Sandra Stratton, Sphr, Shrm-Scp Email & Phone Number

Southfield, Michigan, US

• Lead full-cycle recruitment for executive to technical, hard-to-fill positions. Partner with management and executives to effectively deliver the best talent.
• Model company values and communicate job requirements and organizational climate.
• Define short and long-term onboarding strategies for high potential talent aligned with organizational priorities.
• Track and report critical metrics and KPIs.
• Work cross-functionally with HR, senior leadership and executive directors to identify opportunities to design optimal organization and identify critical roles.

Southfield, Michigan, US

• Led the Talent Acquisition team to discover and recruit talent for high volume to hard-to-fill positions.
• Coached team to create tailored sourcing strategies using social media, niche job boards, career sites and Boolean searches.
• Delivered exceptional candidate and hiring manager experience.
• Modeled company values and communicate job requirements and organizational climate.
• Tracked and reported critical metrics and KPIs.
• Investigated and resolved problems, strived to continuously improve performance and processes.

Southfield, Michigan, US

• Led recruitment for executive to technical, hard-to-fill positions from intake, refining job descriptions, sourcing, interviewing, background and onboarding.
• Partner with management and executives to effectively deliver the best talent.

Cincinnati, OH, US

• Led the Talent Acquisition team to discover and recruit talent for high volume to hard-to-fill positions.
• Conducted and supported searches and full-cycle recruiting for positions at all levels and functions.
• Facilitated and drove workforce planning and headcount management processes for all functions.
• Partnered with C-suite and executives to design organizations and develop upskilling plans for their teams.
• Collaborated and partnered on regional initiatives to advance the company’s employee value proposition, college relations, social media and Talent Acquisition best practices.
• Contributed and led talent strategies supporting Diversity and Inclusion.

Baltimore, MD, US

• Developed talent acquisition strategy and process that aligns with corporate mission and business principals. Developed and implemented analytics and reporting for function.
• Hands on support for recruitment of hard-to-fill positions.
• Refined recruiting brand and message, candidate experience and value proposition.
• Championed corporate recruiting strategy for entry to executive level positions and college pipeline programs to ensure best in class talent.
• Led RPO strategy, managed corporate programs for referrals, recognition, relocation and immigration.

Toyota City, Aichi Prefecture, JP

• Facilitated sessions in workplace culture to socialize and align values with organizational strategy and business plans. Defined change management process for introducing new performance expectations for executives and.
• Partnered with senior leaders to execute functional strategies and plans. Linked strategies to tactical plans with mid-to-long-term milestones.
• Coached executives and management to enhance leadership skills and align with company values, mission and vision.

Toyota City, Aichi Prefecture, JP

• Partnered with executive management to identify critical and high impact positions. Created risk assessment and organizational design process decreasing talent gaps and identified high potential talent. Linked talent.
• Managed and continuously improved performance management, career development, and succession planning processes across North America.
• Collaborated with executive leaders to assess talent, identify talent pools, build succession bench and accelerate high potential development.
• Strengthened executive management teams through change management process involving sessions defining vision, mission, and operations. Conducted DiSC and 360 interviews to identify team preferences and communication.
• Led cross-functional HR team to identify, define and implement long-term recruitment, retention, and development plans.
• Defined learning opportunities for leadership development linked to competency and active learning models. Established training curriculum and on-the-job development activities for individual development plans linked.

Toyota City, Aichi Prefecture, JP

• Collaborated with senior leaders to conduct organizational design and planning to identify current and future talent needs. Facilitated executive sessions to define current and future state of organizational structures.
• Defined brand and value proposition as employer of choice by leading sessions across business units. Aligned messaging and communication strategy to support business outcomes.
• Built recruiting standards to improve measurement, root cause analysis and problem solving. Developed and facilitated training to improve team performance.
• Designed and implemented rotation program for new college graduate engineering talent. Collaborated with senior leaders to identify rotation opportunities matching individual and organizational needs.

Toyota City, Aichi Prefecture, JP

• Developed and managed leadership development programs aligned to competency model. Identified training and daily development activities that strengthen skills by job level.
• Designed processes and tools to evaluate organizational culture and performance. Partnered with key stakeholders to identify creative solutions to close gaps in skills and talent.
• Led cross-functional team to design and implement company rotation system. Defined guidelines, policies and procedures for administration and identification of rotation candidates.
• Implemented orientation program for new supervisors that included Toyota culture and values, as well as, supervisor roles and responsibilities.

Toyota City, Aichi Prefecture, JP

• Partnered with key stakeholders to design and implement performance management and career development processes.
• Defined the values, competencies, and skills required for each job level by leading sessions with incumbents and managers. Developed competency model linked to performance, learning, assessment, succession and career.
• Facilitated and designed courses in performance management, career development, leadership, and coaching.
• Project lead for development and execution of employee survey. Summarized and reported results to executive teams. Coached management team on presentation and delivery of results. Led sessions with team members and.

Master Of Arts - Ma, Industrial/Organizational Psychology

Bachelor Of Arts - Ba, Psychology