Benton + Bradford Consulting is a human capital consulting and executive search firm that specializes in building organizational effectiveness to enhance and support strategic business goals.• Serve as an executive coach to leaders to assist them in bridging gaps to accomplish even higher levels of professional and organizational performance. • Serve as lead talent acquisition strategist, relationship manager and project manager for $4B automotive client that increased the recruitment of a mission critical role across 58 locations and 7 markets in the US and Canada. Delivered more placed candidates than the previous year. • Co-develop a workforce-planning tool using business metrics to work with the locations to advance a strategy to forecast talent needs. • Conduct searches for passive candidates for senior-level roles in construction and design, software/hardware, product development, total rewards and human resources. Produced candidates quickly (1-2 weeks) to meet the needs of the business. • Lead the talent acquisition function for a leader in the financial services industry to expand the corporate bank to 11 markets. Place candidates to produce revenue that met/exceeded financial projections for each market. • Develop a talent acquisition strategy and tactics (applicant tracking system, talent acquisition staff, employer branding, metrics and RPO Solution) for a $6B industry leader with 24,000 employees to acquire the best talent available and capture an emerging market.• Execute diversity training (webinar/simulation and in person training) for a $5B leader in the communications industry. • Develop the diversity strategy, including the creation of the diversity steering council for a leader in the Quick Service Restaurant industry.• Lead the creation of the national recruitment function, ensuring operational efficiency, effectiveness, and consistency through process review, technology redesign and continuous improvement.

• Develop Diversity and Inclusion Strategy to support organizational effort to build lean manufacturing culture. Partner with leadership at Terex facilities around the world to ensure the development and implementation of local D&I plans that will drive progress toward the adoption of lean manufacturing principles.• Create educational modules with global reach that will help to build awareness and drive behavioral change.• Manage reverse mentoring program to help leadership build cross-cultural understanding.• Analyze Inclusion Index data and work collaboratively with the businesses to develop recommendations for improvement of local D&I action plans.• Create key diversity and inclusion messages for internal and external use. • Ensure that diversity & inclusion is incorporated into key Terex programs and processes, as appropriate (examples: new hire orientation, interview training and Terex careers website)• Manage and continually evolve the local community relations approach, including components such as the Matching Gift Program and Corporate Charitable contributions.• Partner with key external organizations to drive and reinforce diversity and inclusion / citizenship agenda. • Lead annual updates on Diversity and Inclusion with the CSR Committee of the Board of Directors.

• Drove talent acquisition strategy for the South Business Unit with nearly 1,200 stores in eight states – Alabama, Florida, Georgia, Louisiana, Mississippi, South Carolina, Tennessee and Texas representing $85 billion and 450,000 associates.• Provided supervision to a staff of 2 recruiters and 1 recruiting coordinator. • Provided full-cycle recruiting for the South Business Unit business-critical positions. • Built and maintained partnerships with Business Unit leadership and customers. • Participated in Business Unit Workforce Planning and Talent Review activities. • Advised Business Unit on talent acquisition solutions, policies and procedures. • Built employment brand with diverse organizations and candidates within Business Unit. • Drove metrics and accountability for sourcing diverse applicant pool.

• Responsible for management of a project team for the development of $700K in business development, client growth and strategic planning.• Developed relationships with senior operational and human resources leaders to partner on cultural changes by understanding the organization’s business requirements.• Developed a diversity and inclusion strategy for a major hotel to create an environment that would provide innovative solutions that lead to the best hotel experience in their brands. • Developed program to assist high potential employees with the world's leading provider of used vehicle services to increase their ability to manage a diverse workforce and make better decisions. • Developed a diversity strategy for a leader in the quick service industry that will enable every member of the enterprise to contribute their talents to organizational goals, drive awareness of the brand in the community, increase minority ownership and develop diverse business partners. • Developed a strategic partnership with an organization that helps companies define and enhance employer brands and to provide diversity consulting to their clients.

• Responsible for new business development, client growth and strategic planning.• Developed relationships with senior operational and human resources leaders to partner on open searches by understanding the organization’s business requirements.• Billed nearly $400K in fees and services in the first year.• Placed diverse candidates in mid-management and senior executive positions. • Managed client relationships from engagement to fulfillment.

• Developed and managed nine talent acquisition staff in multiple locations in Florida.• Managed five employees in a Shared Resources Center that provides sales support to eight field offices in Florida, Georgia, Alabama, Texas, Oklahoma and North Carolina.• One of 12 regional directors with responsibility for $2.2M of revenue. • Drove enterprise wide implementation of redesigned sourcing and recruiting process to increase qualified candidates from 30,000 to 39,000.• Key member of alignment team driving organizational change to Industry Verticals. Assessed and calibrated competencies to align candidate skills and talents to new organizational requirements to achieve an increase in organizational effectiveness as measured by the balanced scorecard. • Placed over 400 diverse candidates in 98 corporations in 45 days.• Delivered Leadership Development Program to ensure participants had skills to exceed company expectations (85% rated as exceeds expectations) as measured by performance evaluations and 360 degree feedback. • The first regional director to complete the conversion to Industry Verticals in 9 months. • Led regional implementation team responsible for staffing, customer service focus, reorganization of recruiting process, communication, organization structure, and comprehensive change management to increase customer satisfaction by 20%.

• Led an underperforming office of three direct reports from deficit to profitability in 9 months by focusing on culture, strategy, execution and customer satisfaction. • Leader of one of two offices to grow and remain profitable after the September 11, 2001 tragedy by focusing on strategy, operational excellence, customer service and execution.• Managed relationships with senior executives in multiple divisions in complex organizations to deliver top talent that exceeded expectations as measured by the customer satisfaction survey (90% satisfaction rating).• Increased recruitment results by implementing comprehensive talent pipeline strategy for INROADS clients with 93% offer/acceptance rate.• Facilitated annual partnership development meetings with top university administrators to source talent for placement in corporate positions.

• Recruited top talent from Colleges and Universities to fill positions in Fortune 500 companies.• Consistently exceeded (as measured by customer satisfaction survey) client requirements for placement of diverse talent.• Developed metrics to quantify performance and demonstrate ROI to client companies.• 95% of new hires met or exceeded quality of hire metrics.

• Responsible for the development of relationships with High School Guidance Counselors and Parents to increase the student population while maintaining high academic standards.• Managed three admissions coordinators in the execution of the University recruitment plan • Recruited, selected, and trained students for the student recruitment team• Implemented the Eartha M.M. White and Osprey Excellence Scholarship programs• Conducted admissions presentations and tours for over 7,000 prospective students and parents