Building a Talent Acquisition function from the ground up for a 10,000+ unit multi-family and senior living real estate developer/management company with a 9 state footprint.

I transformed Redwood Living's talent acquisition function by establishing the company’s first dedicated department to achieve ambitious hiring goals and improve organizational efficiency. I led multi-state operations while enhancing processes, reporting, and cost optimization.• I reduced time-to-fill from 67 days to 37 days by redesigning recruitment workflows and onboarding vendor partnerships for background checks and drug testing.• My leadership helped achieve an 82% NPS rating for the recruitment team by improving collaboration with hiring managers and focusing on quality-driven metrics.• I delivered top-tier recruitment outcomes, which secured Northcoast 99 recognition for the first time.• I built and implemented a comprehensive roadmap for all recruitment processes, aligning workflows with organizational needs.• My efforts included introducing ADP Workforce Now as the ATS platform and creating tailored training programs to improve adoption and team productivity.

I provided talent acquisition and workforce development consultation to over 300 businesses across Northeast Ohio, driving economic growth and workforce sustainability. I acted as a strategic partner for businesses seeking HR solutions and strengthened relationships with workforce organizations and educational institutions.• I secured funding for 10 high-value projects, totaling $30 million, to support workforce development and business growth initiatives.• My leadership helped design and implement a mobile science education program through partnerships with local science centers, inspiring K–12 student talent development.• I served as a liaison connecting businesses with state, regional, and local workforce resources to address skill gaps.• I partnered with JobsOhio to deliver Talent Services funding to companies expanding within Northeast Ohio’s 18 counties.• My contributions to the Talent Development Committee aligned education strategies with workforce planning and employment outcomes.

I directed recruitment operations for a 1,100+ employee entertainment facility, which included restaurants, concert venues, gaming operations, and horse racing. I developed strategies to meet high-volume hiring needs while aligning standards with MGM Resorts corporate policies.• I hired up to 600 employees annually across key divisions, ensuring operational success.• I collaborated with corporate teams to lead Workday HCMS implementation, managing system integration, data migration, and team training.• My initiatives included designing hiring manager training programs, which improved interview consistency and process adherence.• I launched open interview hiring events, leveraging radio, TV, billboards, and social media campaigns to expand candidate pipelines.• I successfully managed a $1.5M recruitment budget, optimizing spend with data-driven strategies and market research.

I managed full-cycle recruitment for the Sheriff’s Department, Clerk of Courts, and Public Safety and Justice Services, addressing the staffing needs of 1,200 employees while navigating complex government processes. I delivered impactful reporting and hiring solutions to meet critical goals.• I hired 400 new employees in the first year, overcoming civil service challenges and procedural delays.• My efforts led to the development of reporting frameworks to track nursing shortages in correctional facilities, enabling informed decision-making.• I conducted solo recruiting for 130+ roles annually, including Corrections Officers, Deputy Sheriffs, and other critical positions.• I collaborated with leadership to implement HR projects that addressed process gaps and staffing challenges.• My partnerships with educational institutions helped build the foundation for future law enforcement recruitment and training programs.

I led recruitment for high-volume call center staffing operations while enhancing hiring accuracy and efficiency. I also established a university relations program to create a steady pipeline of degreed talent for long-term organizational growth.• I hired 600 employees in one year by leveraging data-driven recruitment strategies and improving workforce forecasting.• My work included building a forecasting model to stabilize call center staffing based on customer volume analysis.• I created and launched a university relations program, identifying target schools and building strategic partnerships.• I reduced staffing bottlenecks through predictive analytics, ensuring workforce demand alignment.• My process improvements streamlined recruitment operations, which resulted in faster time-to-hire and improved candidate quality.

Advise over undergraduate men and alumni volunteers on Risk Management policyBalance chapter budgets ranging from $6k to $1.5mInvestigate/Research Risk Management claims against undergraduate chaptersFacilitate leadership and administrative growth through educational programmingPrepare in-depth reports detailing research, investigation, and proposals for action against RM violations