▪ Developed and implemented innovative recruitment strategies that resulted in a 60% increase in the quality of candidates hired.▪ Collaborated with department heads to identify staffing needs ensuring alignment with organizational goals.▪ Oversaw campus recruitment strategies and initiatives, building relationships with universities, attracting top graduates.▪ Conducted in-depth candidate assessments, including behavioral interviews and technical evaluations. ▪ Established a strong employer brand through online and offline channels, resulting in a 25% increase in job applications. ▪ Managed the offer process, including salary negotiations, reference checks, and onboarding coordination. ▪ Developed and implemented innovative recruitment strategies that resulted in a 50% increase in the quality of candidates hired. ▪ Responsible for sourcing and onboarding two new third-party vendors, overseeing vendor relationships, conducing manager training on the platform, and successfully boosting applicant flow by 30%.▪ Successfully recruited administrative and PRO’s program staff, ensuring the organizations operational efficiency and mission alignment. ▪ Responsible for the recruitment efforts for clinical, administrative, and program roles.▪ Managed and optimized vendor relationships with industry-leading platforms like Indeed and LinkedIn, resulting in cost savings and improved candidate sourcing.▪ Administered employee benefits, including insurance and 401(k) plans, and served as a key liaison between employees and benefits providers.

▪ Developed and implemented the Stand Operating Procedure (SOP) for the Applicant Tracking System (ATS), streamlining the entire recruitment process and ensuring compliance with hiring policies and regulations. ▪ Mentored and trained hiring managers on leveraging the ATS capabilities, streamlining the hiring process, maximizing results, leading to a 20% increase in candidate quality and cultural fit. ▪ Implemented several candidate sourcing strategies for director level and above roles leveraging data analytics to proactively identify and engage passive candidates. These initiatives resulted in a 35% reduction in time to fill for hard to fill positions and a 20% increase in the diversity and candidate pipelines. ▪ Oversaw full cycle recruiting process and partnered with top-level managers and supervisors on best practices, sourcing techniques and talent evaluations. Recruited exempt and non-exempt personnel from advanced leadership to C-level in the first 6 months, adding 30 new employees.▪ Oversee relationships with external recruitment agencies, job boards, and other vendors to optimize sourcing strategies and ensure cost-effectiveness. ▪ Pioneered employer branding initiatives, including social media campaigns and career fairs, to attract top talent and enhance the company’s reputation while reducing candidate drop-off by 15%. ▪ Oversee and lead other HR practices in the areas of trends reporting, diversity initiatives, onboarding, talent acquisition management, and agency-wide communications. ▪ Provide leadership, coaching, and direction to a team of HR staff. Actively mentor, develop and empower HR lead to be a strong business partners.

▪ Lead the development of the Talent Acquisitions Plan (TAP) and cross functional strategic initiative through close collaboration with the VP of Talent Acquisitions and VP of Human Resources.▪ Led and inspired a team of 7 recruiters to achieve excellence resulting in a 25% reduction in time-to-fill and an 18% increase in comp▪ Support hiring managers in identifying interview evaluation criteria and competencies; establish a consistent and valid candidate assessment process▪ Promoted a creative, participative environment with the talent acquisitions organization with the end goal being the development of best practices within the region.▪ Demonstrated the ability to effectively lead and work cross-functionally with all parties to accomplish TA goal and objectives. ▪ Conduct and present deep dive analyses to provide insight to leadership into attrition, compensation inequities and retention risks. ▪ Directly manage and mentor junior HR generalist and HR assistant.

▪ Partnered with senior leadership to identify staffing needs and develop workforce planning strategies to effectively recruit for currency and future openings within several departments. ▪ Given high praise for communication and superior service by anticipating hiring needs and resolving issues in a timely manner. ▪ Serves as the primary liaison with the leadership team to facilitate clear and efficient communication and decision making. ▪ Conducted competitive analysis to gain insights into current market trends, such as in-demand skills, popular job titles, and emerging roles to enhance recruitment strategies.▪ Analyzed recruitment data and metrics to measure the effectiveness of recruitment efforts. Made recommendations based on findings to senior leadership for continuous improvement of the Talent Acquisitions business function.

▪ Collaborated closely with Senior Director of Talent Acquisitions and VP of Human Resources on the recruitment standard operations process and functions. Specific initiatives were the development and implementation of the recruitment strategy which included building talent pipelines and establishing recruitment metrics for tracking success. ▪ Implemented data-driven talent acquisitions analytics to optimize recruitment efforts, resulting in a 15% reduction in time-to-hire and improved candidate quality. ▪ Led the full-cycle recruitment process from job description creation, sourcing, pre-screens, offer negotiations, and background checks. ▪ Enhanced and promoted the employer brand to attract top talent. Collaborated with the marketing and communications teams to showcase the company culture and values to potential candidates. ▪ Successfully led and mentored a dynamic recruitment ream, consisting of coordinators and interns fostering a collaborative and high-performing work environment.

Oversees all recruiting functions and strategies. Serve as primary advisor to lead attorney for hiring decisions. Innovate, plan, and implements changes to HR best practices and procedures to optimize recruitment process. Manage full hiring lifecycle process which includes but is not limited too; scheduling interviews, phone screening, video interviews, offer negotiation, background checks, and onboarding. Analyze recruiting metrics to develop and refine effective strategies to ensure best possible candidates are chosen. Developed comprehensive and innovative sourcing strategy which increased community outreach and awareness, attracted passive candidates, and led to a diverse pool of candidates.

Managed full cycle recruitment for 15 to 20 requisitions simultaneously across the organization. Managed google calendars, assisted with planning and logistics of recruiting events, post campaigns to appropriate sourcing sites, and initiated pre-hire activities; background checks and drug screens. Coordinate interviews for candidates with the hiring team and ensured clear and consistent communication with candidates regarding the interview process. with speed and efficiency. Serve as brand ambassador in marketplace by supporting and championing company’s recruitment branding strategy to effectively attract top talent by building awareness and promoting localized recruiting efforts through social media channels.

Head of retail sales for Nets Shop (Barclay Center), Fulton St Adidas, and Tennis Retail Shop (US Open). Overseeing a team of 100 employees.Created innovative onboarding experience that enabled Adidas to attract and retain top talent in the NYC area. Lead the people and customer experience teams.Collaborates with People and Culture team to continuously ensure equality, diversity, and inclusion throughout the hiring process. Periodically evaluate and revise department processes to update Standard Operating Procedures (SOP) to reach maximum efficiencies and improve quality of recruits.

Managed a high-volume of new hire onboarding in a accurate and efficient manner. Demonstrated ability to attract and convert passive talent through understanding of company culture and employee value propositions. Manage the candidate experience process for technical and non-technical roles. Coordinate and schedule pre-screening calls, conducted in-person interviews, and onboarding sessions.Spearhead and facilitate customer service training initiatives which led to higher conversion rates, reduction in turnover, and increased work productivity.Collaborate with department managers to support the hiring needs for each department. Develop and manage pipeline of potential candidates for business through proactive market analysis, data insights, and ongoing relationship management.

Instrumental in the turn around of underperforming sales team by instituting a culture of accountability which fosters an inclusive and collaborative culture. Responsible for all administrative operations which include, sourcing candidates, scheduling interviews, hosting interviews, and the handling of confidential information, prepare welcome packets, and assisting with onboarding logistics. Support People team initiatives impacting the employee experience such as new hire orientation, all-employee events, and new customer service service initiatives. Implemented new growth strategies while developing innovative customer service trainings which leverages the latent talents in all employees.