•Requisition management for both US and EMEIA region•Source and Recruit for Brand, Marketing, & Communication, InfoSec, Engineering, Assurance, Tax, Client Technology, and Strategy & Transactions (SaT)•Stakeholder management•Responsible for advertising (SocMed & ERP), screening and interviewing, compliance checks, talent mapping, and candidate managementTools: Avature and SuccessFactors (ATS) LinkedIn, Indeed, Dice, Monster, Google Search (X-ray Sourcing), LinkedIn Insights

•Leads the Talent Attraction Team for the US region•Allocates team member responsibilities and KPIs (Key Performance Indicators)•Monitors quality of talent attraction output to ensure SLAs (Service Levels) are met•Checks in with team members to ensure they thoroughly understand the project requirements and monitor progress with their deliverables•Addresses any key performance issues and support team members to take appropriate performance management measures•Reviews productivity reports sent through by team members to ensure accuracy and project progress•Provides coaching and development for the team (one-on-one/team training sessions to upskill)•Liaises with stakeholders to develop an understanding of crucial project criteria•Market insight discussion with stakeholders•Conducts thorough induction and training of new team joiners

•Led the Regional RPO Talent Acquisition Strategic Sourcing, Talent Pipelining, Interview Scheduling, New Hire Onboarding, and Recruitment Admin teams in the Philippines and in the US•Manages a team composed of multi-lingual & multi-skilled Recruiters, Associate Recruiters, Recruitment Coordinators & Onboarding Specialists from The Philippines, and in the US•Allocates team member responsibilities and KPIs (Key Performance Indicators)•Monitors quality of recruitment output to ensure SLAs (Service Levels) are met•Checks in with team members to ensure they thoroughly understand the project requirements and monitor progress with their deliverables•Addresses any key performance issues and support team members in taking appropriate performance management measures•Reviews productivity reports sent through by team members to ensure accuracy and project progress•Provides coaching and development for the team (one-on-one/team training sessions to upskill)•Liaises with clients/internal stakeholders to develop an understanding of crucial project criteria•Chairs phone conferences with internal stakeholders and clients to give updates on project progress and gather client feedback•Conducts thorough induction and training of new team joinersWe recruit for:RN, Travel RN, LPN, LVN, CNA, Medical Assistant/ Certified Medical Assistant, Case Manager, Nurse Practitioner, Physicians’ Assistants, Medical Doctors, Radiology Techs, MRI Techs, CT Techs, Mammography Techs, Cardiovascular Techs, Respiratory Therapists, Surgical Techs, Pharmacists, Pharmacy Techs, Physical Therapists, Occupational Therapists, SLP, Coder(Inpatient/outpatient), Director of Nursing, Nurse Supervisor and so many more.

• Managed performance and daily operations of a team of recruiters, and directed them to meet/exceed goals defined with clients• Developed and managed tactical sourcing and recruitment strategies, in partnership with the operations manager and client manager• Ensured successful implementation, continual operation and success of accounts, by collaborating with different work groups• Built recruiters’ competencies in sourcing and recruiting, according to the needs of their industry/client• Assisted client managers in maintaining positive client relationships• Other duties includes employee development, reports generation and analysis

Previous Recruitment Projects Led:a)Volume-hiring for some of the Philippines' Top 10 Hospitals located in Metro Manilab)Volume-hiring for US hospitals and non-hospitals for EB3 I-140 (Greencard Sponsorship)c) Volume hiring for some of the Philippines' Top BPO/CPO companies•Updated and designed new recruiting procedures (e.g. job application and onboarding processes)•Supervised multiple recruiting teams and reported on their performance•Kept track of recruiting metrics (e.g. time-to-hire and cost-per-hire)•Implemented new sourcing methods (e.g. social recruiting and Boolean searches)•Reviewed recruitment software and suggested the best option for company needs•Researched and chose job advertising options•Advised hiring managers on interviewing techniques•Recommended ways to improve our employer brand•Coordinated with department managers to forecast future hiring needs•Participated in job fairs and career events•Expanded the company’s professional network through relationships with HR professionals, colleges, and other partners