 Responsible for legal set up of 12 separate entities. Implemented ADP as payroll processer for each entity. Development of an employee-oriented company culture that emphasized quality, continuous improvement and high performance. Developed recruitment processes encompassing sourcing, screening, interviewing, selection and onboarding for Physicians, Providers and support staff for corporate and Dermatology practices. Spearheaded the annual employee performance appraisal process. Evaluated, selected and managed benefit programs for medical, vision, dental, short and long term disability, life insurance, 401 (k), and workers compensation. Selected initial vendors and negotiated contract terms. Implemented new payroll procedures to streamline the entire payroll process. Built strong relationships with senior management and hiring managers to enable systematic decision-making across the team. Led post-acquisition integration of acquired practices and their employees.  Responsible for employee orientation, development and training. Responsible for HR policy development and documentation with a focus on compliance. Handled all employee relations focusing on employee growth, development and retention.

 Sourced, interviewed and selected candidates to match their experience with specific requirements for all open positions. Common positions included Medical Directors, Sales, Esthetics, PA, RN, NP, CT, LPN, Front Desk and Call Center roles. Scheduled interviews, checked references, created job offers, and initiated the onboarding process post-offer. Built and maintained relationships with candidates and hiring managers throughout the recruitment process, providing a high level of customer service at each step. Documented, tracked and maintained candidate records and status in the applicant tracking system Refined job descriptions and hiring procedures for each position. Performed compensation research and benchmarking for each market. Watched for trends in employee relations, retention and engagement, and recommended ideas to improve engagement and interest in our open positions. Employee Relations, investigations and disciplinary actions including terminations. Worked with PEO for payroll, on-boarding and terminations. Scheduled travel for interviews and training. Developed and implemented process and procedures to control labor costs, training program, Employee Culture survey and effectively communicated changes to improve morale. Conducted exit interviews. Restructured compensation package for all Sales Managers to achieve and exceed monthly goals while incentivizing reduction of overhead costs per clinic to improve profitability.

 Guided, coached, motivated and directed staff recruiting team on a day-to-day basis.  Ensured staff recruiters conducted pre-screen telephone interviews from candidate submittals and recruiting events. Compiled information regarding license and certifications if appropriate, experience, training, and salary requirements and documented on internal assessment in HRIS system.  Ensured staff recruiters recommended the best candidates according to the dental center needs, coordinated phone or in-person interviews and online assessments. Reviewed and analyzed interview results, extended formal job offers contingent upon pre-employment screens, and negotiated compensation while adhering to legal requirements.  Ensured team evaluated viable candidates in the pipeline for current open positions and based on needs submit requests and developed ideas for recruitment media to generate qualified candidates.  Utilized social media resources such as LinkedIn to source candidates and build candidate pipeline and network.  Implemented approved recruitment strategies, as well as identified and tracked the cost, benefit, and effectiveness of recruitment sources, activities, and initiatives. Oversaw and managed coordination of recruitment events. Represented Coast Dental at recruitment events and trade shows.  Partnered with senior management and various departments within the corporate office to ensure smooth hiring transition and retention for new hires.  Ensured team followed appropriate recruiting processes and procedures such as pre-employment screens and new hire paperwork to ensure a smooth handoff to Human Resources and Payroll.  Oversaw temporary employee program for corporate and field to include placement of temporary employee, budget oversight, invoice reconciliation and submit for payment with AP department.

One of the largest chicken food processing companies in the United States and Mexico employing approximately 41,000 with revenues in 2008 of $8.5 billion. Worked closely executive management and senior staff for execution of the talent acquisition plan ensuring the plan's success by continuous evaluation and redirecting efforts to meet the needs of the business.Responsible for talent acquisition functions for the home office and 22 other locations throughout the United States, Puerto Rico, and Mexico. Initiated and rolled out best-in-class practices and processes including costing metrics, and ratios for the company, along with site specific initiatives for specialized markets.Charged with managing external vendor recruiting sources efforts resulted in significant lower fees. Using direct sourcing methods was successful in recruiting 117 salaried employees eliminating the need for recruiting fees, or advertising costs. Reduced the needs for outside recruiting fees on IT professionals from 100% to 7%. Similar results maintained throughout tenure.Utilizing selective screening techniques and rigorous background checks turnover on IT staff dropped from 83% to 12%. As part of onboarding task force initiated a process with the IT department for new partners to have all telephone and network hookup on first day of employment. Prior to this process there was a one week wait for these services. Processed H1B and L1 visas for foreign workers and current international employees Worked in partnership with outside relocation company constantly overseeing that the service met the expectations of the Pilgrim's Pride and the new employee. Monitored both the employee and service to see that both parties were using all diligence so the employee would be on site as quickly as possible while staying within budgetary guidelines.

Served as an independent contractor providing placement services for both regular, and contract hires in the Information Technology market. Provided nationwide search services for various clients including two of the Big Five consulting companies. Services consisted of placement, both regular and contract hire of Information Technology professionals mainly in Enterprise Resource Planning (ERP) software with vendors including SAP, Oracle, PeopleSoft and Microsoft .NET products. Average salary levels for these positions was $100,000. Utilized various methods to source candidates such as direct recruiting, personal networking, use of professional organizations, and industry specific job boards. Extensively used behavioral interview questions to ascertain candidate's ability to meet client's competency requirements Worked closely with clients to fully understand both the job requirements as well as the culture of the organization so a win-win job situation would exist between client and candidate. Coupled with screening methods was able, on average, to have one hire per three candidates submitted. Is this a fairly accurate statement? Quality of work resulted in regular repeat business from clients.Maintained constant communication with both clients and candidates keeping each party abreast of activities throughout the recruitment process. Performed extensive background checks and coordinated salary negotiations between candidates and clients.

a recruiting and staffing company with 700 locations and 70,000 employees producing revenues of $1.9 billion.Reporting to the Director of Recruiting performed generalist staffing functions including applicant tracking, screening, employment offers, post offer physicals, and new hire paperwork.Functioned as key member of implementation team for a Taleo web based applicant tracking system. Pre-screened applicants analyzing their competencies against job requirements. At the conclusion of the interview a complete report was submitted to hiring managers to determine future interviews. Responsible for maintaining databases that tracked new hire activity. Worked with managers and Human Resources staff in other areas to complete tasks or special projects dictated by business requirements.

Privately held staffing company providing accounting and administrative staff on either; Primary responsibilities were to qualify, interview and assess potential Administrative candidates for client companies. Grew client utilization of firm by understanding client needs and then providing thoroughly screened candidates with the ability to perform at the client's expectations. Marketed the firm to expand the client base by presentations showing the advantages of the firm.

One of the largest recruitment agencies in the United States, Randstad has over 600 offices throughout the country.In this multi-functional role handled, recruiting, orientation, productivity tracking, employee relations and payroll for an 850 (90% hourly) employee $12 million account.Compared manual timesheets to the Kronos system records. Due to the employee volume the position required weekend work to ensure payroll being issued on a timely basis. Employee relations functions included counseling and disciplinary measures in accordance with established policy. Dealt with issues such as attendance, productivity, fighting, misappropriate use of company equipment and others. All matters were resolved in-house with no charges being filed with a regulatory agency. Sole source for all recruitment activities including assessment, screening and qualifying candidates for openings.