Responsible for executing Humana’s Talent Acquisition model while continually implementing best practices. Develop and implement recruiting strategies and tactics that are consistent with broader organizational objectives. Leverage prior recruiting experiences, business acumen and is seen as a strong influencer to hiring leaders. Proactively seek out opportunities to impact strategy; often proposing solutions for recruiting barriers and potential strategy for new initiatives. Work with all members of the HR team as well as key stakeholders within various business areas to align candidate sourcing with targeted positions. Prescreen candidates by reviewing resumes and credentials for appropriateness of skills, experience, and knowledge in relation to position requirements. Source candidates for select roles with a focus on identifying talent through various digital media, sourcing channels, and local/national outreach efforts. Maintain accurate and well-organized documentation on all candidates and search tools working within the organizations applicant tracking system and CRM.Key accomplishments:• Upholding of Humana core values [caring – curious – committed]• Developed aggressive recruitment marketing strategies and served as the HR consultant advisor to the greater Orlando, Florida hiring leaders to implement the plan.• Successfully filled 420+ critically undermanned medical positions utilizing social media networks (e.g. LinkedIn etc.) for 2 years and 11 months.• Successfully exceeded time-to-fill metrics and attained 125% of goals for 2 years and 11 months.• Successfully processed all hires and transferred associates via the Workday ATS• Digital One HR Engagement and Diversity Equity and Inclusion Hiring Team member• Common Interest Group moderator• Military Hiring Champion member• One HR HooRay Award recipient• Associate Recognition Shout-Out recipient [sent from the Primary Care Operations Orlando, Florida Market President]• STAR AWARD recipient

Serve as a C-level HR executive for Georgia State Defense Force (GSDF), Georgia Department of Defense (GaDOD) to coordinate the Agency’s preparedness program in collaboration with other Federal agencies (e.g. Department of the Air Force, Department of the Army, U.S. Coast Guard/Department of Homeland Security, Army Corps of Engineers, etc.) and internally within GSDF/GaDOD to enhance the agencies ability to respond to any event through effective planning, adequate emergency responder training and conducting emergency response exercises to build and assess emergency response capabilities.

• Managed full cycle recruiting efforts for full time employees and contract positions to include reviewing resumes, screening applicants, coordinating and conducting interviews, handling reference checks, presenting and driving the offer process (this included negotiating / extending offers, closing candidates, generating offer letters and completing the background / reference check process).• Used HR processes and further developed, refined, and fine-tuned effective methods or tools for selection of employees and contractors by validating it via SHRM to ensure the right people with the desired level of competence were brought into the organization.• Developed strategy for seeking and implementing new methods of recruiting to fill jobs and to keep executives informed of the success ratio.• Managed job postings for internal and external jobs via Indeed ATS.• Developed, reviewed, and standardized job descriptions.• Ensured corporate branding was use in concert with recruiting efforts.• Actively participated in off-site recruiting efforts including job fairs and networking events.• Interviewed applicants to access experience, dependability, personality, and job knowledge.• Managed applicant tracking including resource contacts, applications, internal & client interviews, documents, and placements.• Submitted qualified candidate(s) to clients following client submittal process.• Conducted prospect search for passive candidates.• Entered daily prospect and client contact activity information into Applicant Tracking System.• Developed and maintained updated HR policies, ensuring compliance with corporate HR policies and strategy.• Managed full cycle employment life cycle for employees and contractors from new hire orientation to termination and exit interviews.• Developed and revised Corporate HR policies as needed in accordance with SHRM details. • Developed and maintained an annual employee manual.

