$5B Fifth generation French family owned Flavor & Fragrance manufacturer with 1,400 employees.• Grew Linkedin company page followers by 10% and increased Linkedin “Hires” by 8% (in 1 year) through launch of 2 Linkedin products providing niche talent linked to the MANE brand. • Provided a disciplined recruiting process, where none existed before, and decreased outside agency use by 20%.

PE owned services business in the Oil & Gas industry with 2,000 employees. • Served as “player/coach” to bring recruiting back in-house, post-COVID. Built talent acquisition. team while managing outsourced recruitment team during transition process. • Negotiated Linkedin and Indeed contracts to build digital recruitment strategy and cutting costs by 10% • Presented new recruitment model through a series of presentations to the business, recognized by staff as providing clarity they’d not seen before and hiring realities.

Publicly held "start-up" up company, in the electric vehicle OEM “Last Mile Delivery Van” & Drone manufacturing space, with 230 employees, moving from R&D to production. Strategic HR for all functional areas of Human Resources: Employee Relations, Legal Compliance (ADA, FMLA, Benefits, Employment Law), Recruiting, Organizational Planning, Payroll, Safety/Compliance, Benefits Admin., renewal oversight to include 401(k) and stock option administration. Member of leadership team reporting to CFO.•Created foundation for all functional areas of HR to include overall strategy for recruiting, vendor relations, benefits (401(k), stock options) employee relations, employee communications. •Supported new CEO on-boarding and confidential activity of asking each employee, “what was going right” and “what do we need to stop doing today”. Created a Pareto chart for results and follow up group employee meetings.•Planned 2 once yearly executive staff (2 day off-sites) led by a consultant for driving strategy in this new green space. Provided prep reading - pre-off-site - related to competitive landscape, books to have read, data and topics for agenda. •Built Lominger competencies for recruiting senior leadership roles and trained leadership on behavioral interviewing techniques utilizing the STAR technique. •Created recruitment model providing a tier focus on hard to fill roles in partnership with key vendors and focus service to the business where none existed. Workforce grew from 70-230 in less than a year. •Moved recruiting, benefits, and performance management via Paylocity to an electronic based system. •Implemented compensation software (Payscale), clarifying market pricing for positions to assist with recruiting, and pay equity & retention. •Created performance management plan that included goal setting and employee/manager communications, timelines, and guidance for merit planning.

Small family owned (later purchased by private equity) forestry & vegetation (heavy) equipment manufacturer with 200 employees. HR oversight, providing strategic HR direction for recruiting, employee relations, legal Compliance (ADA, FMLA, Benefits, Employment Law), organizational planning, payroll, safety, and compliance. Member of leadership team with two direct reports. Reported to CFOOversee all functional areas of HR including recruiting (Caliper assessments for hiring), organizational planning, performance management and improvement systems, organization development, employment and compliance to regulatory concerns, employee orientation, development and training, policy development and documentation, employee relations, company-wide committee facilitation, compensation and benefits administration, employee safety, welfare, wellness and health, employee services and counseling.

$5B global engineering software development, sales and & services company with 16K employees globally. HR Specialist II - Senior Talent Acquisition Partner (2016 – 2017) Part of 10 person US HR recruiting team covering 40 office locations during a period of multiple mergers & acquisitions that brought extensive organizational change. •Executed daily full lifecycle recruiting for six business lines and multiple engineering software products.•Extensive knowledge in social recruiting, active & passive recruiting, talent pipelines, LinkedIn Talent Solutions, sponsored ad campaigns, name generation campaigns, and LinkedIn Boost ads for “hard to fill” technical positions. Early Talent Development Program Manager (2014 – 2016) Built & launched an Engineering (Co-op) program to train up early professional STEM talent with Executive Support and Functional sponsors from the business. Forged relationships with senior leadership, front line hiring managers, and universities.•Created SharePoint Community Site to track & house key information and provide shared access to program managers. •Saved $300K annually in recruiting time and costs through launch of the program.Recruiter, Technical Products group (2006 – 2014)Managed full lifecycle recruiting, up to 25 requisitions, ensuring adherence to state and federal employment laws. Provided good faith recruitment support as a federal contractor. •Utilized strategic workforce planning (SWP) for view of future staffing needs and appropriate allocation of resources.•Provided supply & demand talent data by geography and job title as guidance for internal customers.