Brad Simons Email & Phone Number

Texas, United States

Boise, Idaho, Us

Locally great and nationally strong, Albertsons is a leading food and drug retailer in the US. We operate stores across 34 states and the District of Columbia under 20 well-known banners including Albertsons, Safeway, Vons, Jewel-Osco, Shaw's, Acme, Tom Thumb, Randalls, United Supermarkets, Pavilions, Star Market, Haggen and Carrs. We are committed to helping people across the country live better lives by making a meaningful difference, neighborhood by neighborhood. In 2019 alone, along with the Albertsons Companies Foundation, the Company gave $225 million in food and financial support. In 2020, the Company made a $53 million commitment to community hunger relief efforts and a $5 million commitment to organizations supporting social justice. These efforts have helped millions of people in the areas of hunger relief, education, cancer research and treatment, social justice and programs for people with disabilities and veterans' outreach.

Westlake, Texas, Us

Richardson, Tx, Us

Talent Acquisition Program Manager, Campus & Diversity Led team to execute diversity and campus recruiting strategy. Responsible for driving diversity inclusion results and improving campus strategy to yield improved intern return on investment. Oversaw local campus and diversity recruiters and a decentralized recruiting team. Managed diversity focus resulting in record high results for both regular employment and interns.  Increased inclusion of target under represented diversity in intern program by 16%. Improved career fair ROI for college hires by 21% by enhancing campus engagement strategy Developed and maintained relationships with partner diversity organizations such as Allies in Service, Recruit Military, SWE, WITI, EmployAbility, & NSBE. Led efforts to automate job posts for select target sites by partnering with communications and IT and improved military sourcing by utilizing automation for select high volume skill needs.  Served as key member of Finance, HR and Graduate Sales Leadership Development Programs.Talent Acquisition Business PartnerResponsible for the development and execution of recruitment strategy for several business units including commercial sales, residential sales, supply chain, manufacturing, exports and several highly specialized and hard to fill positions.  Sourced and recruited candidates for cutting-edge technology areas and hard to fill specialty positions. Improved screening process to efficiently yield increased candidate quality.  Consulted hiring leaders on best practices and strategies to attract and capture top talent. Created strong relationships with hiring managers, organizational leaders and human resources by maintaining effective communication and exceeding expectations. Conducted targeted networking and internet research to identify passive candidates.

Developed and executed strategy to aggressively grow business. Identified, recruited, trained and managed team to execute strategic plans. Coached team on processes improvement implementation, client satisfaction and retention.  Consistently increased results month over month. Inspired team to lead territory on lead indicator metrics.  Managed process that led territory on new internet enabled participants. Grew team production from start-up to a team in the top twentieth percentile of monthly production.

Irving, Texas, Us

Managed recruiting strategy for Fortune 500 Corporation’s next generation talent. Defined, recreated, and drove strategic program change. Served as steering committee leader for rotational leadership recruiting programs. Directed team to standardize next generation global recruiting alignment, infrastructure, implementation, and governance. Oversaw local recruiting specialists and decentralized recruiting team. Fostered relationships with recruiting partners.  Led change initiatives to increase capture rate and yield stronger program return on investments. Strategically built talent pipelines in work areas and locations with anticipated future growth or attrition. Drove practice to hire next generation talent based on long-term corporate needs. Decreased program spend by 50% while improving program quality. Supervised social media for university recruitment. Leveraged technology to improve candidate selection cycle time by capturing candidate information real time. Doubled candidate capture rate for PhD technical leadership program and increased offer and acceptance rate for MBA leadership program.

Dallas, Tx, Us

University Relations ManagerOversaw next generation talent acquisition strategy. Led strategic plan to proactively hire elite next generation talent. Presented strategic proposals, manager training sessions, next generation learning sessions, and orientations as needed. Increased inclusion of under-represented candidates in program from under 30% to over 60%. Doubled capture rate of next generation talent by improving selection process and intern management.  Managed several next generation talent development sessions and social events designed to increase capture rate.  Collaborated with leadership to ensure long-term return on program investment by setting expectations to coach next generation talent to success. Directed team of communications, staffing, and IT experts to develop social media including a next generation recruiting landing page with features such as on-demand information sessions, automated candidate information distribution, and live chat functions. Also worked with team to create online voiceover training for managers.Recruiting Lead, National Technician ProgramResponsible for semiconductor manufacturing technician sourcing and recruiting for all U.S. manufacturing locations. Directed activity to proactively grow talent pipeline of technicians with direct semiconductor industry experience. Results of talent pipeline led to reduced time to fill and higher candidate quality.  Tripled number of technician hires with direct industry experience from under 30% to over 90%. Defined military educational equivalencies and executed military hiring strategy. Utilized network recruiting, referrals, job boards, Boolean searches, and other methods to identify top passive talent.

San Jose, Ca, Us

Led recruiting team and drove strategic recruiting efforts. Exceeded hiring expectations for flagship semiconductor start-up facility for all positions, including high-volume manufacturing and executive leadership roles. Identified and implemented strategic staffing solutions, including optimizing employee referrals, network recruiting, and Boolean searches. Extended employee resources by encouraging job expansion and growth. Monitored vendor contracts, quality of placement, and recruit-to-hire time. Worked in the trenches with a team of direct reports to quickly ramp personnel needs to meet aggressive production goals. Assumed role of operations project manager for the implementation and optimization of an automated robotic manufacturing system during a down turn in the semiconductor industry.

Responsible for agency marketing and direct-hire professional placement. Identified and placed passive candidates through network recruiting. Recognized as top-performing recruiter. Oversaw benefits, internal recruiting, training coordination, and development of HR policies and procedures. Led team to implement applicant tracking system.

Cincinnati, Ohio, Us

Held responsibility for onsite management of employment process, employee retention, and client relations for Hitachi International Semiconductor. Consulted hiring managers and vendors on employment issues. Trained for behavioral interviewing processes. Managed positive employee relations. Recognized as top-performing employee. Served as staffing supervisor and technical recruiter. Recruited for various Dallas technical and manufacturing companies.

Bba, Business Administration - Concentration In Human Resource Management

Education record