Head of HR and Talent Acquisition Partner at C-Med Solutions4/2014 to 11/2019Was responsible for sourcing, pre-screening and recruitment of candidates for small healthcare business startup. Developed and executed proactive and comprehensive marketing recruitment strategies that were conducive to sourcing and recruiting targeted candidates. Delivered effective, proactive and responsive full-cycle recruitment/workforce management consultative services, including: selecting candidates for interviews, managing the offer process, and ensuring the best candidate is hired within the established time frame. Performed critical role in delivery, education and compliance for organization wide in-placement and employee retention. Supported delivery of talent management strategies to facilitate opportunities for growth and development. Worked in collaboration with the C-Med Solutions small business owners to build effective workforce management strategies that ensure a qualified, ready candidate pool. Processed candidates utilizing an applicant tracking system (ATS) to maintain real-time count of identified and processed medical applicants and to ensure OFCCP compliance. Conducted screening interviews to ensure hiring due diligence for selected job sites. Introduce and educate management on new internet resources, job fairs and recruiting techniques. Provided expert consultation on all phases of the staffing continuum. Ensured background checks were complete. Maintained cost-effective recruiting sources and marketing plans. Consulted with managers regarding contract employee hiring and utilization. Ensured compliance with complex state, federal, and IRS employment laws.Key accomplishments:• Developed and implemented an aggressive recruitment program, one that attains 150% of targeted pipeline for critically undermanned positions and that strive to exceed time-to-fill metric.• Utilized LinkedIn, etc. to source candidates for hard-to-fill positions.

Made recommendations to hiring managers regarding next steps for sourced candidates in accordance with OFCCP requirements. Worked closely with several HR partners in Police, Parks, Public Works, Planning, Watershed, Aviation and the Office of the Mayor to drive strategic hiring initiatives/projects from start to completion. Worked directly with the Office of the HR Commissioner to build a business efficient HR recruitment process that created a sensibility of the urgency to deliver now. Maintained Taleo recruiting applicant tracking system as a real-time metric reporting tool. Managed recruitment life cycle from start to finish.Key accomplishments:o Delivered top-quality executive / middle management and entry level candidates to fill open position(s)o Consistently exceeded candidate engagement requirements (up to 120%)o Successfully filled 200+ positions utilizing social media networks (e.g. LinkedIn, etc.) siteso Supervised recruitment coordinator staff in day-to-day operations of Talent Acquisition Divisiono Completed in-depth and comprehensive look into the processes, procedures, methodologies and technologies used to identify best practices to complete a cost efficient hiring processo Served as a key project implementation team member for the new Taleo HRISo Served as coach/mentor to several HR staff team members and hiring managerso Served as project leader for the City of Atlanta (COA) Hero-2-Hired Veterans initiative, resulting in a focus on filling the candidate pipeline with U.S. military veteranso Served as college recruitment advisor at various campus sites to include University of Tennessee, Southern Polytechnic, Georgia Tech, University of Georgia, etc.

Performed managerial United States Navy military human resources officer duties to include:Supervision of three (3) Executive Canvass Recruiters and wrote their annual evaluations. Conducted sourcing and word-of-mouth advertisement activities at college campuses (University of California, Stanford, etc.) to target and recruit physician candidates to join the United States Navy. Met commissioned officer personnel during Transition Program Assistance sessions to identify talent and assist them in affiliating with the U.S. Naval Reserve. Identified, built, and maintained relationships with best qualified candidates to fill targeted open positions. Initiated a variety of recruitment marketing strategies that focused on filling positions aimed at candidates mined by attending both college and university campus hiring events. Attended both local and national professional association meetings to establish presence and strengthen the U.S. Navy brand. Built strategic relationships with diversity recruiting partners at various college campus locations throughout Northern California. Maintained recruiting applicant tracking system (ATS) database for statistical analysis and real-time metric reporting. Advised C-level leadership on development and measurement of diversity hiring metrics. Proactively shared best practices with recruiting teams across the entire United States of America. Managed the full-cycle executive on-boarding process. Served at corporate headquarters to create and revise regional HR policies.Key accomplishments:o Exceeded annual recruiter goals while achieving 150% of plan and ranking in the top 1% regionallyo Served as the university campus recruitment manager in the Northern California regiono Team ranked #1 in the region, resulting in receipt of several quarterly Naval Officer recruiting Awards