Molly W. Email and Phone Number

-Develop effective, strong partnerships with all levels in the organization from entry-level to executive leaders-Designed and implemented new recruitment strategy and process to drive the achievement of aggressive growth goals-Work with department leaders to translate business strategy into recruitment and retention plans by using data, insights, and analytics-Address and navigate challenging employee and candidate conversations to address concerns and develop win-win solutions-Redesigned the exit interview process to obtain strategic information to reduce turnover and increase engagement-Developed and executed D&I recruitment strategy which increased diversity in the organization from 4% to 8%-Partnered with senior leadership to launch a Diversity and Inclusion Council which included meeting design and facilitation, goal setting, and implementation of initiatives-Redesigned tools such as offer letters, job description/job posting templates, and interview guides for increased effectiveness-Increased active and passive talent outreach which resulted in a 58%increase in job applications and an increase in employer branding-Partner with HR Leaders and Managers to integrate processes, HR programs, and lead change while going through an acquisition-Evaluate new positions to determine appropriate job classifications

-Build sourcing strategies using a variety of means including cold calling, leveraging Internet resources, websites and social networking; creatively source and network with candidates.-Provide complete, accurate and inspiring information to candidates about the company and position; ensure a high-quality candidate experience through exceptional communication and timely candidate follow up.-Consult with internal clients on labor trends, competitor talent insight, interviewing techniques, hiring decisions and market data.-Build a pipeline of talented candidates that fit the profile of the company's core competencies; review resumes and credentials for appropriateness of skills, knowledge and experience in relation to position requirements; create and present prescreening questions to hiring managers for collaboration and approval.-Work as a member of the Talent Acquisition team to implement new programs and approaches to recruiting the best talent in the industry to Vista Outdoor and our brands.-Seek continuous improvements to enhance the capabilities of the process; implement positive changes by constructively overcoming resistance to change.

-Act as a resource for a 4500 employee base to answer any inquiries regarding HR policies, and escalate any issues as needed in the ticketing system, ServiceNow.-Administer benefits for new hires and warrant that from an HRIS standpoint, enrollments are completed on a timely matter. Enroll employees in benefits during open enrollments and qualified life events. Ensure that benefit deductions are correct in both systems and any premium adjustments that need to be made are calculated.-Educate and assist employees with questions on the leave of absence process. Provide vendors with the minimum hours requirements for FMLA eligibility.-HRIS troubleshooting in recruiting, benefits, absence, and compensation modules in Workday. Specific examples include: PTO plan adjustments, supervisory org changes, accrual overrides, and job requisition changes.-Calculate PTO Payouts for employees related to voluntary, involuntary, and RIF terminations.-Analyze the HR Operations team’s stats by providing insight of call and ticket volumes, category breakdowns, and TA metrics on a weekly basis. -Source, screen, and interview applicants for hourly manufacturing and salaried roles. Manage candidates in the ATS and create pipelines for future needs. Work with hiring leaders to determine operational staffing needs and guide those leaders through the hiring process. -Assist with special projects and report the progress and findings to upper Management.-Eye-out gaps in processes in both TA and HR operations to drive continuous improvement.

-Implemented creative recruiting techniques to develop applicant pools for the oil & gas industry in warehouse, sales, and administrative positions.-Trained and managed a team of two to three recruiters on a consistent basis to ensure recruiting and sales metrics were being met.-Established relationships with clients to ensure that candidates matched the job profiles and provided them with interviews on a weekly basis.-Onboarded candidates accurately to confirm employment eligibility through I9 and E-Verify requirements. Monitored the background check process, drug screen, and ensured that any hiring documents or safety training was completed and verified.-Worked with employees and hiring managers on any employee relations matters that would arise. Executed disciplinary action, termination, or coaching depending on the severity of the situation. -Handled workers compensation claims on site and ensured that any paperwork was completed promptly.-Cold-called companies in the area to build a pipeline of prospective staffing clients with business development tactics.

-Took over the social media aspect of recruitment by managing the company’s social media accounts to attract applicants.-Posted open positions on Facebook, LinkedIn, and Twitter which resulted in a higher level of business and awareness for the company.-Assisted with revising job boards, screening applicants, and other recruitment and onboarding processes.

-Carried out a range of HR duties and was exposed to HR Policies and procedures in a manufacturing union environment. -Documented leaves of absences such as FMLA and STD/LTD in the company’s HR database.-Administered new hire & benefits orientation to new employees and acted as a resource to respond to plan and vendor inquiries.-Generated HR procedure flow charts to function as a LEAN team within the department.-Created an employee wellness program for salaried employees to drive an increase in morale and well-being for the company.