Hydro is a leading industrial company committed to a sustainable future. Our purpose is to create more viable societies by developing natural resources into products and solutions in innovative and efficient ways.

 Managed the entire day-to-day life cycle recruitment, successfully staffing all WETA productions including PBS NewsHour. Responsible for all job postings, hiring manager launch calls, sourcing, screening, interviewing, offers, background checks and onboarding.  Recruited for multiple business segments; corporate (HR, IT, Finance, Legal), broadcast engineering, journalism, media, designers, learning media, major gifts, grants and fundraising, audience services, communications, radio, public relations, interns and fellowships. Entry level to VP, non-union and union roles.  Utilized multiple platforms for postings, searches, recruiting, sourcing, for a diversified candidate outreach.  Coordinated and facilitated virtual recruiting events.  Lead continuous improvement efforts, streamlining workflows, creating SOP’s for the recruiting process.

Lead Physician Recruitment efforts for 20 locations throughout the US.Specializing in General, Surgical and Cosmetic Dermatology.

Managed Clinical/Aesthetic and Corporate recruitment for 21 locations across the eastern US. These efforts ranged from Practice Managers, Registered Nurses and Medical Assistants for our Dermatology practices. Nurse Practitioners, Registered Nurses and other providers within our MedSpa locations. Additionally, recruited for corporate positions (included finance, sales and marketing) within our Sona Support Center in Charlotte, NC.

AVL is the world's largest independent company for the development of powertrain systems with internal combustion engines as well as instrumentation and test systems. Led recruiting efforts for both companies Powertrain/ Test Systems and Corporate Services Filled an average of 7-10 requisitions per month The majority of the positions were extremely difficult to fill, and required specific sourcing pursuits and collaboration with third party recruitment firms

Toyota Technical Center (TTC) is a division of Toyota Motor Engineering & Manufacturing, North America Inc. The R&D facilities are located in Ann Arbor, Saline, Plymouth and Livonia. In addition, TTC has testing facilities in Torrance and Gardena, California and a 10-mile oval test track in Wittmann, Arizona. Managed the day-to-day recruitment activities and performance of a third party recruiting vendor  Led continuous improvement efforts and root cause analysis to document gaps in the existing hiring process that were impacting KPI’s and implement long-term countermeasures Successfully reduced open requisition “days to fill” from an average of 230 days down to 97 days; continuing this trend Reduced hiring cycle (after offer acceptance) by 13 days for each new hire Managed efficiency Kaizen opportunities, resulting in estimated savings 2,800 man hours per year Coached and mentored recruiting team through organizational restructuring, difficult negotiations, and onboarding challenges Organized and led onsite recruiting team training on overcoming candidate objections in the hiring process/ selling Toyota and closing candidates Directed sourcing strategies and implementation of individualized sourcing plans Actively supported 5 work streams (continuous improvement) for One Toyota initiatives, including sourcing, candidates engagement/experience, alumni associations and branding Responsible for 4 major hoshin items aimed at improving, attraction and retention of top-talent  Conducted competitor bench marking to help identify potential gaps in the TTC hiring process Attended career fairs including (Japanese speaking) events, on behalf of TTC and ensure all the identified candidates make it into the hiring process successfully Led manager training regarding hiring process/interviewing and selling Toyota. Additionally, developed content for new manager training that was incorporated into the LMS system

Contracted through Palmer Group to support Katecho. Katecho is an internationally recognized, full service original equipment manufacturer (OEM) specializing in medical and cosmetic devices. Katecho, which is ISO 13485:2003 certified, offers product testing, engineering and design services, regulatory support, manufacturing, inventory management, warehousing, and transportation logistics. From small volume, hand-assembled products to highly automated computer-controlled fabrication, our clients are assured quality, consistency and on-time delivery.  Hiring - Prescreened and interviewed applicants. Conducted presentations to as many as 30 new hires at a time. Processed new hire paper work and coordinating all aspects of their on- boarding. Tracked workforce projections. Collaborated with internal management and external agencies to ensure headcount met the production schedule at all times.  ISO - Converted approximately 100 policies, work instructions and forms into new ISO format including content revisions in three weeks. Updated the employed handbook with all the policies revisions Reporting - Created tools in MS Excel/PowerPoint that tracked yearly recordable injuries, safety issues, accidents/incidents, employee interactions and their locations in the plant. The data was displayed in quick reference (charts/graphs) for the executive team. Highlighting high risk areas and trends Improved efficiencies - Consolidated and streamlined forms and processes. Created new hire orientation presentations in PowerPoint. Facilitated the translation of this presentation into 7 foreign languages

