- Onboarded and implemented recruitment processes for 45 manufacturing plants in a 6 month period.- Increased requisition load from ~40 to 500+ and grew internal recruiting team from 2 Recruiters to 12 Recruiters, 3 Sourcers, and 2 Team Leads.- Developed a strategic workforce/succession planning process to ensure the ability to scale to the customer’s needs on short notice.- Oversaw the exempt and non-exempt recruiting process for all 45 manufacturing plants.- Responsible for financial forecasting, billing, and statement of work (SOW).- Reviewed and provided weekly metrics reporting to the client.- Ran weekly regional meetings to provide key stakeholders an update on the status of all open requisitions.- Created and presented a monthly market analysis by region to ensure competitive compensation/benefit plans.- Assisted in the facilitation and implementation of a contingent hire process to expedite successful onboarding of candidates.

- Collaborated with recruitment and HR professionals to achieve hiring goals.Trained and mentored junior recruiters in successful strategies for areas such as interviewing and qualifying candidates, hiring manager submissions, and ensuring candidate quality focused on performance and retention.- Executed strategies to achieve scalability and efficiency while meeting talent acquisition needs. - Increased recruiting network by leveraging contacts and internet mining sources, including LinkedIn, Indeed, and Careerbuilder.- Made recommendations on process changes to improve candidate flow and ensure fulfillment needs are met prior to required deadlines.

Also with Mission Essential May 2005 - Jan 2014 (9 years)- Managed daily recruiting operations for European Command (EUCOM/KOSOVO), U.S. Air Force Central Command (USAFCENT), Continental U.S. Intelligence Community (CONUS IC), and BEACON (three letter agency) contracts. - Met weekly with Program Managers to report on all program performance metrics. - Generated weekly reporting for all program performance. - Responsible for the distribution of allocation for a shared services team of both remote and onsite recruiters. - Tracked all recruiter performance metrics and administered performance reviews. - Maintained, on average, above 90% fill rate on all contracts. - Partnered with CONUS and OCONUS Program Managers, Site Managers, and HR to ensure program success and forecast any required support in locations such as Savannah, GA, Augusta, GA, Afghanistan, Qatar, Kuwait, Ukraine, Turkey, Poland, Serbia, and Bosnia.- Traveled overseas to various European countries to manage operations supporting U.S. military exercises.

- Managed 13 employees in an office that staffs 2,500+ associates in three Honda plants located in Marysville, East Liberty, and Anna, Ohio. - Set staff goals and managed performance. - Oversaw recruiting and onboarding processes for four major programs; teamed with Recruiters and marketing to develop and execute the recruiting strategy for all programs. - Took ownership of the office cost center (P&L) to review financials and report variances. - Approved expenses related to marketing and identified cost savings by tracking/eliminating waste. - Successfully negotiated two pay increases for Honda full time program, as well as team member salaries with the executive team. - Assisted in building presentations eventually presented to Honda's North American President. - Designed incentive programs credited with boosting production. - Composed and presented weekly slideshows on retention, turnover, forecasting, and current outlook to Honda leadership in all three plants and talent management outlining program performance. - Worked with operations specialists to refine the onboarding process to improve efficiencies- Increased contingent workforce to 30% (highest in program history) and achieved record high number of hours billed. - Achieved 100% on-time order fill rate resulting in over $100 million in revenue and satisfactory ratings from Honda in the company's year-end business review for recruiting and onboarding.- Teamed with the head of Honda's Diversity & Inclusion department to triple diversity in Honda's contingent workforce. - Took lead in opening and managing the Lima, OH office. - Worked with real estate, approved floor plans, and drafted the business case for approval.

- Managed 14 talent acquisition managers and talent acquisition coordinators in recruiting and operations to staff mid-level and executive management vacancies as part of the Recruitment Process Outsource (RPO) team. - Analyzed metrics to ensure that allocated positions were filled within a 60-day target. - Met daily with talent acquisition partners in NY, AZ, and OH to identify problem areas, forecast, needs and discuss proper resource allocation. - Ensured data integrity across all client groups. - Conducted quarterly training sessions for team members on recruiting best practices. - Delivered presentations on performance metrics to executive leadership reporting on metrics and items such as time to fill, retention, hire ratio, days open for requisitions, and client hot points.

- Managed 3 teams leads and 20 recruiters in OH, CA, VA, and NY as well as a team of up to 40recruiters in support of Operation Enduring Freedom - Afghanistan (OEF-A).- Worked with overseas HR and site management teams in locations such as Afghanistan,Qatar, Kuwait, and Horn of Africa.- Facilitated process for U.S. government Secret/Top Secret security clearances.- Met monthly with recruiters to discuss performance metrics and created performanceimprovement plans (PIPS) when necessary.- Increased corporate revenue by creating, implementing, and directing strategic initiatives tomeet complex DoD and US Army Intelligence and Security Command (INSCOM).- Assisted in development of retention program designed to use incentives to keep linguistscommitted completing one-year commitments.- Contributed to building language class (MEP Language Academy) that assisted individuals inbecoming fluent in Pashto, achieving unparalleled results in producing linguists ready fordeployment. - Worked with native speaker to build curriculum and spoke to classes aboutvacancies.- Aided company in adding an office to expand into the Canadian market. Worked withsecurity officers within U.S. and Canada markets to expand candidate numbers. -Helped secure Canadian security clearance recognition by U.S. government. - Traveled to Canadian companies to forge partnerships.- Participated in mentorship program; assisted entry level employees in navigating corporatestructure and culture, as well as identifying suitable career path.

- Monitored and enforced expectations as directed by manager and provided consistent feedback on progress to both team members and manager.- Assisted team in any relevant issues and acted as liaison between team and manager when necessary.- Continued to meet and exceed deployment expectations consistent with that of a recruiting specialist.

- Recruited, vetted, and processed military and civilian personnel for OIF (Operation Iraqi Freedom) and OEF-A.- Served as the primary point of contact for applicants prior to, during, and upon completion of processing to ensure a professional and informative experience.- Managed candidate process through initial contact, background check, security paperwork processing, pre-deployment medical screening, benefit briefs, and eventual deployment.- Built and maintained relationships with COI’s (Centers of Influence) to ensure a healthy pipeline of the most interested and qualified applicants.