•Defines, designs, and executes advance sourcing methodologies to military affiliated talent•Attract, source, and hire top military talent for Hiring our Heroes fellowship cohorts while managing the program after hire through experienced coaching, mentoring and support during their journey•Leads multiple military affiliated recruitment events, workshops, and panel events as a military spouse expert partnering with Hiring our Heroes, G.I. Jobs, ACP, and RecruitMilitary•Built current business and recruiting trends that may impact the hiring process or talent pools•Provide training to Talent Acquisition experts on new tools and sourcing strategies •Advises hiring managers and leaders on the competitive landscape for attracting talent based on market data and research•Stays current on military and recruiting trends that may impact the hiring process or talent pools •Communicate employment value proposition with emerging and passive talent audiences to generate and champion interests

•Develop and implement a diverse and comprehensive sourcing strategy using various methods including utilization of market research to generate candidates in alignment with the organization's hiring and program objectives.•Performs full life cycle recruitment on a portfolio of positions across Corporate Functions (HR, Strategy, Investments, Compliance, Sales Finance, and Accounting)•Partner on advocating and recommending military candidates and support diversity by partnering with internal and external partners to develop relationships and robust pipeline of talent.•Maintain and develop relationships with qualified candidates for prospective future positions.•Manage relationships for recruitment services partners (RPO), recruitment agencies, and the recruitment tools of resources.•Maintain communication on all submitted candidates in a timely manner and ensures that Applicant Tracking System (ATS) is kept up to date in real time and ensures compliance with all Federal, State and Regulatory requirements to include OFCCP and EEOC regulations.•Interface with hiring managers, HRBPs, and other internal partners to proactively identify strategies to understand business requirements and meet hiring requirements.•Forecast and manage talent pool size to fulfill workforce plans and hiring objectives. •Provide support with job titles and descriptions and develop compelling job postings to attract talent across a network of platforms, internal and external. •Negotiate candidate salary according to job requisition within approved ranges while maintaining a fiduciary responsibility to the company. •Serve as a resource to leaders, managers and team members while applying working knowledge of relevant human resources disciplines surrounding employment law, policies, and procedures.Partner on rollout of new ATS platform Icims

•Lead regional Talent programs, such as the Talent Scouting Program, Group Mentoring Program, U.S. Early Career Development (PROPEL) program.•Support talent insight analytics related to talent management and development for NAM.•Participate in global and regional Talent Management initiatives as needed.•Partner with key HR & business stakeholders.

•Maintains accountability for the entire recruiting process as defined by the client for all Accounting, Sales Finance, Compliance, Digital, and Marketing Strategy roles.•Interfaces with the Hiring Managers, Human Resources, and other key stakeholders to ensure and demonstrate an understanding of recruiting methods and best practices.•Leads initial consultations with hiring managers on requisition definition and potential sourcing strategies.•Partner with HR to provide recommendations to build and increase military/veteran/mil spouse hiring year over year.•Demonstrated a working knowledge and application of effective screening and interviewing techniques.•Continuously close qualified candidates and works to drive offer acceptance.•Implemented and led the transition into Workday recruiting and Applicant Tracking Systems.•Exceptional experience evaluating labor market analytics while employing recruitment marketing strategies within emerging talent markets.•Leads the candidate through the hiring process to ensure a positive experience and coaches each candidate appropriately at every stage of the process.•Maintains accountability for diversity and quality metrics.•Train and mentor Screening Consultant and Sourcing Recruiter on position expectations, the cultural fit of Nissan, the department environment and Nissan selling points.•Strong knowledge of applicable policies and federal, state, and local employment laws and regulations.•Networks within client organization and local communities to generate referrals and source qualified candidates as needed.

•Maintained full life cycle recruitment of the following IT roles: Analyst, Call Center, Content Management, Data Warehouse, Database Administrator, Project Management, Quality Assurance, and Systems Administration.•Sourcing and screening of potential IT candidates for contract, contract-to-hire and permanent openings with our clients.•Analyze candidate information to determine matches between candidates and job openings. •Interview prospective candidates and educate candidates on company process.•Update and track candidates in accordance with policies and procedures in company ATS.•Responsible for processing and contacting qualified candidates.•Establish relationships with consultants/contractors in specified regions with specified clients.•Coordinate or conduct screening activities (drug screens, reference checks).•Track and communicate industry trends, including client, market, and unemployment conditions.

•Maintained full life cycle recruitment (screening, scheduling, interviewing, testing, submitting candidate, negotiating, employment branding, benefit, and culture questions, follow through after the candidate is hired).•Managed needs for 6 locations in 4 states in Accounting, Finance, Human Resources, Procurement and Supply Chain.•Phone screen candidates to determine if they meet company standards and job requirements (minimum of 40 screens a week).•Interview qualified applicants to determine if they meet job requirements and quality standards.•Maintain full legal compliance in accordance with OFCCP and EEOC regulations and guidelines.•Ensure ATS is consistently up-to-date and that all applicants are reviewed and dispositional appropriately.•Administered all policies and programs relating to all phases of human resources activity including HR planning, training and development, employee performance evaluation and appraisals, termination.•Aided in implementation of New Hire Reconnect program to maintain better relationship with contractors.•Maintained knowledge of legal requirements and government reporting regulations affecting human resources.•Manage all payroll functions and staff includes bi-weekly payroll administration, computing commissions and bonuses, federal and state report and end-of-year reporting. •Work with Hiring Manager to determine best fit candidates, coordinate interviews, receive timely feedback and present/manage offers.

•Maintained full life cycle recruitment for Bank of America and Citigroup across all U.S. Locations. •Conducting pre-employment screenings.•Conducting new hire orientations.•Handling all personnel issues with precise problem-solving skills including counseling, coaching, administering discipline, and terminations.•Processing employee payroll for Bank of America and Citi Bank through a VMS (Fieldglass).•Ongoing communication with client supervisors regarding employee progress as well as the overall program satisfaction.•Proactively addressing and monitoring absenteeism and turnover issues.•Ensuring SLAs and KPI are in compliance for our specific clientele.•Tracking performance metrics related to the specific accounts.•Participating in business reviews to cover hiring trends, counts, and analytics.