BlueScope is one of the world’s leading manufacturers of metal coated and painted steel building products, and a technology leader in this field. We have an extensive footprint of metallic coating, painting and steel building product operations in Asia and North America, primarily servicing the residential and non-residential building and construction industries across Asia, and the non-residential construction industry in North America.In North America BlueScope Buildings is a leading supplier of engineered building solutions (EBS) to industrial and commercial markets in. Our EBS value proposition is based on speed of construction, low total cost of ownership and global delivery capability.

Implemented effective workforce planning and succession planning strategies, resulting in a skilled and capable talent pipeline to meet future business needs.Provided strategic HR guidance to leadership during business unit restructuring, facilitating smooth transitions and minimizing impact on employees.Advise senior leaders on Talent Acquisition strategic planning, execution and process improvement across a client portfolio including Finance and Accounting, Public Affairs, Resource Strategy & Engagement and Shared Services (Legal, HR DE&I and Internal Audit).Coach hiring managers and internal teams on best practices; consult on retention and engagement initiatives. Bring a sense of urgency to open positions, candidate experience and provide excellent, “high-touch” stakeholder and customer experience.Partner with internal HR teams to deliver a robust hiring, selection and onboarding experience, including Hiring manager training, review of interview materials and feedback mechanisms.Achieved a diverse interview panel rate of 99% across the company, ensuring a fair and inclusive candidate evaluation process by guiding the selection of diverse panelists and emphasizing the importance of candidate experience.Project ExperienceEmployee Rotation Project team member- plan and execute on a job rotation program for Individual Contributors across the organization as an avenue for development, cross-functional exposure and retention.Belongingness & Appreciation Tiger team – research gathering; building a model to enhance the current employee recognition & engagement system.Customer service advisor candidate pipeline project. – work on a model integrating external workforce partners into a talent pipeline and career readiness for community members.Employer Branding – collaborate with internal cross-functional teams and hiring managers to build out an employer branding strategy around niche roles.

The purpose of The School of Business DEI Advisory Council (DEIAC) is to create a strong network of business advisors who support and advance the DEI vision, values, mission and goals of Portland State University’s School of Business. The DEIAC provides guidance and recommendations to the School’s leadership team, faculty and staff in its ongoing efforts to be proactively anti-racist and inclusive.

Full life Cycle recruiter for nonexempt, exempt, Union and executive level roles in Corporate, IT/IS and Operations across the U.S. and Canada. Trusted Talent Advisor for all stakeholders across all business unitsBuilt strong relationships with hiring managers & teams and guided and advised through the recruitment processEmployed active and passive sourcing strategies tailored to position and business requirements; conducted structured interviews, skills testing and behavioral-based interviewingBrand Ambassador for SUEZ; provide exceptional candidate experience and the primary point of contact for all stakeholdersSuccessfully staffed new Project Management Office function within Business Technology ServicesManaged the company’s Corporate Scholars Internship (Diversity -focused) programPartnered with the NJ Dept. of Labor; brought in over $40,000 in OJT grants for Q1 2017Redesigned the recruitment initiative to attract Veterans and transitioning military members into the organizationRepresented SUEZ at targeted job fairs for Engineering, Diversity, Campus recruitment to attract talentEnsured 100% compliance with all federal, state and local legal requirements by following policies and proceduresLeadership Experience:Leader representative for the Women’s BRG on the SUEZ Diversity & Inclusion CouncilLed Focus Groups for female employees at SUEZSite Leader for Women’s Business Resource Group at SUEZ HQLead and promoted International Women’s Day 2018 at SUEZ HQRun external recruitment for Veteran’s Network at SUEZPresented at the SUEZ Mid-Atlantic Administrative Assistant Workshop in 2018 Positions filled: Operations Leader, Financial Analyst, Cyber Security Analyst, Legal Administrative Assistant, Planning Specialist, Conservation Program Manager, Senior Web Project Manager, Manager, IT Infrastructure, Senior Project Engineers, Customer Service Reps, Training Specialist, Digital and Social Media Specialist and Change Manager.

