Our proficiency lies in aligning diverse professional goals with the overarching vision of organizations. This service focuses on linking professionals of all origins to positions that echo their skills and inherentvalues, championing enduring partnerships that exalt both individual uniqueness and shared objectives. To kickstart this journey, connect with Matt or Todd for a complimentary consultation.

During my time as the Senior Talent Leader at Digital River, I led a transformative initiative in Talent Acquisition, focusing on eliminating external agency reliance to save considerable costs while efficiently sourcing and filling top-tier roles globally. My role expanded beyond traditional Talent Acquisition; I directly sourced and filled pivotal executive positions such as Chief Revenue Officer, Chief Legal Officer, and Chief Information Security Officer, alongside roles critical to revenue generation, IT, Cybersecurity, Finance, Treasury, Marketing, HR, and Customer Success.This bold strategy required a deep understanding of global talent markets and innovative recruiting tactics. Leveraging my expertise and networking skills, I attracted top talent without external help, developing effective, full-cycle recruiting strategies aligned with our goals and budget. Utilizing our application tracking system and a refined recruitment dashboard, I ensured a transparent, metric-driven process, while keeping every aspect human.I built strategic partnerships with business leaders and stakeholders, tailoring recruitment strategies to departmental needs and ensuring long-term organizational success and candidate growth. Emphasizing a positive candidate experience, I showcased our brand and facilitated a seamless journey from initial contact to onboarding, ensuring candidates felt valued.My efforts led to significant cost savings and enhanced internal recruitment capabilities, demonstrating the effectiveness of strategic Talent Acquisition management. This experience highlighted the importance of strategic planning, innovation, and a hands-on approach in achieving exceptional recruitment outcomes, supporting the organization globally, and reducing costs by foregoing external agencies.

As the Senior HR Business Partner, I have taken full ownership of devising and implementing a talent strategy that transcends traditional boundaries. My focus: to elevate the employee experience, igniting engagement, fostering diversity, equity, and inclusion (DEI), and nurturing growth and culture.Expertise in Holistic Talent Management: My responsibilities extend to offering both tactical and strategic HR consultation. I have been instrumental in optimizing talent management, refining organizational structures, and navigating change management.Executive Interaction and Inclusive Employee Focus: Equipped with extensive experience and an executive presence, I've successfully interacted with our top leadership, contributing valuable insights at the highest level. Simultaneously, I've remained deeply attuned to the needs and concerns of employees at every level, ensuring a cohesive and inclusive work environment.Proactive Solution-Creator, Uniting Business Units: My approach is proactive; I thrive on creating integrated solutions that pre-emptively address emerging challenges. A keen understanding of the interdependencies between our business units has enabled me to devise strategies that not only resolve immediate issues but also pave the way for long-term success.In this adventure, I've not just owned the talent lane; I've redefined it, setting new standards for excellence in HR and talent management, while also owning the executive business partnering lane.

In my tenure as the Senior Talent Acquisition Partner, I had the unique opportunity to collaborate closely with executive leadership, driving significant changes in our recruitment processes and strategies. My responsibilities spanned a diverse array across all sectors within the CU.Halved Time-to-Fill Through Process Innovation: A key achievement was the development and implementation of streamlined recruitment processes, which successfully halved the Time-to-Fill metric. This efficiency boost not only accelerated hiring timelines but also positively impacted our organizational agility and growth.Eliminated Dependency on External Recruitment: Taking a strategic stance, I championed the move to eliminate external recruitment dependencies. This initiative was a game-changer, allowing us to enhance our internal capabilities, better control our talent acquisition processes, and significantly reduce recruitment costs.Noteworthy Leadership Hires from sourcingto hire: Chief Lending Officer, Vice President of Information Technology, Vice President of Finance, and Vice President of PMO. Additionally, I was instrumental in hiring for critical revenue roles, demonstrating my ability to identify and attract top-tier talent for high-impact positions.Executive Collaboration and Comprehensive Support: I consistently partnered with management teams, providing updates on new hire requisitions, applicant issues, and eligibility requirements. My role extended beyond sourcing and interviewing; I actively contributed to building our employment brand and establishing a pipeline of passive candidates for future needs. Through these initiatives, I not only contributed to the strategic growth of the Credit Union but also established a robust, efficient, and self-reliant recruitment framework, ensuring long-term success in talent acquisition.

