- Consult with senior business and HR leaders on critical talent gaps and drive aneffective and efficient talent strategy in support of the business.- Network, source and build a talent pipeline to attract the highest skilled individuals tojoin TWG.- Screen, evaluate and qualify candidates, including conducting in-depth candidateinterviews to develop a deep understanding of candidate qualifications andcompetencies.- Understand the TWG business strategy and consult on the talent strategy.- Develop and ensure implementation of high-quality national recruitment,interviewing, selection, and strategic onboarding processes. Build the skills andcommitment of hiring managers to follow best practices in all stages of the talentacquisition life cycle.- Review applications and assess candidate qualifications against criteria established inthe job descriptions.- Track the progress, correspond and negotiate with candidates throughout the hiringprocess.- Source passive candidates via cold-calling and LinkedIn recruiter direct messaging.- Serve as dedicated point of contact for candidates as they go through recruitmentcycle.- Attend professional networking events and recruiting events to connect with realestate, construction and property management professionals.- Ensure timely communication with candidates and hiring managers on the recruitingprocess and pending needs.- Present ongoing requisition updates both written and verbally to the Director of HRand Business Leaders.- Work collaboratively with Human Resources Director to ensure achievement ofdepartment objectives.- Promote employer brand online through social media and job boards.- Conduct reference checks and order background checks.

Aligns the multiple TA workstreams toward a more efficient recruiting flow. Delivers Talent acquisition and talent management efforts with the organization’s strategy, business objectives and acquisition/retention goals in mind. Oversees a cross functional recruiting team supporting Pilot hiring, Maintenance and traditional corporate recruitment. Assists the Director in developing strategies, programs and identifying/utilizing tools and trainings needed to identify, attract and select the most qualified talent. Assists in the development of recruitment policies and procedures. Reviews and analyzes all current recruiting practices and processes and make appropriate recommendations for any changes, improvements, alternatives, etc. Partners with finance, legal, employee relations and other internal client business partners to align hiring and recruitment strategies with budgeted staffing projections. Effectively manages and synthesizes recruiting data to ensure the team is on track and identifies/corrects shortcomings. Ensures adherence and full utilization of the applicant tracking system. Performs other projects and duties as assigned or required.

Manage the Talent Attraction team of a National Electrical Contractor by developing and implementing new recruiting methodologies/processes that ensure the company attracts quality personnel necessary to meet established goals and objectives throughout the 10 locations across the country. This includes: Robust Recruiting/Hiring Practices which led to record hiring; Development of an Employee Referral Program which positively impacted cost per hire; and overall management of Talent Attraction departmental budget and personnel. The results have led to the hiring of 1,775 non-exempt and 193 exempt employees from 2015 through 2017. Developed employer branding strategies and social media recruiting strategies to drive applicant flow to careers site. Coordinated college campus recruiting activities and served as brand ambassador for all community outreach.

Recruited into new corporate role to develop infrastructure for recruiting departments in Indianapolis, IN; Austin, TX; and Franklin, MA. Created new roles and responsibilities along with corresponding job titles and job descriptions for recruiting department. Mentored and trained a recruiting staff of 10. Developed new recruiting, interview, and hiring strategies, policies, procedures and processes that led to 1,700+ new hires within 6 months. Created an employee referral program that reduced cost per hire. Developed successful grassroots recruiting strategies that exceeded hiring goals for bilingual candidates. Developed employer branding strategies and social media recruiting strategies to drive applicant flow. Researched market intelligence for CPO and CEO that led to a more competitive compensation package for Intent Analyst position.

Facilitated various recruiting processes including coordination of labor planning requests, and generated recruiting office metric reports. Conducted thorough assessment of recruiting process and activity on a weekly basis . Managed recruiting metrics/analytics and produced daily/weekly reports detailing recruiting activity. Led, directed, coached, developed and managed performance of 14 recruiters. Directly responsible for associate development. Monitored daily client staffing needs based on immediate and forecasted order volumes. Monitored procedures to ensure that the overall operations ran effectively and efficiently. Maintained a working knowledge of and complied with all company policies, procedures and co-employment laws.

Mentor and train campus Directors of Career Services throughout the company. Develop and facilitate training programs for new directors. Facilitate weekly training and production calls with underperforming campuses.

ITT Technical Institute is a leading provider of technology-oriented postsecondary degree programs designed to help students develop skills and knowledge they can use to pursue career opportunities in a variety of fields. At our more than 120 accredited ITT Technical Institutes located in approximately 40 states, we predominately provide career-focused degree programs of study in fields involving technology, criminal justice, business, and nursing to approximately 80,000 students. Today, we continue to execute our model, add new programs of study, and grow at a very rapid pace building new campus locations across the country.The Director of Career Services is responsible for planning, developing and administering career and employment assistance programs for students, graduates and alumni. The Director of Career Services will build effective relationships with local and regional corporations, non-profit and government organizations and community partners to identify employment opportunities. Responsibilities- Develops and implements marketing plans to achieve graduate employment goals.- Maintains presentation skills certification.- Organizes and sets the Career Services Program annually.- Oversees training and development of the Career Services staff.- Builds and maintains relationships with local and regional corporations and organizations.- Develops and maintains systems used to identify employment. opportunities for students.- Assists graduates in securing employment in their field of study.- Provides career coaching and interview techniques through seminars and workshops.- Oversees maintenance of Career Services database.- Maintains department compliance with government and accreditation regulations.- Manages quality surveys.- Serves as a member of the school’s Advisory Committee.