Sourced and engaged passive candidates for positions across all business units in the Northeast region using social media and job boards such as LinkedIn Recruiter, CareerBuilder, Indeed.com and other niche websitesDeveloped and executed innovative search techniques to generate a pool of candidates necessary to staff open positions.Partnered with the Recruitment and Hiring teams to find the best talent for their needsImplemented creative and targeted search/marketing strategies to attract niche talent

Source and engage passive candidates for Network Management (outside sales) and Provider Relations (relationship management) positions for UnitedHealthCareUtilize social media and career sites such as LinkedIn, Careerbuilder, Facebook, Twitter, Indeed and Monster and advertise in industry-specific publications, such as HealthFaxRun reports on compensation metrics, candidate demand and supply trends and demographics and present analysis to the Hiring and Recruitment teamsAccountable for implementing the sourcing strategy for multiple positions across the job family nationwideRepresent the job family in queries regarding application, job avenues, resume help on UHG’s chat portalPresent candidates to the hiring managers, provide updates on activity and competitive intelligencePositions filled: Pharmaceutical Network Contract Manager, Director of Network Programs, Sr. Manager of Network Programs, Director of Network Contracting, Senior Provider Relations Advocate, Ancillary Network Contract Manager and Physician and Hospital Contract Manager

Handled exclusively retained searches for roles at the VP and C-suite level within Insurance (Healthcare, Property & Casualty, Integrated Health care system etc.)Sourced candidates and conduct phone screens/initial assessmentAccountable for all aspects including research, sourcing, establishing contact, engagement and follow-throughPresented candidates to the client, create and share weekly updates, schedule and manage logistics around candidate interviews, respond to client queries, provide candidate feedback, share metrics and market intelligence.Built and managed relationships with candidates and experts within the industrySupported internal and external talent acquisition processConducted primary and secondary research; utilized candidate database and social media tools such as LinkedIN, to target, cold call and recruit passive candidatesNetworked through industry contacts, associations, trade groups and coworkers for active and passive candidates.Examples of roles filled: VP Health Population Management, Risk Management Officer(Actuarial), VP Employee and Organizational Development, Chief Underwriting Officer, VP Marketing Communications, SVP, Business Development, VP Claims, VP of Strategic Planning & Initiatives, Commercial Lines Underwriting Leader and Director of Strategic Operations-PMO.

Managed and supported the LMS including creating courses/classes, class registration, rosters & granting creditCoordinated logistics for internal/external training events including vendor management and program materialsReported on talent review data, movement of talent, training participation, demographic analysis using various HR database toolsManaged 360 feedback participation process including tracking, setting up appointments and capturing dataMonthly expense reporting and reconciling vendor invoicesSupported internal and external client needs

Reviewed resumes using Taleo and external websites for multiple managerial positions in the Sales organizationCoordinated Associate referral payouts for past and current recruitment cyclesRecruited to be the main point of contact for resolving background check issues for applicants and agency

Handled day-to-day process implementation for the HR Department, including but not limited to, pay and status adjustments, training logistics, changes in PeopleSoft database and other ad hoc projects.

Partnered with the Director of OD in Talent Management, Leadership Development Program and other OD initiatives.Participated in Talent Review for the R&D organization, conducted analysis of feedback and made recommendationsRevitalized the Leadership Development Program for the R&D leadership teamLed interaction, selection, evaluation and assimilation of coaches for the Leadership Development ProgramCulture of Growth actions- Data analysis for Onboarding process and Innovation AwardsMentoring Initiative -crafted communication, application forms, tracking mechanisms and feedback consolidationDeveloped tracking system for on site training participation

Assisted a Professor of I/O Psychology with his research projects. Some areas of research were Organizational Commitment, Job Satisfaction and Performance Management.Utilized SPSS and Excel to code research and run analytics.

Successful completion of Master’s thesis pertaining to An Assessment of Factors related to Physician Performance.Assisted Dean of Students and Chair of Psychology Department in Survey project regarding student satisfaction at Fairleigh Dickinson University, January 2007- March 2007Conducted a research investigation to study the Glass Ceiling Effect on Job Satisfaction experienced by Women in Organizations, May 2002.

Managed high-volume full-life cycle campus recruiting for the IT function with systematic success in every recruitment cycle.Created and posted job descriptions on company and external websites, including diversity groups, Monster, Experience.com, and university websitesRecommended addition of technical schools and diversity associations to the candidate poolBuilt and managed relationships with the leading Technology schools in NY and NJ as well as local Diversity organizationsAttended career fairs, conducted Competency-based Behavioral Interviews (DDI principles), and coordinated hiring administration including employment paperwork, W-2s, I-9s and payroll.Delivered all aspects of employee on-boarding, including company overview orientation.

Created and streamlined employee communications available through the intranet. Created a retirement benefits document & worked with payroll to crystallize compensation packagesCrafted PowerPoint presentations for brand representation. Posted daily news capsule on the intranetSupported the building, launching and maintenance of companywide intranetUpdated month-end headcount for all locations

Handled the entire gamut of recruitment actions for summer trainees.Assisted in questionnaire development and participated in discussions with middle- and senior-level employees for a study of the incidence of attrition in the organization