As a Senior Talent Acquisition Partner specializing in Military and Veteran Outreach, I've been instrumental in developing and building a robust pipeline of talent for Ford Motor Company in the United States. My expertise lies in identifying and recruiting highly qualified Veterans and transitioning military service members. I've developed and implemented successful strategies to attract top talent, ensuring that Ford benefits from the unique skills and experience this demographic brings.I'm deeply engaged with military communities, fostering strategic partnerships, and actively networking to build a diverse pool of candidates. My efforts have consistently resulted in bringing in exceptional individuals who contribute significantly to Ford's success.• Strategic Sourcing and Pipeline Development: Developed and implemented successful strategies to attract top talent, including proactive outreach, networking, and managing a robust database of applicants and leads.• Collaboration and Partnership: Worked closely with recruiters, hiring leaders, DEI sourcers, and HR business partners to develop and execute sourcing plans, ensuring diverse talent slates and meeting hiring needs.• Candidate Engagement and Experience: Established meaningful relationships with hiring managers to understand their needs and goals, providing a top-notch candidate experience through proactive outreach and engagement.• Market Expertise and Trend Analysis: Educated recruiters and hiring managers on marketplace trends and candidate landscapes, ensuring Ford's competitive edge in talent acquisition.• Project Management: Managed recruitment projects, attending networking events and career fairs to build a strong presence within the military community.• Compliance and Process Excellence: Maintained compliance within the recruitment process, ensuring a smooth and efficient experience for all stakeholders.

I served as a Management Instructor at Central Texas College’s satellite campus in Ft. Knox, KY where I’m responsible for teaching a variety of 15 individual courses to build and strengthen leadership & management skills. Overall, I’ve trained 200+ students receiving the Supervision Management Certificate.

As a Senior Program Manager for Talent Acquisitions and Management, I’m responsible for supporting annual in-service employee retention goals through the implementation of retention programs and strategies.In this role, I lead a team of 3 employee retention specialists contracting 375 of division’s Soldiers into the United States Army’s reserve components (National Guard / Army Reserve). Overall, I collaborate cross-functionally to ensure program activities and employee retention practices align with the organization’s short- and long-term goals and objectives. Key contributions include: • Implements strategies and best practices to fill 418% of Commanding General’s assigned reserve component requisitions• Saves Army approximately $7.2M in associated costs & expenses related to recruiting new Soldiers into vacant positions

Provided leadership as a Master Trainer & Systems Manager where I managed system access for 103 field recruiters and 9 regional managers. This position included delivering oversight of systems access and usage of federal information technology program to transfer an individual’s personal and service data to gaining component. I also traveled to recruiter locations to train on correct policy and usage of the program, as needed. In addition, I focused on identifying areas of opportunity and implementing best practices for driving improvements. Key contributions included: • Assisted onboarding new recruiters by traveling on-site to deliver training and establish recruiting position expectations• Wrote and edited policies, regulations, and standard operating procedures encompassing all aspects of recruiting job

As a Senior Operations Retention Specialist, I was responsible for supporting annual in-service retention goals while working directly for the 18th Airborne Corp. This role involved maintaining responsibility for identifying, tracking, and reporting current and projected mission goals to meet the desired end strength. Key contributions included: • Supported, counseled, and interviewed over 25K+ Soldiers within a 2-year period meeting retention goals• Gathered and compiled data collection of 15 lower commands nationally to analyze & assess glide path to achieve goals• Identified inconsistencies, discrepancies, and hurdles before issues became an obstacle stopping mission production

I provided leadership as an Employee Retention Program Manager where I was responsible for retaining, motivating, and redirecting career paths to complete transition from civilian to military. In this role, I focused on motivating and managing 1.4K+ failing trainees to complete training. Additionally, I assisted the CASCOM CEO (Commander) in filling critical requisitions while decreasing natural attrition rate of 1.9% in reserve components.

I served as a Contracting Officer’s Representative assisting the acquisitions office in drafting requests for proposals. In this position, I acted as subject matter expert on numerous selection boards. I also maintained responsibility for implementation and management of awarded contracts. In addition, I collaborated alongside each vendor to ensure key timelines were met and deliverables received according to contact obligations. Key contributions included: • Managed 13+ contracts valued in excess of $58M while processing timely payments to vendors to avoid interest charges• Focused on facilitating and ensuring successful and prompt delivery of goods and services to over 2.5K+ field recruiters• Led National Recruiting Campaigns for 8 programs encompassing national logistical campaigns & diversity recruitment

As a Professional Recruiter, I was responsible for generating new employee leads by performing cold calls, market analyses, and in-person interviews to determine candidate eligibility. This role involved processing qualified individuals for employment within the North Carolina Army National Guard. I also collaborated within cross-functional environments to ensure recruiting performance goals were achieved. Key contributions included: • Recognized for successfully exceeding recruiting goals and objectives by filling 125% of assigned requisitions in 3 years• Earned title of Master Recruiter by effectively placing 90 entry-level employee acquisitions that overproduced the bar