As President of R E Search, a boutique search firm specializing in hospital and senior care organizations, I lead talent acquisition efforts, drive business development, and consult on HR strategies. I leverage data-driven insights to match top-tier talent with healthcare organizations nationwide. ❖ Led data-driven talent acquisition strategies, leveraging analysis tools to identify trends, optimize sourcing methods, and uncover new business development opportunities in the healthcare sector.❖ Conducted detailed requisition intake with client organizations, ensuring clarity on role requirements and aligning hiring strategies to secure quality matches for specialized healthcare positions.❖ Built a talent pipeline that resulted in a 40% decrease in time-to-fill for senior healthcare roles, while creating equitable matches, placing individuals nationwide in hospitals and senior care organizations.❖ Utilized tools like LinkedIn Recruiter to source and engage with passive candidates.❖ Implemented strategic business development initiatives, resulting in a 30% increase in client partnerships over three years.❖ Executed a fully remote recruitment process, successfully placing candidates in healthcare roles across multiple U.S. regions without compromising on quality.❖ Collaborated with clients and candidates remotely, leveraging virtual communication tools to maintain strong relationships and ensure seamless hiring processes.Key Achievements:❖ Closed 40+ client agreements, resulting in 65 job orders and a 80% fill rate for senior healthcare roles.❖ Developed a candidate evaluation framework that increased the quality of hires by 35%, reducing turnover within the first year of placement.❖ Expanded the firm's client base to 30+ healthcare organizations across the U.S. through strategic networking and business development initiatives.

As an Executive Committee Member and DEI Hiring Advocate at the Sierra Club, I champion diversity and inclusion initiatives, participate in recruitment efforts, and support strategic planning for one of the nation’s leading environmental organizations.❖ Represent and vote on behalf of the chapter at the Council of Club Leaders Annual Meetings.❖ Participated in DEI-focused hiring initiatives, enhancing equity and inclusion in the recruitment process for key leadership roles (e.g., Chapter Director and Communications Coordinator). This resulted in a 25% increase in diverse candidates in the final selection pool. ❖ Promote the mission of the club while participating in Executive Committe, chapter and group Nomination Committees and General meetings.❖ Participate in long range planning while ensuring financial stability and solvency.❖ Maintain consistency in resource allocation in keeping with the opportunities, capabilities and commitment of the chapter/group.❖ Provide strategic leadership by implementing HR best practices and ensuring alignment with organizational goals, resulting in a more engaged and inclusive volunteer base.❖ Participated in virtual meetings and remote volunteer efforts across multiple regions to ensure project continuity and stakeholder alignment.

As the Director of Human Resources at Tahoe Biltmore Lodge and Casino, I led the HR function for a historic casino hotel, developing and implementing strategic HR initiatives to enhance employee experience, streamline processes, and align HR practices with business goals. I played a key role in driving cultural transformation and adapting HR strategies to support business continuity during the COVID-19 pandemic.❖ Implemented talent development programs that increased employee engagement by 25%, aligning HR initiatives with business objectives to support organizational growth.❖ Led organizational change initiatives, collaborating with senior leadership to drive transformation, resulting in a 30% improvement in operational efficiency.❖ Streamlined payroll and recruiting processes by upgrading to the iSolved system and standardizing forms, resulting in a 40% reduction in administrative time.❖ Increased employee retention by 20% through initiatives that focused on task clarity, growth opportunities, workload management, and recognition. ❖ Adapted HR policies and procedures during the COVID-19 pandemic, implementing flexible work arrangements and safety protocols that ensured business continuity and employee well-being.❖ Developed a performance management framework with key performance indicators (KPIs), leading to a 35% increase in employee participation in goal-setting and professional development programs.❖ Cultivated a culture of trust and inclusivity by implementing open communication channels and employee recognition, leading to higher engagement and morale.Key Achievements:❖ Reduced turnover by 15% within two years by implementing a comprehensive employee engagement strategy.❖ Successfully managed HR operations for over 100 employees, including recruitment, onboarding, performance management, and compliance.❖ Enhanced workforce readiness by developing a cross-training program that increased internal mobility by 30%.

As an Account Executive at Management Resource Solutions, Inc., a long-term care and executive search firm, I led talent acquisition efforts and built strong client relationships to meet organizational staffing needs. I focused on identifying new business opportunities and delivering strategic hiring solutions for healthcare and executive roles.❖ Developed and implemented strategic talent sourcing plans that increased candidate placement rates by 30%, ensuring alignment with client hiring needs and enhancing business growth.❖ Expanded client base by 5% through targeted prospecting and customized hiring solutions, increasing the firm's market presence and service offerings.❖ Managed client relationships by fostering clear avenues for communication reducing complexity and clarifying expectations within processes.❖ Utilized talent acquisition best practices to source high-caliber candidates, including passive candidates, for specialized roles in the healthcare sector.❖ Collaborated with hiring managers to refine job requirements and align sourcing strategies, resulting in a 20% reduction in time-to-fill for executive positions.❖ Cultivated strong client relationships through open communication, setting clear expectations, and consistently exceeding service delivery standards, resulting in a 90% client satisfaction rate.❖ Identified and secured 15 new client accounts by evaluating organizational needs and delivering customized recruitment solutions.Key Achievements:❖ Drove a 30% increase in candidate placements through strategic sourcing and relationship management.❖ Consistently achieved or exceeded targets by generating new business and expanding services with existing clients.❖ Reduced hiring turnaround time by 20% for executive roles, improving client satisfaction and time-to-fill metrics.

As the Recruiter and HR Manager at CPI Solutions, I led the HR department in establishing talent strategies, developing policies, and optimizing recruitment processes. I played a key role in ensuring legal compliance while supporting business growth for a leading IT solutions provider.❖ Spearheaded the development and implementation of HR policies, ensuring legal compliance and enhancing employee relations, which contributed to a 30% increase in employee satisfaction.❖ Built the HR division from the ground up, designing and implementing strategic policies and procedures that improved operational efficiency by 30%.❖ Captured and hired seven passive Microsoft and Cisco certified engineers within four months, expanding the company's technical capabilities and enabling a 25% increase in business consulting engagements.❖ Reduced time-to-fill for key technical roles by 30% through proactive recruitment strategies and targeted sourcing of passive candidates.❖ Developed a comprehensive talent acquisition strategy that resulted in a 50% improvement in the quality of hires and reduced turnover by 10%.❖ Led the design and implementation of a web portal for HR resources, providing employees with easy access to policies, benefits information, and training materials, which increased employee engagement by 15%.❖ Recruited and secured seven passive Microsoft and Cisco certified engineers within four months, driving business growth and expanding technical expertise.Key Achievements:❖ Built the HR function from scratch, implementing processes and policies that reduced HR operational costs by 20%.❖ Achieved a 30% reduction in time-to-fill for technical roles, streamlining the hiring process for key positions.❖ Increased employee engagement by 15% through the development of a web portal for HR resources and targeted communication initiatives.