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Adopt Don't Shop**Scam Alert** Please be aware that recruiters on LinkedIn are being impersonated. As a Recruiter, I do not conduct business in a manner that is exclusively via on-line chat interviews. We will always speak on Skype/Zoom or the phone!****************Culture-fit is recruiting people who share a team's existing values, philosophies, and ways of working, and who will strive to maintain them. Culture-add is all about bringing new, fresh and different ideas and experiences that can improve your team. Instead of asking, "How do you fit into our team?" ask "What do you bring that will enhance our team?"* MBA, with an emphasis in Human Resources;* Experienced HR professional with an emphasis in Talent Acquisition, from agency to corporate to vendor management;* Leader and trainer, hired and led teams of recruiters, with matrix support of larger teams;* Designed, implemented and executed training plans for managing and running best practices sourcing and recruiting programs;* Strives to be an authority in talent acquisition and retention solutions for an organization by providing a one stop, cost effective way to manage talent needs;* Dedicated to the concept that people wish to do meaningful work in an environment that supports growth and challenge. * Professional in Human Resources (PHR) – 2008-2011;* Predictive Index (PI) System Licensed Analyst; * Targeted Selection Behavioral Interviewing by Development Dimensions International (DDI); * 7 Habits of Highly Effective People;* Experienced Leaders Program (Aetna/Pivot Leadership);* Coaching for Performance Excellence (Travelers);* Leading World Class Teams (Travelers);* Data-Driven Diversity Recruiting (SeekOut).Specialties: planning, designing, implementing and evaluating strategies around Employment Branding, Talent Acquisition (sourcing, pipelining, attracting and engaging), Human Resources, and Training and Development.
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RetiredRetiredCave Creek, Az, Us
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Talent AcquisitionTravelers Sep 2017 - PresentNew York, Ny, UsSolid reputation, passionate people and endless opportunities. That's Travelers. Our superior financial strength and consistent record of strong operating returns mean security for our customers - and opportunities for our employees. You will find Travelers to be full of energy and a workplace in which you truly can make a difference.Part of the Talent Acquisition (TA) Leadership Team and is responsible for a team of Recruiters who deliver full life cycle recruitment at all levels of talent across business and functional lines (Claim Services - Home Office, Specialty Lines and Field). Strategic partner to Business Leaders and Lead HRGs and ensures that TA delivers a consistent, high quality service and meet hiring objectives.Partner with TA Operations and TA Strategic Sourcing to evaluate and implement process improvements by continually optimizing existing procedures, tools and vendors to enhance business impact. Provide active, intentional leadership by providing timely and constructive feedback, monitoring accomplishments and fostering an environment of continuous learning. Assist team in translating business strategies into talent acquisition strategies for both the short and long term. -
Director, Recruiting OperationsAetna Feb 2011 - Sep 2017Hartford, Connecticut, UsIn May of 2013, Coventry Health Care became a part of Aetna. The organizations joined together with common values and a common mission: empowering people to live healthier lives. Together, developing solutions to improve the quality and affordability of health care. Set direction and provided leadership relating to recruiting staff, including sourcing strategies, assessment and closure practices. Directed services and functions that support Talent Acquisition operations. Led the development and execution of sourcing strategies for all business segments. Led projects. Managed, trained and developed staff.Determined broad recruitment direction and strategy for assigned business segments (Technology, Service Operations, Consumer Health and Services). Directed and managed recruiting staff (up to 9 direct reports) and developed and managed policies, processes and practices to ensure that performance standards were met.Managed Recruitment Process Outsourcing (RPO) relationship. Provided direction and support to vendor Recruiters, Client Managers and support staff.Partnered with technology resources, initiated change to recruitment technology and tools. Supported the development of new technology and tools by collaborating on projects, led and participated on project teams, allocated resources to develop and implement change, and endorsed change among recruiting staff.Recommended and took responsibility for training and development among staff, not just with the direct team, but often requested to train other teams. -
Faculty RecruiterGrand Canyon University Aug 2009 - Feb 2011Phoenix, Az, UsRecruited, screened, interviewed, and selected (online) adjunct faculty and (campus) classroom professors to fill needed positions. Exceeded target goals and personally responsible for the addition of 600+ Adjunct Faculty in the first year.Project role in the planning, implementation, testing and continued maintenance of a new ATS (Taleo Business Edition – Recruiting).Developed and maintained staffing metrics, analyzed performance and provided recommendations for improvements.Integral part of a team that received the Award of Excellence. Awarded certificates of appreciation by the Deans and their leadership team. -
