Personal LOA for Family Caregiving (Parents)

Responsible for developing sustainable recruiting strategies, partnering directly with the Manager of Talent Acquisition who is responsible for the end to end talent acquisition process. Partnering with internal and external stakeholders to ensure hiring targets are supported by innovative and successful recruiting and outreach strategies backed by measurable results is a key requirement of this position. Responsible for recruiting strategies at multiple sites that will support the hiring team with a hiring volume upwards of 3,000 hires a year. Work with HR business areas to identify recruiting streams and projects to deliver top talent through the EB enterprise. Strategically support process improvement initiatives to achieve business needs. Responsible for driving a recruiting strategy in a fast paced environment and depends on building effective internal client relationships and external client relationships with our Workforce Development Boards, local partnerships, and will work closely with our internal hiring team. Support all levels of professional internal and external recruiting across all of Electric Boat and its site locations. Hiring demand expands across all fields including professionals, engineering, trades, and all levels of management.

Responsible for the planning, development and execution of strategic talent acquisition and organizational development strategies throughout the organization. Carry out responsibilities in the following functional areas: recruiting and employment hiring; organizational development and training; and OFCCP/EEO employment law compliance. Manage a team of over 15.Over 5000 hires across all departments in 24 months through successful revision/implementation of multiple strategic Talent Acquisition initiatives. Administer various human resource plans and procedures for company personnel; assist in the development and implementation of personnel policies and procedures. Oversight, development and implementation of programs and initiatives which include: • Diversity recruiting • Talent acquisition • Applicant tracking system implementation and improvement • New hire orientation • Military/Veteran Programs • Summer internship program • Professional development program • Supervisory training programs • Community, vocational/technical school and University relations

Responsible for all essential HR Operations for Manufacturing Division ~500 employees. Drive consistency with regard to human resources practices across the site. Implement and coordinates change initiatives to support enhanced organizational effectiveness within the business. Responsible for coordinating and delivery of management training and education. Provide leadership in the performance management and salary planning processes.• Works with managers to develop and understand staffing requirements and human resources plans• Independently manage the most senior level projects ($200m+) or problems involving HR. • Provide coaching to managers and supervisors regarding performance, discipline and other related matters.• Experienced in dealing with employee relations issues and investigations and provide guidance to other team members• Develop and deliver training in key areas of HR including, but not limited to anti-harassment training, interview training and supervisory training.• Provide business support on a variety of HR related topics to departments/ managers. Key areas of expertise: Facilitation, Employee Development, Performance Management, Talent Acquisition, Succession Planning, Assessment and Recommendations regarding policy and practice.

Responsibilities include establishing strategic initiatives to continuously improve acquisition and onboarding processes to obtain the best talent possible at the enterprise level. Development and maintenance of a metrics program for tracking enterprise talent acquisition. As a member of the Operations executive team, provide expertise and guidance to the Chief Operating Officer, and, as necessary, other members of Odyssey’s senior leadership team (C-Suite) on tactical concerns such as the status of critical positions and strategic concerns including an assessment of the efficacy of the processes employed to acquire talent• Lead a staff of 6 employees engaged in National Recruiting. • Ensure the effective design, implementation, and maintenance of multiple talent programs and initiatives such as Collegiate Programs, Military outreach efforts, etc. • Support senior Odyssey leadership (C-Suite) by providing advice, counsel, and input on key decisions affecting the acquisition of skilled talent.• Oversee and administer an annual department budget in excess of $1.0M• Lead the development of the Company’s Talent Acquisition plans and programs; serve as a strategic partner with the business in developing creative solutions to the company’s talent challenges. • Ensure compliance with all government programs including affirmative action, anti-discrimination, ADA, OSHA, FMLA, and wage and hour regulations.• Track various human resource metrics including headcount, turnover, and overtime to create, maintain and/or update regular management reports.• Advise senior management on HR related issues including recruitment practices/procedures, career development, promotions, transfers, retention, continuing education/training, compensation reviews, hiring/firing decisions, exit interviews, conflict resolutions, and employee relations.

