- Identifying and recruiting prospective candidates using a variety of channels- Assessing candidates to ensure qualification match, cultural fit and compatibility- Conducting confidential interviews, checking references and credit- Partnering with customers to get a clear view on their strategic and financial objectives and hiring needs- Devising and carrying out a targeted research strategy- Researching into clients company, competitors and market place- Mapping role criteria, defining position description and document specifications- Tracking and identifying prospective candidates using a variety of channels- Assessing candidates to ensure qualification match, cultural fit and compatibility- Conducting confidential interviews, following-up on references and checking credits- Presenting shortlisted candidates and providing detailed profile summaries- Offering guidance and facilitating the negotiation process through to its completion- Following up with clients and assisting with the candidate’s transition and on-boarding process- Networking and building long-lasting client relationships- Knowing your area of expertise (specialized industry or job function)- Researching and developing recruiting leads

- Design and implement recruiting strategies for the Human Resource Department and lead their team of Recruiters- Monitoring recruitment procedures, from sourcing to hiring, managing a team of recruiters and identifying high-potential candidates- Build talent pipelines for current and future job openings- Lead all sourcing strategies- Manage our external partnerships with colleges, job boards and HR software vendors- Implement online and offline employer branding activities- Prepare and review our annual recruitment budget- Oversee all stages of candidate experience (including application, interviews and communication)- Forecast hiring needs based on business growth plans- Manage, train and evaluate our team of recruiters- Participate in and host recruitment events to drive awareness of our company- Develop a network of potential future hires (e.g. past applicants and referred candidates)- Measure key recruitment metrics, like source of hire and time-to-hire- Implement a new Applicant Tracking System (ATS) and the conversion process- Contract and implement a Managed Staffing Program

- Identifying and recruiting prospective candidates using a variety of channels- Assessing candidates to ensure qualification match, cultural fit and compatibility- Conducting confidential interviews, checking references and credit- Partnering with customers to get a clear view on their strategic and financial objectives and hiring needs- Devising and carrying out a targeted research strategy- Researching into clients company, competitors and market place- Mapping role criteria, defining position description and document specifications- Tracking and identifying prospective candidates using a variety of channels- Assessing candidates to ensure qualification match, cultural fit and compatibility- Conducting confidential interviews, following-up on references and checking credits- Presenting shortlisted candidates and providing detailed profile summaries- Offering guidance and facilitating the negotiation process through to its completion- Following up with clients and assisting with the candidate’s transition and on-boarding process- Networking and building long-lasting client relationships- Knowing your area of expertise (specialized industry or job function)- Researching and developing recruiting leads

- Full life-cycle recruiting: recruiting, screening and recommending placement of staff by using creative sourcing methods (internal and external) for all of US & Europe- Generate job descriptions for new positions or revise previously used descriptions- Post positions in SAP SuccessFactors, company website, LinkedIn, and share with agency recruiters- Source candidates via LinkedIn and review all resumes submitted for each position from website, LinkedIn, and/or employment agencies- Screen all qualified candidates and set up for first, second, third, and final in person interviews- Prepare offer letters, NDA’s, and new hire documents for selected candidates- Run criminal background checks for all new hires and coordinate drug tests for employees working for specific clients - Run all new hires through the online e-Verify system and make sure their eligibility documents are up to date and not expired- Enter hired candidates into HRMS to become active employees- Conduct new hire orientation and set up on-boarding/training sessions for all new hires- Handle employee relations including engagement of new and current employees- Be the liaison between employees and other departments (i.e.; benefits, payroll, IT, etc.)- Off-board employees, send separation notice, and prepare separation letters- Conduct exit interviews and explain details of separation letters to exiting employees- Collect or make arrangements to collect company property from exiting employees- Generate several reports for HR (job trackers, new hire/leaves/transfer reports, etc.)- Be liaison between company/employees and outside employment legal & immigration counsel- Assist immigration attorneys with documentation needed for employees on visas- Update employee policies and procedures in US Employee Handbook- Handle any other HR operational matters that arise