Relocation, Quarantine, and School Shutdowns - OH MY! Relocated to beautiful Colorado in support of my spouse's new role. Then 2020 happened! But we adapted and thrived! Leading a family through a quarantine, while maintaining a strict budget (of gummies), and a never-ending supply of support, the team flourished and exceeded all expectations. Promoted to Chief Domestic Engineer.

I was brought on board with a clear and crucial mission: to revolutionize the IT workforce strategy, spearheading retention and development initiatives for a forward-thinking hiring approach. My impact was immediate and profound. I successfully halved the Time-to-Fill (TTF) metric, a testament to the efficiency and effectiveness of the strategies I implemented. Concurrently, I implemented innovative retention practices that significantly cut down attrition rates, ensuring a stable and robust workforce.Expanding Influence at Executive Request: Recognizing my success, executive leadership entrusted me with an expanded scope. I took complete ownership of talent and generalist support for key sectors including Credit, Risk, Wealth Management, Trust, and Securities. This expansion was a direct result of executives seeking my partnership, a clear acknowledgment of the value and results I had consistently delivered.Revolutionizing Recruitment: In a bold and strategic move, I took the initiative to bring all recruitment functions in-house, eliminating the dependency on external agencies. This decision wasn't just about streamlining processes; it was a strategic shift that saved the organization millions in fees. The transition to in-house recruitment under my leadership marked a pivotal moment, showcasing my capability to not only envision but also actualize substantial cost-saving measures while maintaining, if not enhancing, recruitment quality and efficiency.Through these initiatives, I didn't just meet the immediate needs of the IT workforce; I redefined the entire recruitment and talent management landscape within the organization, setting new standards of excellence and efficiency.

In this role, where I spearheaded talent recruitment strategies, onboarding, retention, and generalist support, I had the privilege of collaborating closely with over 20 dynamic teams. These included Strategy and Execution, Competitive Intelligence, IT, Actuary, and Program Management, among others that include Outbound Services, Fulfillment, and Print Services.Building Collaborative Bridges with Leadership: At the heart of my approach was a deep-seated commitment to forging robust partnerships with C-suite executives and management. This collaboration wasn't just about filling positions; it was a strategic endeavor to understand and intertwine the unique needs and visions of each department. By doing so, I was able to offer strategic plans for hiring that not only aligned with current business initiatives but were also geared towards shaping the future state of these units.Understanding Departments, Delivering ROI: My dedication to learning the intricacies of each department and how they interconnect was crucial. This comprehensive understanding enabled me to recruit candidates who were not just a fit for the role but were also capable of bringing tangible ROI to the organization. Each talent acquisition was a step towards enhancing departmental effectiveness and, by extension, the overall success of the company.In this journey, I have not only contributed to the strategic alignment and growth of our talent pool but also played a pivotal role in reinforcing our customer-first legacy through strategic talent management.

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After successfully conquering the rigorous demands of the Firefighter/EMT school, a benchmark for evaluating firefighter readiness, and completing the EMT certification course, I embraced a pivotal role within the Fire Department's Human Resources team. My journey in recruitment, training, and personnel development, coupled with a deep-seated commitment to emergency response and leadership, uniquely positioned me to foster and fortify our recruitment functions.In this dual capacity, I wasn't just responding to emergencies but also meticulously crafted a robust recruitment strategy. This involved identifying and nurturing individuals who could thrive amidst the unpredictability and intensity of firefighting and emergency medical scenarios. My aim was to cultivate a team that embodied resilience, adaptability, and unwavering composure in the face of chaos.Elevated Community and Member Support: At the core of our mission was a relentless dedication to serving our community with unparalleled customer service and resources. We weren't just firefighters and EMTs; we were guardians of safety and well-being. Our efforts in fire suppression, emergency medical care, transportation, all-hazards incident management, and community risk reduction were pillars of our commitment to save lives and protect property.The Essence of Calm Leadership: Steering the HR function in such a dynamic environment demanded a leader who could remain serene amid turmoil. My role transcended traditional HR boundaries, merging strategic recruitment with hands-on emergency response. It was about balancing the immediacy of life-saving actions with the foresight and planning necessary for assembling a team capable of upholding these high standards.Through this synergistic approach, we built a department that not only responded to emergencies with precision and efficiency but also proactively shaped a safer, more resilient community.