Michael Peterson Email & Phone Number

Irvine, Ca, Us

As Senior Director of Global Talent Acquisition, my role expanded significantly beyond the US, now leading a high-performing, results-driven team across North America, EMEA, APAC, and LATAM. With a strong focus on strategic alignment, operational excellence, & scalability, I drive initiatives that ensure the business has access to top-tier talent across the globe.Key Achievements & Leadership Highlights:Global Talent Acquisition Transformation & Integration: Spearheaded the integration of international TA teams from regional silos into a cohesive global function. Managed the integration of the Engineering & Professional Recruiting teams across Ireland, Singapore, Costa Rica, Dominican Republic, & Puerto Rico, followed by the Manufacturing Recruiting Teams for the same locations.Operational Excellence & Focus: Identified key opportunities to standardize processes & build operational consistency, enabling regional TA teams to focus on high-impact activities & drive enhanced recruitment outcomes across multiple regions.Strategic Expansion: Led efforts to identify new potential plant locations in APAC & EMEA from a Talent Acquisition perspective, contributing to the selection of three new plant locations. These locations represent a major investment in the company’s future & support our regionalization strategy to better serve patients worldwide.Data-Driven Performance Management: Consistently drove strong team metrics, including employee engagement, quality of hire, & hiring manager satisfaction. Delivered outstanding performance in time-to-fill & overall recruitment efficiency, contributing to high-caliber talent acquisition results.Interim Leadership: Quickly developed & implemented an interim employer branding engagement model to manage escalated demands. Increased momentum on key initiatives while ensuring continued progress until a new Branding leader was onboarded. Stepped in to lead most of the R&D Engineering TA team during a transition period.

Irvine, Ca, Us

Played a key leading role in the establishment of a new Talent Acquisition Team focused on the organizations critical Global Supply Chain/Manufacturing and Quality Assurance organizations comprised of established company professionals, those that are new to the organization as well as new roles to the company. Built relations with key leaders and team members across the enterprise including those in Asia, Central America, the Caribbean and Europe. Contributed to efforts to drive positive change throughout the broader Talent Acquisition Department by creating greater process consistency, accountability and performance through process design, Workday ATS implementation, Candidate Relationship Management (CRM) tool review, Recruiter training, goal creation and coordination across multiple teams, interview guide creation, among other initiatives. Strategically contributes to the success of Edwards Talent Acquisition efforts with teams across the globe including Costa Rica, Dominican Republic, Ireland, Puerto Rico, Singapore as well as sites in the US in Irvine and Salt Lake City/Draper, UT. Created an environment of team cohesion and problem solving mindset through team building, individual development opportunities, the creation or metrics, establishment of communication channels including regular calls and meetings with US and International Colleagues with the objective of better service for each other, the business and driving to true root causes to identify long term solutions. Led efforts around creating a Global Talent Acquisition Community of Practice, a Military Recruiting and Transition Program as well as developing the method and strategy to both identify, respond to and mitigate changes by key competitors within the Talent Acquisition Market.

Carlsbad, Ca, Us

Responsible for wide ranging global talent acquisition operations, playing a key role in establishing the function and building it from its inception, impacting both new and ongoing operations throughout the US, EMEA, Australia, India, Mexico as well as exposure to Brazil and the Netherlands.Established a new team responsible for vendor management strategy including the review of near term forecasted needs, departmental capabilities and the completion of a gap analysis to identify, evaluate and select vendor partners to help mitigate issues and meet our business objectives.Led the team that steps in to assist other talent acquisition teams when unforeseen critical talent acquisition challenges present themselves that are beyond normal operational capability.Played a critical role in identifying the resources and processes necessary to stand up a new call center that is vital to the acquisition and support of new customers for our ViaSat 2 satellite which will increase the organizations global service footprint, market share and revenues.Improved engagement and performance through establishment of service level expectations, performance metrics, regular meetings, better communication and clear expectations for both team members and vendors that were selected to be company partners.Involved in a broad mix of other initiatives within the Talent Acquisition Department including new ATS workflow design and implementation, organizational rebranding and advertising, departmental and candidate communications, document management, policy and guideline design, leading management meetings, sourcing function design, new talent acquisition technology and service providers, training, mentoring staff among many other initiatives.

