• Lead the Talent Acquisition (TA) function including the design and execution of TA strategy for Mountain America Credit Union as it scales.• Partner closely with business stakeholders and hiring managers to understand current and future hiring needs.• Guide a team of Talent Acquisition Partners to build, develop and manage a network/database of key competition talent in line with business needs.• Ensure appropriate TA organizational structure to address hiring demands; including appropriate systems and tools to source world class talent.• Identify the most effective digital/social media channels to drive increased candidate traffic, through content, strategic placement of online recruiting and mobile platform optimization.• Ensure consistency in candidate experience and hiring process as the business expands.• Identify, baseline and monitor key TA metrics.• Leverage and improve existing TA initiatives such as employee referrals, university/campus and intern hiring initiatives, etc.• Strengthen existing and identify new sources of hires, which includes significantly advancing our proactive external market outreach for best in class talent.• Partner and integrate with other key areas of HR, talent management, Internal Communications and the business.

• Leadership of the Talent Acquisition department consisting of seven Talent Acquisition Partners and one HR Generalist.• Responsible for design, implementation, and overseeing of HR policies and processes for workforce planning, recruitment, selection, onboarding, orientation and development.• Consultative guidance on process improvements relative to Human Resources and work with Executive Management team to evaluate, update, and generate more efficient and cost effective policies, procedures, programs, systems, and recruitment solutions.• Analyzes the performance of the Talent Acquisition department and continually evaluate the processes and technology in accomplishing effectiveness and value to the organization.• Identify future workforce needs; devising and implementing short term and long term objectives toachieve organizational and strategic goals. Formulate business strategies, judicious utilization, and deployment of available resources to achieve organizational business objectives. • Planning, organizing, and conducting training and development programs for company leadership relative to hiring practices and employee engagement. • Develop and maintain metrics to identify issues and trends relative to recruiting, hiring, and on-boarding. Examples: Cost per Hire, Turnover, Employee engagement and satisfaction surveys, candidate satisfaction surveys, Hiring Manager satisfaction surveys, and time to fill.• Management of the Affirmative Action Plan ensuring EEOC & OFCCP compliance. • Manage vendor relationships and implementation of programs such as ATS, background screening, drug screening, behavioral assessment (Predictive Index), and social recruiting. • Preparation of the annual budget for the Talent Acquisition department and administers allotted funds in accordance with said budget. • Exercises judgment, working under limited supervision, reporting to the Sr. VP of Human Resources.

•Develops/implements comprehensive staffing plans for the organization and partners with the internal staffing organization to develop a candidate pipeline.•Planning, organizing, and conducting training and development programs for company leadership relative to recruitment and hiring practices.•Develop and maintain metrics to identify issues and trends relative to recruiting, hiring, and onboarding. Examples: Cost per Hire, Turnover, and Time to fill. •Provide consultative guidance on process improvements relative to Human Resources and analyze recruitment costs and retention related costs. Evaluate, update, and/or generate more efficient and cost effective policies, procedures, programs, systems, and/or recruitment solutions.•Coordinating and managing employee relations issues and develop, implement, and train on personnel and legal issues that impact the company.•Perform New Employee Orientations for new employees and acquired dealerships around the country. •Management of Ken Garff’s relationship with recruiting tools including LinkedIn, Facebook, Indeed, Employee Referrals, CareerBuilder, and Monster. Analyze results from various job posting sites and outreach resources to determine which resources are most effective. •Develop strategies and maintain partnerships with Trade Schools / College partnerships, community organizations, and diversity recruiting resources to enhance company recruiting efforts. •Veteran recruiting implementation and relationship building with Veteran recruiting entities including, Employer Partnership of the Armed Forces, Hero 2 Hired and Department of Workforce Services Veteran Employment.•Creation of job descriptions, standardized interview guides, and salary structures company wide.

Responsible for all Talent Acquisition within the organization, Field Personnel and Corporate. Interviewing, employment offers, on-boarding of employees including; processing of background checks, drug screening and reference checks. Direct management of one HR Professional.Develop and maintain recruiting program proceduresRecruiting initiatives such as diversity recruiting and client specific recruiting. Develop strategies and maintain partnerships with Trade Schools / College partnerships and diversity recruiting resources to enhance company recruiting efforts. Analyze results from various job posting sites and out reach resources to determine which resources are most effective for various recruiting efforts. Make recommendations for additions and deletions to current recruiting sourcesResponsible for management of the Applicant Tracking Process for SOS Employment Group and all SOS clients. Utilization of HRIS System for completion of all EEO-1 Reports for clients on a quarterly basis and perform program audits to ensure service levels are being met and compliance policies and procedures are being followed.Compensation analysis of new and current positions within the organization and utilization of compensation software to determine market data.Cost per hire metrics creation, management and analysis. Employee Relation activities in Corporate office and Field to ensure uniform application of human resources policies and procedures.Development and implementation of job evaluation, performance appraisal, and salary management programs to support company’s organizational objectives and competitive position in the marketplace. Exercises judgment and discretion in accordance with established policies, procedures, and techniques and works under limited supervision, reporting to the Sr. VP of Human Resources, advising management of issues/progress as required.

Direct management over two Recruiting Professionals and Compliance SpecialistDeveloped and implemented recruiting strategies for complex assignments/multiple clients, screening applicants/résumés, arranging and conducting both phone and in-person interviews. Utilized job boards and print ads, factoring in price/time requirements. Engaged recruiting assignments of a complex nature to review applicant credentials, assess qualified candidates and partner with client hiring manager to determine interview needs.Management of department P&LCoordinated with client hiring managers and applicants to schedule and conduct both phone and in-person interviews.Oversaw aspects of the new hire process to ensure applicants assume employee status consistent with the company’s policies, procedures and practices.Contacted applicable job fairs, colleges, etc. to arrange interviews or maintain existing/develop new relationships.Developed/revised departmental documentation/relevant company materials, focusing on accuracy and thoroughness.Exercised judgment and discretion in accordance with established policies, procedures, and techniques and worked under limited supervision, reporting to the General Manager, advising management of issues/progress as required.

Responsible for identifying successful candidate sourcing techniques, sourcing quality candidates that meet the Hiring Managers needs of twelve accounts and ensuring the recruiting process is completed in a timely and effective manner.Sourced, screened, and interviewed candidates for professional positions while ensuring compliance with company policy and federal regulations.Management over professional Reports Analyst and analysis over reports on employment statistics, including cost per hire, source of hire, and diversity recruiting initiatives.Utilized various sourcing methods to attract quality candidates, including newspapers, web sites, trade journals, college campus recruiting, and other publications.Tracked applicable job requisitions, ensuring a job requisition existed for all available open positions.Worked with managers to help them identify job requirements and created interview guides.Suggested salary offers, based on documented credentials during the interview process, and submitted for approval. Managed Employee Referral Program including tracking and updating of all referrals within the Salt Lake City locations.Completed all necessary documentation to avoid potential serious discrimination complaint consequences. Established procedures for recruiting and hiring and reports on recruiting activities to management, identifying problem areas and potential solutions.Maintained hiring statistics specifying various sourcing techniques. Provided weekly status report giving detailed information on the employment activity.Ensured that all employment processes conformed with EEO/AA laws, AAP requirements and the Federal Uniform Selection Guidance.Exercised judgment and discretion in accordance with established policies, procedures, and techniques and worked under limited supervision, reporting to the Recruiting Manager, advising management of issues/progress as required.