Leveraging strong leadership skills, I oversee full-cycle recruitment and optimize business processes to ensure efficient, seamless hiring. I provide strategic consulting and partnership to the Talent Acquisition team, working closely with recruiters, hiring managers, HR leadership, vendor partners, and key internal stakeholders. In a high-volume environment, I lead efforts with hiring managers and directors to clarify hiring needs across manufacturing roles, deploying effective recruitment strategies to attract top-tier, high-performing candidates. • Talent Acquisition Strategy: Develop and implement recruiting strategies tailored to attract high-quality candidates for manufacturing positions, including engineers, machinists, production supervisors, and quality control specialists. • Candidate Experience: Ensure a positive experience for all candidates through timely communication, transparent processes, and a respectful interview environment. • Recruitment Metrics & Reporting: Track and analyze recruitment metrics (e.g., time-to-fill, quality-of-hire) to optimize recruitment processes and make data-driven improvements. • Client Relationship Management: Serve as the primary point of contact for clients, fostering strong, long-term relationships by understanding their goals, anticipating needs, and ensuring delivery of value. • Process Improvement: Identify opportunities for process optimization and implement best practices in delivery management, ensuring continuous improvement in service quality and efficiency.

Managed Full Cycle Recruitment, Leadership Development and Business Processes, removing complex and unique obstacles. Tasked with providing consultation and partnership to the clients Internal Talent Acquisition organization including recruiters, hiring managers, HRBP, Regional HR Management, vendor partners and various internal stakeholders. • Update, create job descriptions per requirements of the opening, ensure internal and external sameness while hiring as per company guidelines • Establish and maintain appropriate Leadership routines regarding TA performance (KPIs, metrics, requisition status updates) and process adherence - data quality, ATS workflow, compliance • Drive operationally first-class, predictable and repeatable processes, using metrics, to achieve the required outcome of hired employees across the West Region.Some of the many positions that I sourced professional talent for:Automotive- Sales, Valet, Accounting, General Manager, Automotive Sales Manager, Title Clerk, Automotive Technicians: Master, Senior, Entry Level Manufacturing- Manufacturing Quality Assurance, Project Manager, Operations , Operations Manager, Quality Manager, Quality Assurance Manager,  Quality Control Coordinator, Senior QA Specialist Manufacturing TechnicianHealthcare- Nurse Practitioner, LPN, RN, CNA, Patient Care Technicians, Patient Access Representative Mental Health- Psychologist, Licensed Social Workers

Liaise with Hiring Managers and Directors in a high-volume capacity to establish hiring requirements for entry-level to frontline leadership while implementing recruiting strategies, sourcing high performing, accomplished candidates. Specialized in delivering impactful live learning and development programs focused on leadership development, human potential and internal organizational programs. I suggested course improvements to program managers and coordinated with the program/contract delivery team to ensure optimized logistics for course delivery. • Developing talent acquisition strategies and framework that exceeds the unique needs of each hiring manager/the organization, Developed and implemented learning strategies and programs aimed at developing leadership. • Managing the full-cycle recruitment process for exempt and non-exempt Warehouse Associates, Supervisors, Account Relationship Managers and Collections Representatives to exceed hiring goals, attract the highest quality candidate while decreasing employee turnover.

Managed Intra-Day performance (IDP) activities of Workforce Management: Forecasting, Scheduling, Intra-day, and/or Change Management while analyzing and monitoring ongoing key performance indicators. Analyzed service levels, handling times, and absenteeism, measuring daily and intra-daily workforce scheduling effectiveness and performance gaps. Tasked with presenting, tracking, translating and training executive leadership and first line management of historic volumes, variances and influencing events.

Responsible for the daily efforts to provide a great employee experience by effectively delivering real-time (intra-day) management with the purpose of optimizing resources to achieve business objectives. * Planning/forecasting staffing requirements * Creation of optimal schedules * Real-time management support in a multi-department contact center• Decreased call abandonment metrics from 30% to less than 5%.

Highly visible, effective liaison for the Human Resources Department with special emphasis on developing relationships with a variety of applicant referral sources, temporary and contractor agencies. I maintained open lines of communication with all employee levels and candidates to answer recruiting, policy and procedural questions.• Successful implementation of recruitment marketing campaigns on LinkedIn, Glassdoor, and Indeed that increased candidate applications by 43%.

• Responsible for Training and Development, Mentoring, Performance Management of up to 8 new and tenured Recruiters, facilitated weekly internal courses to insure recruiter success • Full Life Cycle recruiting for Internal and External positions including: Claims Adjusters, Customer Service, Litigation, First Notice of Loss, Talent Acquisition, Claims Adjuster Supervisors (Liability and Bodily Injury) • Implementing an Onboarding process, creating strategy development, creating brand recognition through various mediums   • Successfully saved over 20 headcount approvals, filled 28 aged requisitions and increased productivity in a lower performing region in 90 days.

I worked closely with our Director of People Operations, Compensation, Total Rewards, Talent Acquisition to support our Therapist and support staff in addition to Corporate functions. I executed key HR processes (Performance Management, Compensation, Career Pathing) and best practices for employees. • Support and implement HR strategies and programs that are in alignment with key business initiatives including workforce planning, organizational restructuring, performance management, and employee engagement • Partner with business leaders to lead effective, transparent performance management • Independently analyze, provide suggestions for next steps, and document complex employee relations issues while upholding organizational culture and mitigating legal risks in collaboration with Director of HRBP and/or legal dept