Gentiva is the nation's leading provider of hospice, palliative care, personal care services and home health. We employ more than 34,000 talented associates across 38 states in more than 590 locations. We are a family of extraordinary clinicians and caregivers who are passionate about caring for others. If you want to use your talents to make the world a better, more caring place, we invite you to join us today.

Focused on improving talent acquisition processes and systems at CenterWell Home Health. Direct a team of recruiters that manage all hiring for Home Health’s Southeast Region. Projects included:• Implementing Appcast programmatic advertising platform to increase applicant flow and optimize spend• Leading the design and implementation of a Google talent optimized career website• Implementing social media traffic driving strategy utilizing Facebook, Instagram, and LinkedIn• Introducing virtual hiring event platform to optimize interviewing and hiring during Covid 19 pandemic• Training recruiters and hiring managers to support implementation of electronic Onboarding platform• Representing Home Health on WorkDay Recruiting implementation for CenterWell and Humana• Overseeing more than 4000 hires in the first year

Leading a project through Talent Connections to help Delta Airlines expand and transform their HR Service Delivery Operations.

Focused on acquiring and developing talent for Mohawk Industries, while complying with federal, state and local regulations. Responsible for HR strategic planning, employment branding, university relations, workforce planning, selecting and maximizing staffing vendor partners, and implementing the right programs to ensure diverse cost-effective hiring. Projects include:• Reducing hourly time to fill from 35 days to 11 days• Decreasing external recruiting fees by more than 50%• Revamping iCIMS Applicant Tracking System to streamline process, improve efficiency and achieve compliance• Implementing robust college recruiting program for interns, co-ops and management development trainees• Articulating Mohawk’s employment brand through redesigned mobile-optimized career site• Implementing social media strategy to communicate Mohawk’s EVP on sites including LinkedIn, Facebook, Glassdoor and Twitter• Creating workforce forecast to ensure optimal resource utilization to support 4,500 annual hires• Leading global wellness initiative to support HR Vision 2020• Implementing pre-employment assessments to improve selection and promote talent development• Supporting succession planning process for key positions• Ensuring compliance with OFCCP regulations including VEVRAA and 503C

Directed the talent acquisition function for the Piedmont Healthcare system. Accomplishments: - Implemented Taleo Enterprise Wide Applicant Tracking System in 7 weeks- Implemented comprehensive background check process that is Joint Commission compliant- Implemented online reference check solution with passive sourcing tool- Hired 3000+ in the first year

Designed and implemented programs and systems to improve talent management capabilities. Oversaw talent strategy, succession planning, performance management, university relations, employment branding, staffing vendor relations, and implementing right programs to ensure diverse cost-effective hiring. Projects included:•Selection and implementation of enterprise wide applicant tracking system•Selection and implementation of pre-employment assessment for retail staffing•Redesign of university relations and college intern programs•Succession planning for Store Operations covering management staffing in 125+ retail locations•Implementation of Social Media recruiting strategy•Redesign of Price Chopper’s employment website •Management and re-design of relocation programs•Management of new store staffing, including 8 new store openings in 2010

Challenged to optimize the staffing function for Office Depot. Responsible for strategic sourcing, new employee on-boarding, university relations, employment branding, workforce planning and forecasting, selecting and maximizing staffing vendor partners, and implementing the right programs to ensure diverse cost-effective quality hiring for global operations. Projects included:•Implementation of global university relations and college intern program•Identification and marketing of office depot’s global employment brand•Management of third party contingent and retained search•Redesign of Office Depot’s employment website •Implementation of vendor management program utilizing PeopleClick VMS•Redesigning the on-boarding and orientation program to facilitate new employee assimilation•Building workforce forecasting tool and establishing recruitment plans for each business unit•Revamping existing staffing policy and process to ensure compliance with OFCCP guidelines

Tasked with helping Alliant energy transform their talent acquisition function into an efficient high performing work group. Partnered with HR, HRIS, Legal, and Compliance to automate and streamline existing processes to achieve optimal performance. Major projects included:•Facilitating the selection and implementation of an applicant tracking system•Expediting the selection and implementation of recruitment advertising agency•Assisting with identification and marketing of Alliant Energy’s employment brand•Redesigning the university / college recruiting program to align with business needs•Building workforce forecast and 12 month recruitment plans for each business unit

Focused on the design, implementation, maintenance and optimization of the talent acquisition function at Cingular Wireless. Responsible for technical solution selections, selecting and maximizing vendor partners, and implementing the right programs to ensure diverse cost-effective quality hiring for 65,000 person EEO / AA employer. Trained, developed and provided guidance to all Cingular recruiters. Directly managed a staff of 50 and a 10mm professional services budget. Ensured corporate wide staffing policy and process compliance with Sarbanes Oxley and OFCCP regulations. Developed recruitment brand and multi-media sourcing strategy that included a best in class employment website. Managed full cycle recruitment, forecasting and workforce planning for call center operations.•Reduced staffing headcount 25% by implementing a technology enabled paperless hiring process•Decreased enterprise wide contingent labor spend by $4mm annually by renegotiating contracts with contingent labor providers•Increased new hire sales performance by 19% by implementing best-in-class retail staffing process•Optimized call center staffing process resulting in a cost per hire of less than $500•Implemented forecasting model for call center staffing operations resulting in over 18,000 hires in 2006•Successfully integrated AT&T wireless hiring practices into Cingular model in less than 90 days