• Partner with leadership to conduct workforce planning to determine current and future staffing needs • Develop and implement talent acquisition strategies and plans for open positions across the organization• Project Manager for new onboarding processes (vendor selection, process improvement and implantation for drug screen, background check, employment verification and education verification)• Revamp recruitment and selection process to video interviews and on-line screening assessments• Assist in employee retention strategies and development• Develop our talent management and succession planning process for leadership roles • Manage a multicultural team of 5 Talent Acquisition professionals • Manage the day-to-day operations of Talent Acquisition and Onboarding of new hires• Train new supervisors and managers on interviewing and selection process for compliance and regulation. • Organize and/or attend career fairs and recruiting events• Use metrics to create reports and identify areas of improvement and present to leadership monthly• Manage the updates and upgrades for our recruitment ATS software• Negotiate between talent and various staffing agencies for contractual arrangements for contract employees• Recruit for hard to fill and confidential positions for the organization• Perform sourcing to fill hard to fill (specialty roles Nurse Practitioners and Registered Nurses in trauma, infusion, and infectious disease) open positions and anticipate future needs

• Actively recruit for confidential and leadership (managers, senior managers, directors, senior directors and VP’s) positions across the US, Canada and Mexico• Manage a staff of 9 full-time exempt recruiters with the day-to-day operations with an average of 220 plus open exempt positions across the enterprise• Manage people metrics for hires, turnover, promotions, for talent management discussions with leaders• Develop the most effective, economical, and appropriate recruiting channels and methods• Manage vendor relationships for enhancements, SLA's metrics, as well as reviewed and assess new vendors offerings for new tools• SME for ATS (Success Factor) feedback to HRIS team to resolve issues to optimize its performance.• Partner with stakeholders on college relations programs on hiring initiatives to attract top talent in finance, communications, information technology and engineering• Employ multiple feedback mechanisms (recruiter scorecard, client surveys and new hire surveys) and analysis to continuously improve the recruiting process• Remove bottlenecks and wasted time to increase the efficiency of the recruitment process• Conduct new employee orientation to foster positive attitude toward organizational objectives