• Manage the full life-cycle recruitment process for Operations positions at multiple sites including sourcing prospective candidates, screening and interviewing candidates, creating and extending competitive offers and ensuring successful new hire starts.• Collaborate with the broader TA team and hiring managers to develop a compelling recruitment & sourcing strategy to hire according to projected staffing plans and increase efficiency of Talent Acquisition.• Work directly with hiring managers on sourcing and recruitment strategies, candidate management, interview and selection approach.• Liaise between internal and external candidates and hiring managers.• Engage with a diverse range of hiring managers to teach effective interviewing and assessment skills.• Develop strong hiring manager partnerships and collaborate to make informed hiring decisions.• Ensure the best candidate experience throughout the complete interview processes• Lead interview debriefs and gather standardized interview feedback• Effectively work within internal Applicant Tracking System (Workday), including requisition initiation and management, candidate communications, candidate dispositioning, and candidate workflow management

• Coordinate with hiring managers to identify staffing needs• Determine selection criteria• Recruit/attract qualified candidates through the full cycle recruiting process for multiple sites• Source potential candidates through online channels (e.g. social platforms and professional networks)• Plan interview and selection procedures, including screening calls, assessments and in-person interviews• Assess candidate information, including resumes and contact details, using our Applicant Tracking System (Applicant Pro)• Design job descriptions and interview questions that reflect each position’s requirements• Lead employer branding initiatives• Organize and attend job fairs and recruitment events• Forecast quarterly and annual hiring needs by department • Develop meaningful metrics for hiring and work to improve results over time• Manage the relationship with external recruiting partners• Conduct reference and background checks• Responsible for new hire onboarding

• Lead the recruiting process through the entire candidate lifecycle.• Build and maintain external networks by proactively searching for active and passive candidates through networks and active sourcing.• Develop recruiting metrics to be measured and communicated regularly to the Support Team, including time to fill and retention of new hire.• Develop and manage Namely (Applicant Tracking System).• Manage the staffing finalization process; background and reference checks, generating and presenting offers; create detailed On Boarding Programs for new Hires. • Train and coach managers on effective interviewing and selection techniques in order to ensure that they are equipped to make sound hiring decisions.• Develop and maintain professional relationships with college, university and community college placement offices as a source to generate qualified candidates and internships.

• Strategically and proactively managed Vestis’s full lifecycle and hiring processes from entry level to senior director positions in Human Resources, Finance, Marketing, Sourcing and Production, Merchandise Planning, Merchandise, eCommerce, Leasing, Information Technology, Visual, and Logistics.• Made sure that Vestis' recruitment practices and hiring programs complied with all legal requirements and provided recruitment/placement counsel to Vestis supervisors.• In conjunction with Store Management, supported Store recruiting initiatives.• Administered the Openhire Recruiting System for all Vestis Corporate, EMS store, and Bob's salaried store position openings.• Creatively and responsibly managed a wide variety of recruiting tools to ensure that highly qualified candidates are uncovered and brought forward to fill open positions.• Documented all recruiting activities and maintained recruiting performance metrics/reports.• Managed the Vestis Corporate relocation program for all eligible newly hired or transferred Associates.• Partnered with local Recruiting agencies for temporary and permanent employees in both Bob's Stores Home Office and EMS's Base Camp.• Managed and developed In House Recruiter at Bob’s Stores in CT and Part Time Recruiting Assistant at EMS in NH. • Advocated/Counseled EMS employees with day to day problems, concerns and complaints.• Conducted Exit Interviews for both brands and follow through with exit paperwork for EMS employees

Responsible for full lifecycle recruiting with a distinct focus on identifying strong, diverse talent by designing and executing creative sourcing strategies in a timely and cost effective manner.• Strategically and proactively performed searches for qualified candidates (entry-level to senior directorlevel) using computer databases, networking, internet recruiting resources (Linkedin, Indeed, Outdoor Industry Based career sites), cold calls and employee referrals.• In partnership with hiring managers and department heads, understood the context of each hiring need and drove to improve performance and increase the quality of human capital with each new hire.• Coached hiring managers on best-demonstrated practices as it pertains to recruitment, interviewing and staffing issues, and HR policy adherence and processes.• Administered Openhire’s Applicant Tracking Software: responsible for the Career Opportunities section of www.ems.com for open positions for EMS’s Corporate Offices and 68 Retail Store locations.• Supported the Retail Stores, Customer Service, Web Fulfillment Center and Distribution Center in all aspects of recruiting, interviewing and hiring.• Managed on-boarding process including new hire paperwork and extensive on-boarding orientation.• Coached Associates in Corporate lay offs (in 2008 and 2013) with resume writing, employment searches (including social media), interviewing and salary negotiation skills.• Responsible for relocation and temporary housing for eligible New Hires. • Managed EMS Recruiting/Development Bonus program.• Developed an internship program for both high school and college level interns. • Volunteered regularly at Contoocook Valley High School’s Intern classes.

Responsible for miscellaneous recruiting projects on an as needed, part time basis. This includes interviewing prospective candidates, candidate Internet research, cold calling projects, and participated in the Relocation Committee when Brookstone moved into a new Headquarters in August 2004.

Recruited exempt, nonexempt and temporary associates for Headquarters. Interviewed applicants, validated qualifications and made recommendations to Hiring Managers. Negotiated bill rates with recruiting and staffing agencies. Trained Hiring Managers on behavioral interviewing. Developed and conducted comprehensive new hire orientations. Developed and maintained Human Resources section of Brookstone’s Internet site. Initiated and developed Internet recruiting training to Regional Managers. Developed and conducted exit interviews with associates leaving the company and presented results to upper management. Developed extensive metrics system to measure effectiveness and cost of recruiting/hiring/retaining associates at Brookstone. Supported the retail field in all aspects of recruiting.

Screened, interviewed, assessed, hired, and oriented qualified applicants for light industrial, manufacturing and administrative positions. Selected and placed appropriate employees to match customer’s unique and exacting staffing needs. Provided support for small busy office including employee file creation and maintenance, established fee/bill rates, and provided critical follow-up on a daily basis. Also wrote ads for daily newspapers and authored monthly newsletter.

Responsible to recruit and train new dining room employees; responsible for all front of the house operations.

Responsible for the operation of five Bertucci’s locations with atotal annual sales of $7540K. Recruited, hired, trained, and coached at the manager and general manager level. Became the company's first woman DM.

Responsible for the entire restaurant operation generating an annual sales of $2600K. Duties included the successful hiring, training, and retaining of exempt and nonexempt employees; making payroll and food costs and consistently delivering a superior product with exceptional customer service.

Learned to function in the role of a manager. Promoted to GM in less than two years.