• Led, developed and strengthened a diverse global team of gifted Talent Acquisition professionals who hired more than 10,000 remote employees per year in the US for a world leader in technology and innovation.• Built team that successfully executed volume and quality hiring goals during major recruiting ramp campaign 7 weeks ahead of schedule during covid 19 pandemicConduent is a leading global provider of diversified business services with leading capabilities in transaction processing, automation and analytics, serving Fortune 100 companies and over 500 government entities.

• Successfully sourced and hired high caliber executive and leadership talent into Commercial and Industrial, Information Technology, Marketing, Legal, Human Resources and Talent Acquisition functions in US and EMEA – avoiding $900,000 in search fees• Supported the rapid staffing-up of the Technology organization in our new RTP location via links with universities, professional associations and technical jobseeker networks and affinity groups• Overhauled and relaunched in-house executive search processes (with local, national and global resources) to shorten cycle time, increase accuracy, avoid cost and enhance the executive candidate recruitment and onboarding experiences.

Extreme Networks is one of the world’s largest leading providers of high-performance networking solutions.• Successfully hired Sales, Marketing, Finance, IT, Engineering, HR, Software Development in North America from entry level to executive level.

TeleTech is a leading global provider of analytics-driven, technology-enabled customer experience business solutions. • Led team of 45 Recruiters and TA Specialists located in 15 locations across 11 states in selecting the best talent for a range of clients in the Financial Services, Healthcare, Software and Automotive sectors.• Achieved major productivity improvement by increasing recruiting volume by 33% while reducing hiring spend by 17% in 2016.• Successfully fulfilled a 200% annual increase in (Healthcare) recruiting demand, and established new sites in Virginia and Arkansas. • Strengthened TA team performance by introducing local sourcers into 8 competitive markets and restaffing key roles with higher-caliber replacements.

• Provided HR and talent management solutions to clients across multiple states.• Tailored highly-effective career search content and delivered group workshops and 1-1 coaching to talent at all levels; executives, professionals, post-graduate students, professional associations, community colleges and other community-based job networking groups.• Actively sourced talent for clients via social media and networking.• Supported the Career Odyssey management team as Chief Talent Scout with product and process development, market positioning and competitor tracking.• Led, facilitated and evaluated a range of workshops and learning events for professional associations, universities, student groups and community groups.

• Developed inaugural succession planning program, tools and templates, and established pilot groups. • Restructured high-tech sourcing strategy, establishing pipelines and reducing agency fees by over 90%.• Launched development action planning and career management program for 7,000 US employees.• Improved quality of hire by introducing motivational fit screening into sales interview process.• Enhanced social media recruiting in US, Europe and China, boosting LinkedIn followers by 40%.• Reduced compliance risks by strengthening processes, introducing training and better tracking.

- Developed and shaped innovative sourcing strategies to support Country Model migration and to secure pipelines of rare global health talent in Latin America, Bangladesh, East/Southern/West Africa, and Gaza/West Bank.- Provided HR Business Partner support to francophone and anglophone countries.- Proposal Recruiter successfully staffing initial bid and ramp-up talent for multi-year programs in Kenya and Zambia.- Shaped social media recruiting and broader talent strategies, and strengthened processes.- Developed talent management programs for 2013.

Strengthened the career services footprint at the Love School of Business - ranked #60 in 2011 in Bloomberg Businessweek:- Developed and successfully launched a comprehensive 4-year talent development program to accelerate 'market-readiness' by promoting the life skills necessary for successful and repeatable career search.

Provided 1-1 career coaching, training on career transition skills to professional and executive level talent, and facilitated job search work teams through a structured process to assist them in successful career transition.

• Introduced leadership, strategic direction, process improvement, and metrics, resulting in improved performance and stronger alignment with corporate talent and succession planning.• Provided client management and technical coaching to recruiters and interview training to clients.• Improved use of Peopleclick ATS in US, resulting in greater efficiencies and compliance, client and candidate satisfaction, international rollout and improved vendor relationship.• Significantly upgraded proactive talent sourcing capability and performance, reducing agency placements to 3% and creating pipelines in key and emerging target markets.

• Re-defined roles and introduced career structure. Provided appropriate team coaching and training.• Led total process and policy renewal, and subsequent implementation of PeopleSoft eRecruit 8.9.• Led redesign of new hire experience and launch first day orientation for talent globally.• Introduced variable and upgraded staffing model, leading to 39% reduction in time to fill (to 57 days).

• Deployed immediate improvements to the high-volume driver recruiting program. Enhanced ‘brand’ market presence and focus on talent acquisition channel performance yielded 40% improvement in applicant flow and increased recruiter productivity.

• Lowered enterprise-wide talent attrition from 20% to 11% by deployment of new selection process, training all 755 worldwide managers (including J.D. Edwards' CEO and Senior Leadership Team) in competency-based ‘Targeted Selection’ methodology.• Deployed Systems Thinking methodology, achieving significant overall productivity gains and cost savings. • Developed competency frameworks for core talent management processes, resulting in greater consistency in selection, performance management, development and team effectiveness across EMEA region.• Channel management strategy lowered unit cost per hiring source by 66%, and agency placements by over 60%, while improving hires from employee referrals to 23%.• Increased individual recruiter productivity by 42% through introducing variable staffing model.• Introduced workforce planning, and established strong links to succession planning. Focus on employee, contractor and offshore workforce configuration needed to achieve business plan. Rolled out by function.• Successfully launched organization’s first Affirmative Action program and broadened existing Diversity recruitment strategies. Championed by CEO and top executives.

• As HR Business Partner, executed key talent initiatives; leading to improved employee feedback, productivity and reduced turnover.• Executed change, orientation, and redeployment programmes for staff impacted by Compaq acquisition.Delivered review of DIGITAL’s talent acquisition approach - showcased at UK Recruiting Conference for Chartered Institute of Personnel and Development benchmarking initiative.

• Guided management team through major organizational change in partnership with unions, resulting in business objectives being met, on time and with no stoppages.• Managed multi-organization team that developed and launched curriculum resource materials to 3,000 schools in the UK. A key strategic staffing initiative in support of the organization’s ten-year workforce plan.• Improved productivity and morale through development and deployment of competencies in key, frontline customer services functions.• Built strategic partnerships with leading international Executive Search consultancies, as well as relationships with international business schools in Europe and USA• Developed and promoted the British Airways ‘Employer Brand’ to target talent markets• Prominent role developing corporate outplacement program following major downsizing• Executive, managerial, technical, specialist, and college talent acquisition into Finance, Marketing, IT, Procurement, Treasury, Taxation, Human Resources, and Legal functions.• Designed and implemented selection and assessment processes for large-scale and one-off talent needs.