*Rolled out Worksheets automation to the company in order to bring real time reporting to the company allowing the business to partner with Recruiting to give real time updates on requisitions and hiring.*Built recruiter capacity planning dashboard for Head of Talent Acquisition in Workday, allowing leadership to do a weekly roll up of how each team member was performing.*Designed, rolled out and maintained automated hiring dashboard and headcount projections for head of Talent Acquisition and C-Suite.*Implemented the Talent Acquisition module of Workday, in partnership with the HCM Workday Implementation lead.*Researched, designed, tested and implemented automated recruiter scheduling tool in Workday and designed interview scheduling process for team.*Designed and coordinated monthly/quarterly Board and C-Suite Talent Acquisition update decks.

During a planned break to spend time with my daughter, I joined Willard Powell, led by a former peer, part time to help streamline their systems and work on day to day reporting.

*Led a team of 30 onsite and remote professionals, including 4 direct reports.*Reduced number of people involved in reviewing complex financial advisor background checks from over 20 people to 3 people within 2 months of creating team. *Liaison for Talent Acquisition through multiple company acquisitions helping to evaluate both sides/company’s processes and define/implement future state.*Designed and built the first Recruiter Scorecard for the company, defining and reporting Talent Acquisition metrics for key stakeholders.*Oversaw all aspects of Talent Acquisition operations, including compliance, reporting, recruiting coordination, and internal mobility.*Developed and delivered training modules on end-to-end Talent Acquisition processes.*Conducted research on employee and candidate lawsuits and collaborated with legal and employee relations teams.*Collaborated with external vendors to update Taleo Applicant Tracking System for compliance with new regulations.*Responded to Compliance and Audit reviews, building remediation plans and quality assurance programs.*Implemented improved background check processes and vendor selection through RFP process.

I joined Bank of America as a contract Recruiter and I was quickly converted to full time permanent recruiter. While handling corporate recruiting, I was frequently asked to step in to help additional areas, as needed. I was selected to join a short-term project on the Playbook team to build out SOP's for best practices for corporate recruiters. Once that work was complete and rolled out to the company, I moved over to campus recruiting to help build out the inaugural program for Wealth Management. During my time in that space, my hiring manager for Compliance asked me to come support them in building out an issue management process for their team.*Streamlined reporting for over 300 issues and 40 exams through database creation in Access and SharePoint to help leadership collect updates, monitor issues in red/past due and deliver reporting to the regulators.*Built a repeatable, scalable process to facilitate issue response for Regulatory exams, ensuring compliance and timely resolution.

• Established and grew the inaugural Global Wealth Management campus program at Bank of America hiring 150 interns our first year.• Partnered with event planning to design and facilitate 3-day orientation for over 350 new hires.• Selected to be part of a team that drove process improvement in recruiting by creating and implementing a best practices playbook.

*Developed the ‘Staffing Playbook’, to drive consistency for recruiting and standardize processes for campus and corporate recruiters such as sourcing candidates, speaking with hiring managers, and extending offers.*Created and implemented a ‘Structured Coaching Process’ for use by Corporate Recruiters at the bank to encourage adoption of the Staffing Playbook. including the development of process maps, guides for meeting with managers, and performance plans.*Partnered with metrics team, communications team, legal team, and risk partners to ensure the Staffing Playbook was in compliance with Bank of America standards and appropriate measures were in place and accurately communicated.

*Recruited corporate/executive candidates for Commercial Banking and Cash Management Products teams; had a minimum of 30 open positions at all times and met or exceeded all quarterly goals set for retention, hiring manager/candidate satisfaction, and time to fill.*Managed full life cycle recruiting process to find the strongest candidate for each open position, exceeding time to fill metrics.*Developed deep trusting relationships with hiring managers to ensure streamlined recruiting process and built trust with the line of business.*Consulted daily with senior level management on best practices and processes to mitigate risk for the bank that can occur during the recruiting cycle.*Declined candidates and negotiated compensation and offers between hiring managers and candidates.