Responsible for executing effective end-to-end delivery of the entire HR function for Flight Test and Flight Operations Organizations (800 Employees) through flexible and pragmatic solutions, all the while supporting the business plan. Responsible for assessing needs of the business and collaborating with subject matter experts within Centers of Excellence (COEs) to deliver effective HR solutions. • Directly support 2 Vice Presidents on a daily basis, providing HR guidance when appropriate.• Analyzed trends and metrics in partnership with the HR group to develop solutions, programs and policies.• Managed and resolved complex employee relations issues. Conducted effective, thorough and objective investigations.• Maintained in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.• Provided day-to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions).• Worked closely with Senior/Operational management and employees to improve work relationships, build morale, and increase productivity and retention.• Provided daily HR policy guidance and interpretation.• Provided guidance and input on business unit restructures, workforce planning and succession planning and compensation levelling.• Identified numerous training needs for business units and individual executive coaching needs.• Participated in evaluation and monitoring of success of training programs.

Lead the high volume recruitment and talent sourcing process by developing, implementing and managing a creative recruiting strategy for the business units to bring in applicants through existing and new sources in order to maintain an effective pool of candidates. Subject matter expert on all facets of the recruitment process, serving as a trusted advisor to hiring managers, recruiters, and candidates while serving as mentor, coach and development partner for an assigned group of recruiters and support staff. Candidate lead generation activities for mid to executive level positions• Facilitated/lead the staffing process with hiring managers and applicants while complying with OFCCP regulations. Educated and trained internal and external customers on the staffing process.• Operated as an organizational leader and an internal consultant to management in the identification, development and execution of talent sourcing strategies and staffing processes. • Interfaced with all levels of employees from front line to senior leadership team for various reasons, including but not limited to: quarterly or annual strategic reviews, formal presentations, trainings, meeting facilitation, event planning, etc.

Responsible for high volume recruitment process by developing, implementing and maintaining a creative recruiting strategy for the business units to bring in applicants through existing and new sources in order to provide an effective pool of candidates.• Facilitated/implemented staffing process with hiring managers and applicants while complying with OFCCP regulations. Educated and trained internal and external customers on the staffing process• Responsible for developing and maintaining relationships with applicants through the staffing process.• Formed strategic business partnerships with hiring managers and served as the point of contact for the staffing process.

Responsible for Full-Life-Cycle recruitment in both a Technical (Engineering) and Non-Technical (Touch Labor/Union) capacity. Source, Screen and interview applicants in coordination with Hiring Managers for Salaried level positions. Interaction with all levels of Senior Management relating to recruitment and community activities. Senior POC for all recruitment activity within company. Adherence to OFCCP Regulations/Guidelines. Design and implementation of numerous highly successful recruitment campaigns locally and nationally.• Acted as company liaison for all Community Relations activities, to include: Working with all local area Schools, delivering presentations, tours, community outreach.• Re-established Staffing groups reputation with in organization for streamlined communication and recruitment• Serve as Power Recruiter to GD Corporate Diversity council, managing recruiting efforts at National Diversity events Nationwide • Implemented and managed a National Campus Recruiting campaign increasing campus visits from 6 to 50+ yearly• Created, Managed and Trained “Recruiting Team” for National Recruitment activity• Responsible for both vendor and budget management of specific staffing programs• Designed, Managed & Implemented new Summer Internship program leading to 70% placement rate (FT hires)o Awarded NEACEFE Outstanding Employer Award for Summer Internship Program (2012)• Presenting Speaker at numerous events to include: EACE, NEACEFE, SWE (Regional & National)• Program Manager for 2011, 2012 United Way campaign resulting in $900,000+ in donationso Reduced overall operating budget by $50,000o Directly Managed 12+ Team Members