Russell West Email and Phone Number

Contracted through Advanced Resources, to work as a Talent Acquisition and Human Resource Professional assisting in the organization-wide launch of Workday and collaborate as a key partner with the new HR leadership team in the redevelopment of the HR function within Lurie Children’s Hospital including the development and implementation of training programs and workflows within Workday, company policy creation and implementation, and development of talent acquisition and employee retention strategies to reduce the vacancy rate and increase employee retention. • Human Resources and Talent Acquisition: Assisted the new Human Resources leadership team in rebuilding and establishing a new fully functional Human Resource Department with up-to-date policies, a full-cycle recruitment strategy that would lower vacancy rate and ensure the staffing needs are met for the future and acting as a strategic Human Resource partner for various departments within the organization. • Process Optimization and Management Training: Successfully worked with the team to ensure a successful launch of Workday throughout the organization. This included, but not limited to the creation of workflows and process optimization in Workday, creation, and implementation of Workday training programs for department managers, all resulting in a streamlined application and onboarding process for an improved candidate experience.• Talent Acquisition: Supported and consulted on recruitment for 35 departments such as Radiology, Laboratories, Pharmacology, Psychology, etc. by rewriting job descriptions and establishing market competitive salary grades for various open Allied Health positions such as Radiologists, Medical Technologists, Pharmacists, and Pharmacy Techs, often maintaining an average portfolio of 85 requisitions with a maximum of 138 open requisitions.

• Talent Acquisition: Recruit non-clinical and clinical staff for Northwestern Medical Group and Northwestern Memorial Healthcare Corporation. Conduct phone, video, and in person interviews using Authoria and Taleo, while managing ~50-75 open requisitions and averaging a monthly fill rate of ~15-20 new hires. • Campus Engagement and Recruitment: Organized, developed, and launched an integral Medical Assistant program between Northwestern Medicine and Malcolm X College one of the City Colleges of Chicago, increasing the accepted Medical Assistant Externs from two to 22. The success of this program increased Northwestern Medicine’s qualified candidate pool and improved first year retention and thus was expanded creating similar programs between Malcolm X College and Northwestern Medicine for other Allied Health positions. • Hiring Manager Relationships: Partnered with hiring managers in all aspects of their staffing needs including recommending solutions to address the needs of their department, assisting to identify and providing feedback on hiring ideal candidates, and providing recommendations on competitive compensation packages.• Onboarding and Training: Provided training to new and existing Talent Acquisition Professionals on HR policies, organization culture, efficient ATS utilization, and best recruitment practices. • HR Strategic Partner/Employee Relations: Provided continuous HR assistance to hiring managers and senior management to successfully develop strategies to retain a highly skilled and engaged workforce and recruit the missing talent that was needed to ensure that the goals of the organization were met. • Engagement and Retention Improvement: Regularly partnered with senior leadership in my supported departments to analyze and strategize solutions to lower turnover in high need positions often resulting in the organization of focus groups to gather information to make decisions that would benefit the employee and organization.

Assisted the Human Resource Team as a contractor by sourcing talent through networking and use of social media, to recruit, interview, and hire, teaching professionals for Head Start and Early Head Start Programs.• Talent Acquisition: Regularly met with senior leadership to analyze staffing levels and ideal projection levels to properly forecast the needs of the workforce in each of the Head Start locations. Designed effective strategies to successfully source, recruit, and screen qualified candidates, focusing on diversity to create a more inclusive work environment. • Social Networking: Managed a wide variety of job postings and developed a network of potential recruits through social media and job boards such as LinkedIn, Bullhorn, CareerBuilder, and Indeed.com. Developed and retained relationships with local colleges and universities to ensure a constant flow of new applicants to the organization. • New Employee Onboarding: Administered new hire onboarding, explanation of benefits, and ensured the completion of all paperwork in compliance with state and federal laws.

Contributed to a cross-functional team performing a variety of functions related sales, strategic management, admissions, and HR for Pacific Oaks College, a college with ~1000 graduate and undergraduate students.• Professional Interviewing: Successfully performed ~30 consultative interviews/month with potential clients, discussing their professional histories, academic achievements and interests, and their career goals.• Consultative Selling: Consistently beat recruitment/sales goals by 15% or more, qualifying ~300 leads per week with follow-up calls, converting them to applicants, coordinating interviews, and facilitating enrollment.• Consulting and Solving Problems: Led strategic initiatives for the College related to sales and recruiting, financial forecasting, performance management, and workflows. E.g. led a 6-month project with members of the finance, admissions, faculty, and student services departments to develop service design for new students.• Conducted Annual Reviews for Staff: At the direction of management conducted semi-annual reviews providing feedback to employees to encourage company engagement leading to the completion of their annual review, resulting in positive reviews, increased salary increases, and improved retention.

Successfully performed duties related to recruitment, sales and sales management, communications and student support, and training of newly-hired staff.• Consultative Selling: Successfully produced ~$500,000 of revenue/month, consistently reaching top sales performer status. Regularly qualified ~100 leads/day and achieved a 50% lead to applicant conversion ratio. • Professional Interviewing: Performed ~100 consultative interviews per month with prospective students to discuss their professional histories, academic achievements and qualifications, and their career ambitions to determine their fit within the organization.

Recruited and trained managers, retail staff, and other support staff for Hollister’s Midwest (US) operations.• Human Resources / Professional Interviewing: Constantly recruited and trained employees, meeting recruitment targets by traveling to college campuses, poaching talent from competitors, reviewing high volumes of resumes, conducting professional interviews, administering background checks, and onboarding new hires. E.g. recruited 89 managers and staffers prior to opening a new flagship store in Iowa.• Managing Performance through KPIs: Successfully liaised with headquarters on a daily basis, reporting key performance metrics (esp. related to headcount, deadlines, and training) and managed the performance of newly-hired store managers.• Professional Onboarding: Regularly provided training to managers regarding HR policies and procedures, while also ensuring that the part time employees understood labor laws and how to contact HR to report violations.