• Worked closely with multiple clients to outline talent needs and search and recruit for hard-to-find candidates in mid-size to large companies. Clients included: healthcare, biotechnology, chemical, food and beverage, water treatment, facilities engineering, manufacturing, education. • Displayed complex talent research skills to uncover candidates with the necessary skillset and experience varying in difficulty from rare to having specific niche experience. • Collaborated with C-suite, HR, hiring managers, and stakeholders to locate talent and support the interviewing, selection, and hiring process. • Handled job offers and negotiated salary, benefits, and relocation packages with potential

• Led the company’s entire talent acquisition, recruiting, and onboarding functions for manufacture. Responsibilities included: data analysis, forecasting, talent planning, hiring, and sourcing strategy, selection, recruiting, hiring, salary negotiations, strategic initiatives implementation, compensation analysis, vendor management, talent pipeline development, ROI, retention, exit interviews, negotiated vendor agreements, plus secured grant training awards. • Created a new talent acquisition strategy and directed the revamping of the entire hiring and recruitment process. Implemented new strategies, processes, hiring of internal recruiters, and eliminated all external recruitment firms. Results saved $1.2M.• Researched, analyzed, conducted cost comparisons, and supported the selection process on moving to a new comprehensive HRIS system involving Applicant Tracking System (ATS), payroll, employee training tracking, compensation, and benefits administration. • Managed the one-year implementation project for the HRIS system in collaboration with HR stakeholders and IT. • Established a new hiring strategy and internal recruitment processes to turnaround a broken system for hiring new talent. Built relationships and trust of all hiring managers enterprise wide. • Developed and made process improvements to the onboarding of new employees. Created a new webinar for all new hires to provide key information on internal operations and company culture. Results saved 400 HR hours annually while improving the onboarding process for employees. • Created and implemented process improvements and new procedures involving reference checks, drug testing, and background checks prior to finalize the hiring of new employees.