Executing on various recruiting strategies to identify, screen and delivery high quality, diverse talent to meet business hiring demands. Main point of contact for candidates and hiring managers, supporting full-life-cycle hiring, in a global hub location.ResponsibilitiesWorks with Hiring Managers and Sr Client Search Leads to understand hiring needs.Leverages market expertise in distinct strategic skills to identify and acquire best in class talent.Accountable for keeping the Applicant Tracking System (ATS) accurately always updated.Develops candidate interest for available positions.Identifies target companies, user groups, professional associations which could inform search parameters.Utilize agile methodologies to facilitate data integrity and system integrations.Uses Data/Insights/KPI’s to inform and improve search/hiring results.Guide other team members to help generate candidate pipeline.

• Provides recruiting expertise to find, attract and hire the talent needed by Intel to support technology and product roadmaps• Couples business acumen and insight with labor market data and knowledge of talent pools to develop sourcing plans and strategies to meet not only the current business need but support the long-term talent requirements of Intel.• Leverage talent expertise, understanding of talent acquisition plans (TAP), business model, operations, competitive position, and business group products to identify the top business priorities and make recommendations and influence the hiring team, manager or internal stakeholders regarding talent acquisition plan• Creates a great user experience for candidates through direct engagement and interaction throughout the hiring lifecycle• Establish and leverage candidate networks to advocate on behalf of Intel• •Continuously evolve and share recruiting knowledge and expertise regarding finding, attracting and hiring the best talent for Intel's constantly changing needs• Communicate effectively to convey key information, set and manage expectations. Consult with HM's to unearth their challenges and enable them to recruit effectively• Manage and influence stakeholders, build trust and drive actions through stakeholders• Problem Solving: Identify the root cause, brainstorm and implement solutions• Manage Competing Priorities: Effectively manage your time, make resource trade-offs and propose solutions with stakeholders• Results Driven: reach and exceed goals relating to recruiting key performance indicators (KPI's), stakeholder capability and course correct as needed• Team Collaboration: Leverage teamwork and collaboration across the business

As part of the pilot program that implemented the new position of Talent Coordinator within Intel’s Global Talent Acquisition Group, I engage in a close partnership with Recruiters, facilitating the hiring process for USA Engineering groups with responsibilities focused on transaction/administrative tasks, ATS management and safeguarding process/legal compliance.• Responsible for auditing and posting requisitions ensuring proper grammar, spelling, overall aesthetics and use of compliant language.• Communication and timely follow-up with candidates regarding their documentation. Replying to hiring process related questions as needed.• Review of candidate documentation to ensure compliance adherence regarding all aspects of hiring eligibility, including knowledge of USA immigration• Gathering and verification of offer details/compensation• Requisition management in ATS system (WorkDay/SmashFly): candidate management, offer development, offer acceptance and candidate disposition.• Supporting recruiters, candidates and hiring managers with ad-hoc requests involving complex cases. Taking the lead if additional steps are needed and as liaison with pertinent stockholders, ex: Legal Department, etc• Co-Trainer of Talent Coordinator On-boarding• Due to the new nature of the role, active in identifying and driving process improvements/standardization

- Responsible for the Interviewing and complete OnBoarding process of new hires and internal promotions- transfers for the Industry Division in the USA.- Coordinating and scheduling complex interviews with Senior level managers across Siemens managing various time zones.- Supporting candidates through the end to end OnBoarding process via the Applicant Tracking system, Transitions OnBoarding tool and Sterling Background checks.- Communication bridge between candidate, recruiter and Hiring manager.- Work on continuous improvements for processes regarding the daily core HR coordinator functions.- Generate metric reports of all new hires and internal onboarding for different business units.- Make monthly slide reports of workflow volume for the Talent Acquisition Coordinators team. - I created a macro to reduce the time to create the report from 1 hour to 2 minutes.- Team Lead functions for a group of six HR coordinators assisting on career path development and metrics improvement.- Active contributor for the Internship Program with University and High Schools students to the company.

I worked one-on-one with employees while maintaining successfulpartnerships with HR Business Partners, Benefits, Stocks, Payroll,Talent Management and Operations partners to find the solution forthe customer while providing a world-class employee experience.In this role I mastered my research skills and ability to resolve HR issueswhile using a case management system to document and track everycall with high level of accuracy. Moreover, I encouraged self-servicetools available for all employees.As a member of the HR organization, I handled confidential andsensitive information, as well as demonstrated strong integrity andethical behaviors. I used my strong analytical and critical-thinkingskills to bring about continuous improvement on a daily basis; put myexceptional customer service, communication, organizational skills,superior attention to detail and ability to prioritize to work in afast-paced, rapidly changing HR environment.Also worked as a Recruiter Consultant on high volume seasons.