Provides strategic leadership and management of talent systems and operations, talent intelligence and analytics, and employer branding. Defines operational strategy and drives global execution across Americas, APAC and EMEA. Focused on delivering high-quality solutions through technology innovation and by leveraging global partnerships to influence change. Applies systems’ oversight and expertise in Applicant Tracking Systems, Talent Listening, Talent Assessments, and Data Analytics to harness insights to optimize candidate and employee experience.• Orchestrated the simultaneous end-to-end selection and implementation process for two applicant tracking systems, streamlining and simplifying process flows while also reducing cost by $75,000 annually and transforming user experience.• Transformed employer branding intake and content creation process to increase efficiency and productivity, resulting in a 200% increase in product delivery.• Assumed leadership of a delayed talent listening platform implementation, turning the project around within 3 months to the effective launch of a global census survey to 22,000 employees, with support requests from less than 1% of participants.• Redesigned the corporate talent listening strategy by shifting from annual surveys to quarterly pulses, implementing lifecycle surveys, and launching ad hoc surveys for specific business needs. Coordinated data analysis to provide actionable insights to business leaders; leading to Align receiving the Perceptyx 2024 EX IMPACT Award for dynamic talent listening and driving change.• Coordinated a comprehensive review of sales talent assessment models to validate efficacy. Merged multiple models into one based on the data findings to enhance assessment effectiveness.• Successfully managed an annual budget of $2M+, consistently achieving financial targets by maintaining expenditures within or below budget.

Led a globally dispersed team focused on delivering high-quality solutions through cutting-edge technology, ensuring a seamless, end-to-end experience for candidates, recruiters, and Hiring Managers throughout the recruitment life cycle. Defined operational strategy and drove global execution across the America's, APAC, and EMEA by leveraging strategic partnerships with regional Talent Acquisition, HR technology, and third-party vendors. Oversaw project management, vendor management, training, communications, and effectiveness reporting for core Talent Acquisition systems and processes, with a strong emphasis on technology and process improvement, including employment branding and talent attraction initiatives.• Spearheaded the migration of over 250,000 historical candidate data files into the existing Applicant Tracking System (ATS), enhancing data integrity by removing duplicates, attaching 70,000+ candidate CVs, updating tracking activities, testing system integrations, and refreshing dashboards for accurate reporting.• Led global Employee Value Proposition (EVP) development, executing employee surveys, analyzing data, conducting design thinking workshops and focus groups, crafting key messages, and creating employment branding collateral.• Managed ATS and background check platform enhancements and upgrades, improving performance and user experience for candidates and recruiters. Decreased average background check processing time by 5.4 days and initiated quarterly ATS data purges to ensure compliance with GDPR and similar data privacy regulations.

Independent consultant collaborating with clients in the Life Sciences industry to develop and implement talent acquisition processes that deliver measurable results. Services include providing strategic talent acquisition guidance to Executive and C-Suite leaders, crafting recruitment marketing strategies, educating organizational management on current job trends, candidate attraction and recruitment, ensuring compliance, reviewing and optimizing existing recruitment programs, and drafting HR policies.

Served as a trusted advisor to Executive and C-Suite Leadership, collaborating closely to influence decision-making through thought leadership on talent initiatives and human capital implications. Demonstrated strong leadership by managing global recruiting and talent development teams across multiple geographies, driving strategic outcomes and fostering a culture of excellence. Representative achievements include:• Refined and streamlined global recruitment processes, achieving cross-regional consistency and reducing time-to-fill by 19%.• Cut agency expenses by 85% by developing internal staff and utilizing fixed spend resources.• Boosted visibility and participation in the corporate employee referral program, resulting in 32% of total hires from employee referrals between 2016 - 2019.• Deployed a new global background screening/vendor credentialing partner, enhancing screening capabilities, reducing processing time, and improving data quality.• Centralized global contractor identification and management, including extensive HRIS data cleanup, development of global MSA and SOW templates, monthly review and reconciliation of contractor end dates, and mitigation of co-employment risk.• Led the RFP and evaluation process for a global Learning Management System (LMS).• Successfully identified and placed executive-level talent across the organization.

