Talent Acquisition Leader Developed the talent acquisition operations model managing the hiring of 2,000+ permanent, contingent, full-time, and part-time positions yearly, across 4 locations in North Carolina. Led a team of 4, comprised of a Talent Acquisition Manager, Senior Recruiter, Senior Human Resources Information Systems (HRIS) Analyst and Coordinator.•Positioned the organization as a regional Employer of Choice and ensured brand-specific on boarding for all positions.•Responsible for the Corporate Talent Acquisition strategic direction meeting desired organizational staffing goals.•Directed the successful embedding, and on-going management, of a regional recruitment team satisfying multiple locations, multiple business models.•Built a data-driven recruiting organization, providing relevant analytics to internal key stakeholders offering financial insight, supporting workforce management planning.•Drove end-to-end compliance, process efficiency and best practice implementation.•Developed alternative labor strategies to enhance and support the existing solution (e.g. outsourced, contingent workforce, campus recruitment, etc).•Facilitated project plan to implement a structured managed service provider program which resulted in $60 million in reduced labor costs over a 7-year period. •Minimized time to fill positions to a 35-day average on all positions, down from 70 to 120 days.•Contributed to a $13 million year-over-year improvement to plan in cost performance as a member of the Supply Chain Human Resources Management team.•Enabled the Talent Acquisition team to recruit, process, and onboard 450 external hires within a 12-month period; additionally, staffed a specific project with 70 new hires within a 3-week time frame.•Uses various sourcing tools and techniques to identify high potential candidates via social and professional networking.•Achieved an 80% improvement in candidate experience by facilitating quarterly new hire feedback sessions

Partnered with diverse business leaders to drive the implementation of a broad-based Human Resources strategy including change management, employee relations, talent management, succession planning, leadership and organizational development, employee engagement and recognition, talent acquisition and on-boarding, performance management, project management, leave administration, labor regulations and FCC-EEO compliance.•Strategic partner to business leaders assessing organizational capabilities and identify needs; contributed to the development of strategies that aligned with short and long-term business objectives.•Coordinated the monitoring of team member engagement. Actively advocated and integrated principals of engagement to create business environment that optimized team member efforts and business effectiveness.•Facilitated talent review process and succession planning. Worked with business units to identify key talent and created programs to ensure ongoing employee development.•Coordinated client performance management process facilitating and participating in talent talks and development plans.•Provided leadership and support with organizational change initiatives and developed proactive communication to team members.•Managed conflict resolution, complaints and conducted investigations in order to move toward resolution.•Made recommendations and partnered with the Ralph Lauren Fair Employment Team and Legal in order to ensure consistency with organizational policy, practice and EEO regulations.

Delivered a strong talent bench by attracting top talent for 2 New York facilities consisting of 385 total beds; reported directly to the executive leadership team and served as a trusted business partner while recruiting for all levels of positions, including senior leadership.Defined, developed, and implemented best practices and strategic processes by partnering with management teams in Nursing, Rehabilitation, Recreation, Social Services, Maintenance, Finance, and Administration.Furnished counsel to management on Service Employees International Union (1199SEIU) policies as related to the recruitment process.Owned the full recruiting lifecycle from needs identification to job descriptions, to sourcing and screening, to interview questions, to creating compensation packages.