Lead Talent Acquisition for the Biggest and BEST company in the world. Responsible for enterprise hiring across Walmart US, Sam's Club and International.

* Lead Global Talent for a highly successful, high-growth company with 3600+ employees operating in 7 countries.* Build new global delivery model to support growth initiatives that are scalable, efficient, and effective* Partner with executive leaders to develop principles and strategies around hiring "Top Talent"* Strategic advisor involved in business decisions as it relates to sales and product development/enhancement for our Talent Platform.

Lead a team of 550 TA professionals. Overall TA transformation project that resulted in exceptional results around candidate and hiring manager experience, operational efficiency, faster time to hire, cheaper cost per hire and allowed stores and distribution channels to be better staffed than they have been n previous 100 years. Over 340K hires in 2020 and close to the same in 2021, Lowe's has experienced unparalleled growth and hiring thanks in large part to the transformation in TA.

Responsible for leading global talent acquisition function for world’s largest airline with over 130,000 employees, operating over 6,700 flights a day to over 350 destinations in 50 countries. Responsibilities include setting strategic direction across all areas of talent acquisition, including delivery model, diversity & inclusion recruitment strategy, RPO, sourcing strategy, technology, employer branding, talent attraction, selection, social media, contingent labor and reporting and analytics.Led complete transformation of Talent Acquisition department as we moved from a transaction-based model to consultative, Talent Advisor model after merger with US Airways. Global implementation of SuccessFactors modules RMK, RCM and ONB. Embraced and implemented Agile methodology across teams.

Responsible for leading Global TA Transformation. This included design and rollout of a global RPO project covering 56 countries. Responsibilities include program design, business case presentation, implementation, change management and program management. In addition to running largest, most critical program in HR, also responsible for creating and building additional global talent acquisition programs as Flowserve moves through a HR transformation initiative. Key member in design and launch of global strategic workforce planning initiatives. Responsible for strategic workforce planning methodology and currently part of team implementing Vemo. Additional talent acquisition programs include, but are not limited to, strategic talent planning, building new talent acquisition structure, sourcing model, social media, vendor management, workforce planning, strategic metrics dashboard, ATS optimization, employment branding, and process re-engineering.

Provide Talent Acquisition leadership over Credit/Loss Mitigation, Capital Markets, Enterprise Risk, Customer Engagement, Multifamily and Underwriting & Pricing divisions.

Projects:Global IT and Business Consulting Firm• Consulted on hiring and selection best practices coupled with selection of new senior leadership teamGlobal Retail Services • Brought in to redesign talent acquisition and talent management function to include, but not limited to, the selection and negotiation of new technology, process re-engineering, personnel transformation and realignment, metrics design and implementation, communication plans & career mobility initiativesHuman Capital Consulting & RPO • Brought in to spearhead operations and consulting practice for Executive Search and Human Capital Consulting firm• Subject matter expert with regards to talent acquisition and talent management strategies to include, but not limited to, OE/OD program development, talent acquisition and workforce management strategies, process optimization and reengineering, performance management, leadership development and employee engagement.• Led 3 different international engagements

Accountable for all recruitment related activities from entry-level through executive search for employee population of over 12,000, consisting of a mix of union and non-union employees. Also responsible for creating College Recruiting Program which included design of program, college/university relations and selection, development of marketing materials and advertising campaigns. Instrumental in developing and managing MBA Rotational Program, leadership development program, OE/OD, and workforce management programs.

Hired to start recruiting practice within the Patient Financial Services (PFS) Division, which includes 3,300 employees. This was a high-volume shop where we also consulted with compensation, benefits and the business.