Lead and guide in the development of talent management and HR strategies including staffing, leadership coaching, team and key talent/high potential development and performance management to address current and future business needs. Administer policy, and coordinate all Human Resources functions and initiatives, including; competitive strategy, staffing, employee relations, benefits, compliance and compensation. Provide analytics to support business strategies and develop initiatives that improve culture, employee engagement and retention.Key Highlights:Start up and manage a team of Recruiters and HR Generalist to successfully hire, match and support 20 care professionals per month across clients in Illinois.Grew organization largely due to scaling a recruiting and staffing infrastructure.Created and managed staffing performance metrics which included time to fill, candidate satisfaction, retention, source of hire and candidate quality.Created and implemented a new hire orientation program.Created and managed onboarding and offboarding process.Created and implemented a performance management process.Installed and maintained an applicant tracking system to track candidate/applicant flow and create Talent Acquisition reporting.Created and implemented Employee Handbook.Partnered with a benefit and HR outsource provider.Managed Workers Compensation process.Created a Employee Referral and Recognition program.

Lead and guide in the development of talent management strategies including staffing, succession planning and readiness, leadership coaching, team and key talent/high potential development and performance management to address current and future business needs. Administer policy, and coordinate all Human Resources functions and initiatives, including; competitive strategy, staffing, employee relations, benefits and compensation and fostering learning and development programs. Provide analytics to support business strategies and develop initiatives that improve culture, employee engagement and retention.Key Highlights:Start up and manage a team of Recruiters, HR Generalists and Client Services to successfully hire, match and support 30-50 therapists per month across clients in Illinois, Michigan and Colorado.Grew organization CAGR 30% largely due to scaling a recruiting and staffing infrastructure.Created and implemented a university relations program.Created and managed staffing performance metrics which included time to fill, candidate satisfaction, retention, source of hire and candidate quality.Created and implemented a new hire orientation program.Created and implemented a performance management process.Installed a maintained an applicant tracking system to track candidate/applicant flow and create Talent Acquisition reporting.Partnered with a benefit outsource provider which resulted in a savings of 500K annually.

Manage a staff of four responsible for meeting the Company’s human capital requirements by developing and managing a center of excellence encompassing the Recruiting Process Outsourcing (RPO), University Recruiting and Applicant Tracking System Technology (ATS) functions with a goal of attracting, identifying, sourcing, placing and retaining high quality, diversified talent for the Corporation. Manage the recruiting process through multiple channels including external staffing providers and the college recruiting program, while overseeing the implementation of state-of-the-art applicant tracking technology. Evaluate and improve the Unit’s performance utilizing metrics, standards and the implementation of best practices.

Managed the relationship with the Recruiting Process Outsourcing (RPO) partners along with the Applicant Tracking System Technology (ATS) with a goal of attracting, identifying, sourcing, placing and retaining high quality, diversified talent for the Corporation. Manage the recruiting process through multiple channels including external staffing providers and the college recruiting program, while overseeing the implementation of state-of-the-art applicant tracking technology. Evaluate and improve the Unit’s performance utilizing metrics, standards and the implementation of best practices.Developed the external recruiter performance metrics that were subsequently adopted as the performance management tool for the entire corporate talent acquisition function.Exceeded the “average time to fill position” goal by 17 days, the “candidate quality” goal by 10%, and the diversity goal by 4% by managing the outsourced recruitment provider utilizing fact-based analysis and aligning delivery processes with resources.Enhanced the internal and external reputation of the recruiting function by setting and consistently meeting the goals of processing interview schedules within 48 hours and new hire offer packages within 24 hours.Achieved an internal conversion rate of 90% in 2011 by strategically sourcing, selecting and screening candidates for internships and development programs.Generated more than $500,000 in annual savings by installing the SAP-based applicant tracking application and creating the associated management reporting.Developed the business requirements for the Peoplefluent ATS system installation as well as for the subsequent transition to the SAP E-recruiting platform.

Responsibilities included coordinating the identification, recruitment and selection of internal and external candidates for long-term development with a goal of providing future generations of Senior and Executive leadership at the corporate and business unit levels of the Corporation. Designed and implemented the Company’s University Relations program with selected top-tier graduate and undergraduate schools; led a cross-functional project team responsible for redesigning the development program and counseled and coached program participants with respect to career development and other employee relations matters.Increased the program retention rate by 70% by forming school-dedicated recruiting teams focused on degree programs consistent with lines-of-business needs and hosting networking and presentation events to heighten team understanding of the schools strengths, weaknesses and faculty.Developed and implemented the processes for on-boarding advisors, supervisors and program participants.Assured that program participant performance management was conducted consistently and uniformly by designing and implementing a development review process for all program participants.Bolstered management support for investment in leadership development by facilitating the Senior Leadership Steering Committee for both the Leadership Development and the Sales and Branch Services Development programs, which made decisions on the selection of supervisors and advisors, the development review process and the specific rotational assignments for participants.Enhanced the efficiency and effectiveness of the University Relations Program by actively seeking out best practices through bench marking, peer consulting and statistical tracking.Assisted in the identification of Senior leaders to serve as mentors and mid-level professional women to participate as mentees in the Menttium 100 program and served as the liaison between the program and the selected employees.