I am responsible for leading the team that supports global Talent Management across Leica Biosystems. The programs include organizational talent assessment and performance management and leadership development initiatives, as well as the company's global associate engagement and D&I strategies. These programs are an integral part of enabling our business growth and a high-performing organizational culture through the development of effective talent strategies and culture initiatives that attract, grow and retain a diverse, top-talent leadership pipeline.

Responsible for developing and building the global integrated hiring model that support’s the companies aggressive hiring demand inclusive of leveraging an RPO model, the Danaher Life Sciences & Diagnostics Platform Talent Acquisition model and of internal recruitment coordinators and HR Business Partners. I was also responsible for designing and implementing networking and sourcing strategies to proactively create and maintain a pipeline of talent according to business needs for the various functions and geographies. I was also instrumental in driving TA weekly visual management strategies to support continuous improvement across the operating companies we serve.

Responsible for leading the Talent Acquisition and Employee Engagement functions within the People Services department at Behr Paint Company:• Successfully lead the change management efforts and successful execution to centralize the regional recruitment function across the organization resulting in an improved time to fill from 68 to 45 days within one year.• Partnered with operational leaders to reduce turnover by focusing on best in class recruitment strategies including an upgraded behavior based interview and selection talent assessment philosophy and toolkit. • Rolled out a successful campus recruitment program to support the company’s future talent pipeline with a focus on intern to full-time conversion. The program employs an average of 30 interns per summer with a conversion rate of 30% and a 78% diversity hiring result. • Established a national diversity recruitment strategy with a focus on attracting critical talent for our national sales organization. Partnered with local and regional resources to provide career readiness workshops for potential candidates and implemented partnerships with local military transition offices to tap in to their diverse talent pipeline.• Designed and executed a social media talent brand strategy (Life@Behr) using the Instagram, Facebook, Glass Door, and Linked In platforms to support our future workforce efforts. The initiative includes a 5-day content strategy capturing the unique culture at Behr as well as targeted ad campaigns to attract specific talent for critical roles. • Designed and implemented a talent acquisition scorecard to track critical metrics to measure our team’s success including time to fill, candidate pipeline diversity, source code effectiveness, quality of hire, and customer experience.

Responsible for driving the Global Talent Acquisition efforts at Search Optics

•Responsible for leading the talent acquisition function for 10 hospitals within Northern and Southern California.•Lead a team of 12 recruiters that support full life cycle recruitment for Corporate Functions, Nursing, Allied Health, Hospital Operations and Executive Leadership. Successfully hired 3,100 employees in FY2014 with an average time to fill of 68 days.•Successfully lead the change management efforts and successful execution to centralize the regional recruitment function across the health system. Partnered with operational leaders to reduce turnover by focusing on best in class recruitment strategies, better on-boarding processes, and improved employee engagement.•Established a comprehensive recruitment marketing strategy that includes SEO tools, social media recruitment (Linked In, Twitter, Glass Door), and niche recruiting resources to successfully market our jobs to the most qualified talent.•Designed and rolled out a comprehensive toolkit for hiring managers to establish process consistency across the regions while providing tools for managers to successfully maneuver through the hiring process. •Established company aligned Talent Acquisition metrics to ensure team accountability and results. These metrics included Time to Fill, Source of Hire, Cost per Hire, and TA Satisfaction Survey Results.

•Responsible for a staff of 4 Recruiters that support the full life cycle recruitment efforts for the Global Corporate Functions division (Finance, IT, Legal, HR, Corporate Development/Strategy).•Manage a team of 10 Staffing Coordinators that support staffing administration for the recruitment team across the country. Developed standard processes and a comprehensive training/on-boarding plan for new coordinators to enhance the overall support the team provides to recruiters which resulted in improved time to fill and compliance metrics.•Lead a project to develop an online Hiring Manager Guidebook to assist hiring managers in the recruitment process utilizing the company intranet platform. •Developed a comprehensive Recruiter Scorecard tool to help measure recruiter performance across the team. This tool has enhanced overall team performance in the areas of time to fill, source of hire, and candidate disposition management.•Developed an enhanced TA Satisfaction Survey for both new hires and hiring managers to allow our teams to review feedback from a client point of view and improve our process where necessary.

•Responsible for a staff of 10 that support the full life cycle recruitment efforts for 85 facilities within the Western United States and Hawaii.•Joined Coca Cola to create a world class Talent Acquisition and Human Resources function and successfully hired a team of recruiters, HR Managers and HR Directors to support that initiative. •Established new processes for Talent Acquisition to help build credibility with our leadership teams, including the development of recruiter metrics, talent pipeline initiatives, and succession planning. •Managed our ATS conversion from Vurv to Taleo. Was also responsible for implementing an enhancement to our background vendor system from Sterling to LexisNexis / Choicepoint.•Designed a manager training program created to educate hiring managers on recruitment best practices, behavioral interviewing techniques, talent planning, and reporting.•Developed a creative solution for the company’s employee referral program to help attract talent for some of our hard to fill positions. The program resulted in an increase in quality to our overall talent pipeline while decreasing turnover in these roles. •Rolled out a region-wide standard interview process to support our volume recruitment during our peak hiring seasons. The program included a company information session and testimonials from our leadership team that we present at our local facilities, on-campus events, and community based organizations to educate potential talent on the benefits of working for Coca Cola.•Managed the development and execution of a University Relations program for the West Business Unit in support of our sales and supply chain functions. Developed partnerships with CSULB, ASU and SJSU and successfully hired 10 individuals that participated in our first summer internship program in 2009.

•Responsible for staffing the stores executive management positions, including store managers, district managers and regional manager for the Southern California market.•Manage a team of contract recruiters and support team members responsible for the assistant manager hiring process and administrative functions involved in staffing.•Utilize several creative sourcing methods to find talent including competitor cold calling, blind internet advertising, resume database searching and industry referral research.•Developed a mass hire initiative for stores recruiting to decrease the average days to fill goal. •Awarded the “Stores Recruiter of the Year” award in 2004.

Responsible for the full cycle recruitment efforts for all executive management positions (regional managers, district managers, store managers, assistant store managers) for California, Arizona, Nevada, Colorado, and Utah.

•Responsible for recruiting and hiring at all levels in the areas of Engineering, Manufacturing, IT, Sales, Marketing, and Finance.•Established and maintained all college recruitment endeavors which consisted of on-campus recruitment and interviewing, establishing company sponsored scholarships, and maintaining strong relationships with campus career centers and college professors.•Responsible for utilizing the company’s affirmative action plan information to assist in the hiring process. Developed relationships with organizations like SAGE at UC Irvine as well as INROADS to incorporate our affirmative action program with our college recruitment efforts. •Developed a company-wide internet recruitment endeavor by means of establishing vendor relationships and price negotiations with Internet employment sites. The plan successfully cut recruitment advertising spending by 40%. •Developed a behavior based interview training program that included needs analysis, training program guidelines, and training materials to be utilized as part of the classroom training curriculum. The training program was approved and rolled out to all Supervisors and Managers throughout the company.•Developed an affirmative action plan training program for managers to be conducted on a yearly basis in conjunction with the roll out of our yearly AAP plan. The training is a helpful tool for managers to identify their responsibilities to affirmative action hiring. •Conducted ongoing sexual harassment training for all employees and managers throughout the company. A new training program was implemented in 2001 and was rolled out to all employees. The new training is also conducted on a monthly basis for new hires.•Conducted our monthly new hire orientation training. The training includes information on the company’s non-medical benefits programs, the history of Printronix, and product information overview.