- Establishing recruiting requirements by studying organization plans and objectives; speaking with managers to discuss needs- Building applicant sources by researching and contacting community services, colleges, media, and internet sites; providing organization information, opportunities, and benefits; making presentations; maintaining rapport- Determining applicant requirements by studying job description and job qualifications- Attracting applicants by placing job advertisements; using newsgroups and job sites- Determining applicant qualifications by interviewing applicants; analyzing responses; verifying references; comparing qualifications to job requirements- Arranging management interviews by coordinating schedules after thorough screening process and management request/approvals- Evaluating applicants by discussing job requirements and applicant qualifications with managers; interviewing applicants on consistent set of qualifications- Conducting orientations, scheduling assignments, and advising managers on candidate progress- Avoiding legal challenges by understanding current legislation- Updating job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations- Accomplishing human resources and organization mission by completing related results as needed

- Interpreting, organizing, executing and coordinating HR assignments involving unique problems - Acting as a consultant to line officers and senior management- Overseeing the administration of HR policies- Developing and analyzing HR data used by senior management- Overseeing and managing HR administrators and clerical staff- Communicating new policies to senior management and HR administrators- Making recommendations on staffing- Planning, scheduling, coordinating and overseeing the work of lower level staff - Providing advice, guidance, and support to company and managers regarding all aspects of HR- Liaising with managers and corporate departments regarding all HR issues- Providing training formally and informally to management on HR related topics- Assisting in the administration of an HR function (e.g. compensation, benefits, training, employment, recruitment) - Performing tasks of moderate complexity using professional judgment- Collecting and analyzes HR data and produces standard and/or specialized HR reports- Acting as liaison to other areas in Human Resources- Interacting with employees on various related issues- Providing functional direction to clerical support staff- Processing paperwork for functional area according to establish procedures- Coordinating, requesting and interacting with various core groups within HR regarding policies, procedures and processes- Maintaining and updating routine reports, spreadsheets and databases, verifying reports for accuracy and compiling data for standard reports, creating letters, correspondence, maintaining various lists, rosters and information files- Executive Administrative Assistant to the national Senior Human Resources Manager of the Construction Services Department

- Recruiting, staffing logistics, employee services, and counseling- Organizational and space planning as well as organization development - Performance management and improvement systems - Employment and compliance to regulatory concerns and reporting - Employee orientation, development and training - Policy development and documentation - Employee relations and company-wide committee facilitation - Company employee communication - Compensation and benefits administration, employee safety, welfare, wellness and health - Screening all phone calls, correspondence, and visitations for President/CEO of the company- Conducting research for certain situations as per President/CEO request- Handling information requests, scheduling meetings, travel arrangements and conference calls- Providing high-level administrative support to President/CEO per request- Working with management to review and analyze needs for talent acquisition- Sourcing and recruiting for all open positions throughout the company- Providing counsel to management for evaluation and selection of best recruiting solutions based on their need- Proactively providing consultation and education to management team on all aspects of recruitment (e.g. sourcing strategies, interviewing techniques, etc.)- Establishing, developing and maintaining relationships with a network of recruiting agencies, executive recruiters and related sources that efficiently recruit management/professional employees in accordance with company policy and procedure- Managing sourcing strategies and methods to develop proactively talent pools that align with both the short and long-term needs of the business and Human Resources- Managing processes, tools and automation for talent acquisition- Providing company CEO with any HR related issues aside from recruitment (policy and procedure, training, discipline, compensation, reviews, orientation)- Executive Administrative Assistant to the President/CEO of company

- Establishing recruiting requirements by studying organization plans and objectives; speaking with managers to discuss needs - Building applicant sources by researching and contacting community services, colleges, media, and internet sites; providing organization information, opportunities, and benefits; making presentations; maintaining rapport - Determining applicant requirements by studying job description and job qualifications - Attracting applicants by placing job advertisements; using newsgroups and job sites - Determining applicant qualifications by interviewing applicants; analyzing responses; verifying references; comparing qualifications to job requirements - Arranging management interviews by coordinating schedules after thorough screening process and management request/approvals - Evaluating applicants by discussing job requirements and applicant qualifications with managers; interviewing applicants on consistent set of qualifications - Conducting orientations, scheduling assignments, and advising managers on candidate progress - Avoiding legal challenges by understanding current legislation - Updating job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations - Accomplishing human resources and organization mission by completing related results as needed- Following up with client on progress, extensions, or termination of assignments - Processing new employee paperwork - Generating and distributing employee and job order reports- Assisting in managing administrative support staff- Performing numerous administrative and clerical tasks at hand