RecruiterJda Software Sep 2006 - May 2009Scottsdale, Az, UsResponsible for recruiting and selection activities of JDA Software to employ, place and/or transfer internal and external executives, managers, professionals, technicians, and support staff to ensure staffing objectives are met.Drove the full cycle recruitment process, to include discussing the specific requirements of each position with the appropriate hiring manager, attracting qualified candidates, assessing applicant qualifications and negotiating and closing job offers. Participated in compensation surveys to collect and analyze competitive total compensation information to determine company's competitive position. Participated in annual Benefits Broker and Benefits Provider selection process. Analyzed the company’s benefits program regarding plan options, policy features, enrollment, and other requirements. Assisted in planning, developing, and redesigning company benefits programs and analyzed benefit costs. Integral role in the selection, testing, implementation and continual maintenance of a new ATS (SilkRoad OpenHire). Updated HRIS (Peoplesoft) system with candidate and new hire information.Recipient of 14 JDA Performer awards. -
Manager, Client ServicesAgile-1 Oct 2004 - Sep 2006Torrance, Ca, UsPart of a leading Vendor Management Services (VMS) Provider dedicated to streamlining and automating the human capital management process, providing expertise to client companies the ability to manage their entire contingent staffing requisition needs.Managed a team of Client Services Administrators that provided onsite technical and operational support to the client, Cingular Wireless, and their vendors and contract workforce. Revenue on this account exceeded $100 million per year.Designed and established challenging systems training service standards for VMS clients and onsite team members. Provide classroom, WebEx and one-on-one training to team members, client managers and vendor partners on the use of the VMS.2005 Chairman's Club winner. -
RecruiterWells Fargo Sep 2003 - Oct 2004San Francisco, California, UsRecruiter assigned the highest openings and hire volume goals in the business group, handling up to 100 openings at any one time and consistently hired the largest number of new associates each quarter.Responsible for recruiting all levels of positions for the division’s largest operations / production (Call Center) staff of Managers, Mortgage Underwriters, Loan Officers and Loan Processors to support staff of Project Managers, Systems Consultants, and Financial Analysts.Instrumental in increasing the Customer / Manager Satisfaction Survey results to 4.2+ out of 5 from prior year’s ratings of 3.2+. Moved to the #1 spot for satisfaction results over all other sites during the same period. Singled out in Manager Comments as the reason for increased satisfaction.Recipient of three Excellence in Action awards. -
Recruiting Lead / Corporate RecruiterContract To Various Mar 2000 - May 2003Contracted at various companies, including a large scale Homeland Security project (Advanced Interactive Systems) and a premier social networking website (Classmates.com).Responsible for recruiting all levels of positions across an entire organization from Executives, Management, Accounting, HR, IT, Operations and Administrative Support.Hired and provided leadership to teams of up to 10 Recruiters. Proven and documented contribution to the bottom line due to tremendous cost savings by directly sourcing candidates and virtually eliminating the use of agencies. Highlighted accomplishments include: - Typically the recruiter assigned the highest openings and hire volume goals. In several cases brought on to handle the workload of two recruiters.- One client saw their project team grow from 10 to over 1900 team members in six months.- One client averaged 22 technical hires per quarter with 46% arriving via agencies and a retention rate of 60%. Within two months of joining, turned results around to 22 employees hires with 18% via agencies and retention rate of 90%.- One client saved in excess of $200,000 in one year. Only one hire out of 80+ resulted in a fee to an agency. Prior year, agency hires accounted for 15+% of all hires.
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Ambassador (Trainer) / Technical Recruiting LeadHall Kinion (Now Kforce) Feb 1998 - Mar 2000UsTeam leader responsible for the hiring, training and continued success of new and existing managers, recruiters and account managers. Member of an "Ambassador" program that had successful Recruiters and Account Managers traveling to offices nationwide to assist in staff development and organization of the offices.Received the “Paragon Award” for top sales for 1999. Ranked in the top ten for Technical Recruiters nationally before being promoted. -
Recruiting ConsultantBusiness Careers Sep 1996 - Jan 1998Made cold call presentations to companies to obtain listings of current job openings and to market available candidates.1997 "Million Dollar Club" member, awarded for placing candidates with clients that combined for over one million dollars in starting salaries. Trip winner (all expenses paid) and gold watch winner for exceeding placement goals.
Le Nguyen Skills
Le Nguyen Education Details
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Grand Canyon UniversityHuman Resources -
Oregon State UniversityMarketing
Frequently Asked Questions about Le Nguyen
What company does Le Nguyen work for?
Le Nguyen works for Retired
What is Le Nguyen's role at the current company?
Le Nguyen's current role is Retired.
What is Le Nguyen's email address?
Le Nguyen's email address is le****@****ail.com
What is Le Nguyen's direct phone number?
Le Nguyen's direct phone number is +148044*****
What schools did Le Nguyen attend?
Le Nguyen attended Grand Canyon University, Oregon State University.
What are some of Le Nguyen's interests?
Le Nguyen has interest in Animal Welfare.
What skills is Le Nguyen known for?
Le Nguyen has skills like Recruiting, Applicant Tracking Systems, Human Resources, Talent Acquisition, Training, Interviews, Management, Temporary Placement, Technical Recruiting, Employee Benefits, Sourcing, Personnel Management.
Who are Le Nguyen's colleagues?
Le Nguyen's colleagues are Rick Taylor, James Swartz, Paul L., Gary Fisher, David Combes, Ivana Hotchkiss, Andrew Sleight.
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