Unirac is North America’s largest provider of PV racking, with industry-leading technology and a breadth of product solutions and services designed to meet the needs of any type of solar installation.  Successfully recruited and on-boarded candidates into several key positions within Unirac without the assistance of a recruiting firms saving the company close to 100K Coordinated open enrollment for 145 employees over a two week period through a medical provider change Implemented a repeatable on-boarding program - new hire orientation and a two week mentored training schedule  Ensured policies, procedures, and reporting were in compliance with ISO 9001, 18001 and government regulations  Prepared employee separation notices, related documentation and conducted exit interviews Provided counsel to managers in performance management, including corrective action, interviewing, terminations, promotions, pay changes and other relevant issues Administered a performance review program and benefits. Audited payroll on a bi-weekly basis

Sitel is a leading global business process outsourcing provider of customer care and back-office processes. The customer contact center in Albuquerque, NM, employs over 800 with an additional 250 home based employee’s. Led a team of four through extensive corporate changes and restructuring. Lead all hiring initiatives including recruitment plans, job fairs, hiring metrics, interviews and offers. This included new hiring orientation for a high volume, fast paced environment. Accountable for hiring metrics and 100% fill rate on all our training classes (average of 4-6 training classes per month/ 35-50 new hires in each class Participated in Department of Homeland Security/ICE I-9 audits. This included approximately. 3,500 I-9’s resulting with complete satisfaction and zero fines Successfully coordinated a hiring process for a new “work from home” program Conducted group presentations to potential new hires and perspectives new clients regarding the 9 step hiring process and our capabilities to ramp up and customize our process to complement their needs Resolved employee relations issues and mentored supervisors on the corrective counseling’s process. Helped investigate and follow-up on ethics complaints and employee relations issues Revamped the LOA, FMLA, ADA and workers compensation processes Ensured employee benefits programs were implemented efficiently for approximately 1,000 employees  Lead employee recognition programs e.g.; employee referral program and service awards

Founded in 2000, Accolo is recognized as a pioneer in Recruitment Process Outsourcing (RPO) - winning numerous awards including: 2010 HRO Bakers Dozen as a Top On-Demand RPO company; #1 On-Demand RPO in 2009 & 2008; #42 on the 2007 Inc 500; fastest growing private company in the San Francisco Bay Area 2006; 2005 RPO-of-the-Year Award and is a RPO Association founding member. Managed client’s hiring processes across dozens of industry verticals including but not limited to renewable energy (distributed energy storage, solar), information technology, electrical/mechanical engineering, finance, software developers, private brand brokers. Positions ranged from executive and senior management, individual contributors, administrative, sales, operations and program management Utilized the Accolo methodology and technology in parallel with traditional recruiting methods Profiled positions with the decision makers, developed the customized descriptions, hiring plans, screening and interview questions Researched client industry information which included competitor analysis and developed and executed sourcing strategies

My experience began while under the name Cosworth Technology, after the acquisition our name changed to MAHLE Powertrain. During this time we offered a unique blend of capabilities, which included powertrain, design/ development and integration; test systems vehicle electronics/ diagnostics; Powerworks, aftermarket development; research, development and off-site engineering services.MAHLE Powertrain had approximately 3,500 employees at the time. Responsible for interviewing and hiring for all positions throughout the company. Successfully staffed engine vehicles programs involving the design, development, vehicle calibration, controls system (hardware/ software) and sub-system integration.  Managed all aspects of recruiting activities: established relationships with local colleges/universities to maintain co-op and internship programs. Created a competitor knowledgebase by networking through the automotive industry to obtain headcount, organizational structure and revenue. Presented findings to Senior Management Conducted weekly status meetings with Directors and senior management and developed interview training Responsible for all contract labor activities for four offices in North America