Carlsbad, Ca, Us

Established and led the Commercial Satellite Networks and Infrastructure Talent Acquisition team which supports company critical projects including ViaSat 2, ViaSat 3 and critical ground networks and other Infrastructure, by finding critical talent across many diverse engineering disciplines including satellite/space, RF/microwave, cloud, ASIC/FPGA, mechanical, systems, software and others. Played a key role in guiding the department through the establishment of a new leadership structure, responsible for selecting a new media partner and implementing a new media plan as well as oversight of the organizations budget. Analyzed ViaSat’s branding and advertising presence in the market to develop stronger awareness of current state and to begin to formulate future state.Provided input and recommended solutions for organization wide talent acquisition challenges.Managed the selection of a recruitment advertising agency to better brand position and measure the effectiveness of future recruitment advertising platforms for the organization.Built relationships with key business leaders within the organization to facilitate meeting important business objectives and improve manager satisfaction.International responsibilities include Australia, Ireland, Israel, Switzerland and the United Kingdom with exposure to Italy, India and the Netherlands.

Carlsbad, California, Us

Responsible for rebuilding and implementing the Talent Acquisition Center of Excellence from the ground up by identifying and resolving challenges, leveraging critical opportunities and modernizing the function. Quickly built relationships with key leaders in the organization to better understand and meet their needs while improving levels of satisfaction. Evaluated current team members, established policies and expectations for staff and leadership, implemented regular meetings (team and 1:1) which led to improved team member satisfaction. Reviewed current vendor performance as well as critical missing vendor partnerships, acted on needed changes and established new relationships to increase operational performance. Developed and deployed a new training program to help hiring managers better understand the labor market, how to develop job descriptions strategically and how to interview and select the right talent. Assisted with the evaluation and implementation of a new global ERP system. International exposure includes: Botswana, China, India, Israel, Japan, South Africa, Thailand, and the United Kingdom.

San Diego, Ca, Us

Develop and lead all talent acquisition strategies for San Diego’s largest non-governmental employer by providing leadership, guidance and support to 11 direct reports and 10 indirect reports serving more than 1,600 leaders and nearly 20,000 employees, affiliated physicians and volunteers. Responsible for achieving several critical objectives including managing a $2.5 million annual budget, implementing an innovative "Civilian Boot Camp" program to assist transitioning Veterans, designing recruiting project plans for key positons, developing workforce planning and forecasting to anticipate future needs and challenges, reviewing and selecting critical software systems, designing a leadership development program within the department, leading a departmental transition to a telecommuting work arrangement, creating interactive training programs to ensure leadership success in hiring, implementing a new placement firm vendor management system (VMS), initiating the use of SharePoint as a departmental collaboration tool, changing the recruitment advertising agency partnership to better align it with long term strategy and redesigning core processes and policies to comply with newly identified OFCCP requirements while maintaining service levels and alignment with best practices. Provide statewide leadership on critical workforce issues by serving as Vice Chair of the California Hospital Association's Workforce Committee. Strategically utilized SMART goals throughout the department to facilitate the expansion of military outreach, outreach to those with disabilities, creating a hiring manager’s guidebook, developing a business continuity and emergency communication plan, analyzing workforce demographic information within key roles to assess coming talent acquisition challenges and develop a means by which to meet them and improve job posting content across all positions.Note: Acting Director of Workforce Planning and Recruitment Strategy 5/2011 to 11/2011

San Diego, Ca, Us

Manage all aspects of recruitment operations for San Diego’s largest private employer. Duties include: staff development & supervision (13 direct & 7 indirect reports), problem identification & resolution, project management, data analysis, vendor management, media plan development, immigration, etc. Played a key role in a Six Sigma project that led to improvements throughout the talent supply chain. Developed a wide variety of key organizational performance metrics including innovative measures that allow for direct comparison of departmental performance to our closest competitors. Designed and prepared a detailed quarterly competitive analysis of each of our closest competitors activities and data to allow for dissemination of competitive intelligence, identification of opportunities for the organization and facilitation of critical decisions Achieved critical objectives including: a “cultural change” initiative which established a philosophy to consistently meet client needs & improve outcomes, restructuring the departments support function to increase employee satisfaction while creating higher levels of accountability, service & responsibility; redesigned the department’s business processes to align them with best practices & strategic objectives.