly sales reports as wells as overseeing budgeting for the office.Maintain and actively recruit candidates for the following trades: Electricians, Heating Ventilation and Air Conditioning Duct installers, Plumbers, Carpenters, and Welders. Responsible for identifying potential clients, setting meetings with Decision Makers, writing Discovery agreements, and supporting their needs. Train new Tradeco Employees about Company’s Hiring process, Lead Generation, Policies and Procedures, Field Employee New Hire Paper Work, File Set-up, and I-9’s. Responsible for Industrial Skilled trades Sales and Recruiting.

Responsible for crew building, planned staffing, and flexible staffing models. Applicant screening, appointment scheduling, interviewing, drug testing, reference checking and assessing skills/ abilities.Responsible for making hiring decisions for field employees. Entering employee data into proprietary software including a summarization of skills, ability, and tool ownership list.Placing phone calls to immediate field supervisors to obtain employee performance, skill, reliability, conformance, and ability. Generate and present weekly reports to local and regional staff regarding employee hire and placement statistics. Responsible for employee performance evaluations every period of 90 days, through client/customer follow-ups and questionnaire. Ensuring that worker’s skills and abilities have met the client’s needs and will continue to perform. Responsible for inventory stocking and maintaining supplies in safety equipment cabinet: hard hats, safety glasses, glove, hearing protection, and harnesses. Review application terms and participate in meetings to update personnel on new guidelines, office protocol/procedures and processing functions and guidelines. Order property reports and complete all monthly reports. Platinum Club Member 2006: Invited to attend the company’s yearly award event to represent the Raleigh office as a candidate for The Trade Recruiter of the Year. Appointed to represent the Southeast region as a member of the CLP Loyalty Program Initiative.