Oversaw strategic project initiatives for the global Talent Acquisition team, focusing on implementing cutting-edge recruitment technologies and best practices to enhance candidate pipelines and improve talent acquisition effectiveness and efficiency.• Led the end-to-end selection and implementation of a global Applicant Tracking System (iCIMS).• Managed the identification and deployment of a new global background screening/vendor credentialing partner, to include a new integration with the new company ATS.• Ensured compliance with recruitment regulations (EEO, OFCCP).• Managed the annual Talent Acquisition budget and vendor management activities.• Developed a competency model for technical support staff.• Partnered with senior business leaders to track and manage global recruitment efforts in alignment with workforce plans.• Provided Executive Leadership with critical recruitment information and trends by identifying, compiling, and analyzing recruitment data, and was responsible for all Talent Acquisition reporting.

Led a team of talent acquisition professionals on-site at Deutsche Bank Global Technology (DGBT) for an RPO engagement, demonstrating strong leadership and achieving significant results. Partnered with line managers, Human Resources, and Talent Acquisition sponsors to implement an integrated corporate talent acquisition program encompassing full lifecycle recruiting processes and systems. Provided daily guidance and direction to a team of six, including four on-site and two remote staff members.Effectively allocated recruiting resources based on evolving business needs and priorities, leading recruitment activities that resulted in a 31% increase in staff headcount within four months and a record of 22 new hires in one month. Tracked and evaluated staff productivity, focusing on priority hires, candidate sources, and performance against SLAs and organizational Key Performance Indicators. Managed account billing on a monthly basis, developed monthly billing forecasts, and tracked progress to target.

Managed and supported the development of Talent Management Solutions for external clients, leveraging deep expertise in the field. As a senior member of the strategic recruitment community of practice (COP) and a recognized subject matter expert (SME) within the Human Capital, Learning, and Communications team, provided invaluable insights and guidance to drive successful outcomes. • Led the design, development, and implementation of Strategic Recruitment plans for multiple Federal Government clients, resulting in the growth of a key contract from $1.5M to $14M over 18 months.• Spearheaded the development of Strategic Human Capital and Workforce Development plans.• Developed Performance Work Plans, identifying critical elements and drafting performance standards and goals.• Created Competency Models to enhance workforce capabilities.• Conducted Compensation Analysis, including the computation and comparison of average weighted midpoints, market variances, and non-weighted midpoints.• Supported business development efforts by providing marketing and proposal development support, responding to technical proposals, and compiling white papers to identify potential opportunities.• Managed cross-functional project teams to ensure successful project execution and delivery.

Responsible for staffing consultants for the specified business line, ensuring effective management of resource supply and demand, both external and internal. Partnered with delivery leaders to develop and implement strategies that effectively delivered resources to meet business needs. Created and managed the workforce plan, aligning it with existing resources, client projects, business line forecasts, and resource end-dates to meet both anticipated and just-in-time resource demands.

Provided contract full life cycle recruiting services to Fortune 500 government sector clients to include BAE Systems IT and Lockheed Martin. Efforts involved identifying and recruiting IT professionals possessing Top Secret clearances with full scope polygraphs. Positions included Director and Vice President level candidates. Sourced and recommended candidates for interviewing; interviewed and assisted managers in selection. Negotiated candidate offers and relocation packages as well as mentored staff and provided special project / assignment support.

Conducted recruiting for all levels of staffing using direct recruiting, employee referrals, job fairs, company open houses and trade shows, Internet advertising/sourcing and involvement with employment/recruiting firms. Created sourcing strategies to locate candidates with specialized skills including those requiring US Government clearances of Top Secret and higher.