- Schedule complex phone, video, and on-site interviews including travel (as needed) for assigned recruiters- Manage pre-onboarding process, including background check/drug test and relocation approvals (as needed), for both external hires and internal transfers- Lead/Mentor a team of 3 other Talent Attraction Coordinators.- Train team members on systems & processes- Lead and/or Support process improvement projects utilizing Kaizen continuous improvement principles.

- Manage full life cycle recruiting process for direct labor roles at assigned sites- Support hiring managers and RPO recruiting team to ensure indirect labor roles are filled in a timely manner- Create & Maintain recruiting dashboards to track candidate pipeline and recruitment process- Train direct labor RPO employees on TE recruiting process and systems- Support strategic HR Projects at assigned sites. Highlights include: - Creating “Manager 101” training for new to TE/newly promoted managers - Conducting focus groups to better understand Employee Engagement Survey results - Pulling Comp Analyses for Internal Groups - Supporting Year End & Merit Processes

- Schedule complex phone, video, and on-site interviews for an average of 600 candidates per year, including travel (as needed), and provide day-of candidate support for assigned recruiters, including global executive recruiting team with a focus on candidate experience- Draft offer letters - Manage pre-onboarding process, including background check/drug test and relocation approvals (as needed), for both external hires and internal transfers- Manage agency temporary hiring process and temp conversions for Corporate BU, including four distribution center locations - Includes two large scale distribution center conversions (60 employees at each location)- Train new team members on systems & processes- Manage PO process with external suppliers & internal stakeholders- Lead and/or Support process improvement projects utilizing Kaizen continuous improvement principles. Highlights include: - Create candidate interviewing best practices guide - Optimization of background check review process - Update and regular audit of global HR SharePoint site - Test new applicant tracking system

- Manage scheduling, logistics, and program budgets for live sessions of enterprise-wide high potential leadership development programs at all band levels of the organization which support about 125 employees globally- Support the day to day administration of the Early Career Rotation Program (US and EMEA), including: a. Serving as a liaison across all functional and BU level programs to foster consistency across programs b. Overseeing the work of third party immigration, relocation, and tax vendors for program participants c. Collaborating with associate-led groups, such as Visibility Event Committee and Leadership Speaker Series d. Design post-program surveys, analyze the results, and provide recommendations for improvements to program managers- Manage PR/PO process with external suppliers- Collaborate with the I&D Manager to develop programming for International Women’s Day, Take Our Daughters and Sons to Work Day, and annual I&D Month- Manage SharePoint site content for various program sites- Provide administrative/travel support to senior leaders as needed

- Managed full life cycle recruiting process for multiple programs/departments within the company- Collaborated with program leadership to identify the most critical roles within the program- Worked with HRBP, other TAPs and Talent and Organizational Development Partner on various projects to aid in recruitment and retention- Analyzed turnover and exit interview data to better assess incoming candidates- Initiated conversations with local college groups and plan recruiting events

- Provided global expatriate services to large international companies in the health care, pharmaceutical, manufacturing, and entertainment industries- Created standardized processes for day-to-day work and meet deadlines on monthly deliverables and managed implementation of processes with KPMG India Team- Created cost projections and LOUs to help clients analyze assignment costs- Liaise with other third party vendors for the client in order to create a smooth experience for the assignee- Prepare payroll instructions; Calculate retro payments and hypothetical taxes and assist in the implementation of annual merit increases- Analyze compensation data from clients and utilize in-house systems to plan for global year-end tax return preparation- Work with KPMG foreign offices on global projects including proper taxation of world-wide income for assignees

- manage the arrival and departure of over 40 expatriate employees to/from the United States on either temporary or permanent assignments- act as main point of contact for expatriate employees and their families and assist them in adapting and understanding daily life in the United States including; applying for US Driver’s License, Social Security Number, and Bank Account finding rental housing enrolling their children in local schools- work closely with HR and Business Unit Managers (both local and abroad) to assist in handling employee relations issues- operate as HCM liaison for the expatriate population regarding topics such as Employee Benefits, Payroll Issues, Performance Review, and Immigration Status- work with Chief Corporate Officer and other members of management to make changes to the expatriate program including reviewing contracts in both English and Spanish to make wording more cohesive simplifying the monthly payment of allowances and reimbursement of one-time payments developing standardized processes for requesting fleet cars, laptops, and other company issued benefits- manage tax preparation process for expatriate employees with the assistance of KPMG to ensure the proper reporting of worldwide earnings- assist in the processing of biweekly payroll for the entire US workforce using ADP- assist outside Immigration Counsel with the Visa application/renewal process (experience with H, L, J, and E visas, and perm process) develop standardized process for new applications and update tracking process for current visas to avoid delays expand personal knowledge base in order to cut legal counseling fees train managers and employees to understand the immigration process and the implications of not following proper procedures- HRIS (SAP) duties including onboarding, maintaining employee information, tracking training hours, and reporting- conduct orientation sessions for new expatriates