Source, recruit 'Best in Class' talent for top tier property management company utilizing cutting edge factors through job boards, social networking, career fairs and company career web-site. Increase transparency through predictive metrics in anticipation of future needs. Provide mentoring and training on existing HRIS platforms to enhance employee sustainability capitalizing on trust, excitement, ownership and commitment.

Source, recruit, interview and onboard candidates for various levels and positions for Texas, Indiana, Wisconsin and Illinois markets.

Successfully source, interview and hire qualified candidates for various departments by providing expert consulting services through integration and creation of establishing successful Client/Hiring Manager Partnerships.Delivered unparalleled success and accountability for multiple Requisitions for Seattle, San Francisco, Dallas, Houston, Atlanta and Orlando locations.

Recruited by company President to spearhead and implement HRIS platforms in a defunct Human Resources Department. Established a track record of producing quality and highly accurate initiatives that would have a positive impact on the organization. Personally committed to encourage and recognize missed opportunities by initiating actions to capitalize on them. Provided sound business acumen and judgment to peers and subordinates when seeking guidance.Key Results: Created, designed and implemented Employee Self Evaluation Appraisal Review process. Created, designed and implemented Employee Appraisal Review process. Created, designed and implemented Employee 90 Day Appraisal Review process. Implemented new functions to existing Paylocity Payroll Integration model. Created Written Performance and Compensation Policy. Overhauled and revised existing Employee Onboarding process. Researched and evaluated various HRIS platforms for new-hire Employee Assessments and ATS integration such as: PeopleAnswers (recommended), Taleo, Clear Company, Adversity Quotient, Profiles International, Select International, iCIMS, Success Factors, HRM Direct and TalentGuard. Hosted multiple Career Fairs in the Southwest and Midwest regions to enhance existing site personnel. Conducted Behavioral Interview Training with Regional Managers to further development interview skills in efforts to attract top tier talent. 1st/2nd quarters in 2014 experienced lowest Employee Turnover by percentage over a ten year period. Revised all existing Job Descriptions to tailor HRIS standards.

HUMAN RESOURCES DIVISION RECRUITERDemonstrated success by developing a highly successful Internship program, creating job descriptions and effective management of multiple job requisitions.SKILLSStaff Recruitment & RetentionEmployee RelationsBehavioral InterviewingHR Program/Project ManagementOrientation & On-Boarding Training & DevelopmentPerformance ManagementOrganizational DevelopmentHR Policies & ProceduresCoaching & CounselingRecruited with a mission to change the face of the organization by seeking new talent that met the criteria of the company, management of a full spectrum of HR operations, systems and programs. Collaborative efforts with senior management to create HR policies and procedures; recruit employees; create and develop orientation, training and incentive programs. Key Results: Played a key role in ensuring the successful staffing of Corporate, Regional and Site level employees within the Western and National Regions. Structured and implemented programs and policies in the areas of training, compensation structures, benefits packages, incentives and new-employee orientation. Fostered a teamwork/open-door environment conducive to positive dialogue across the organization. Personal efforts were cited as the driving force behind branch’s employee-retention rate of 89% within an industry where high turnover is the norm. Negotiated salary offers and bonuses/relocation packages annually at both the exempt and non-exempt level. Introduced company’s first formal Internship Program, creating a flexible and well-received format that was later adopted company-wide. Revised job descriptions across all levels. “Shadowed” and interviewed employees to construct an accurate picture of the duties and skills required for each position.

Recruited employees; create and develop orientation and training on a national level.Key Results:Played a key role in ensuring the successful staffing of Site level employees within the Western/Eastern United States. Structured and implemented programs and policies in the areas of training, compensation structures, benefits packages, incentives and new-employee orientation.Fostered a teamwork/open-door environment conducive to positive dialogue across the organization. Negotiated salary offers.Revised job descriptions across all levels. “Shadowed” and interviewed employees to construct an accurate picture of the duties and skills required for each position.

Promoted to fulfill a broad range of HR functions, including recruiting, training and employee development, administering benefits, overseeing disciplinary action and managing HRIS platforms. Co-chaired annual flex-enrollment meetings, conflict resolution between employees and management, coordinated Career Fairs to promote Equity Residential and its’ commitment to attracting top tier talent, participated and conducted employee exit interviews.Key Results: Trained 10-member management team on interviewing techniques and best practices, conducting workshops and one-on-one coaching sessions that contributed to sound hiring decisions. Devised creative and cost-effective incentive and morale-boosting programs (including special events and a tiered awards structure) that increased employee satisfaction and productivity. Revised new-hire orientation program to include HR information and utilization of company resources. Saved company thousands of dollars every month by reducing reliance on temporary employment agencies. Brought the majority of formerly outsourced recruiting functions in-house, to reduce billable hours from 200+ to less than 15 per month.