Caltech is a world-renowned science and engineering research and education institution, where extraordinary faculty, students and staff seek answers to complex questions, discover new knowledge, lead innovation, and transform our future. Human Resources supports the Institute mission by providing support, education, programs, and services that help Caltech employees continue to make significant contributions to world-class science.Reporting to the Associate Vice President for Human Resources, the Assistant Vice President is a key, senior management position within the Caltech Human Resources Department and provides broad leadership and strategic oversight to several organizational areas within Human Resources including employment & recruiting services, employee & organizational development, disability and leave, HR events and education, HR communications, worklife programs, and HR systems & services.

As Executive Director, oversight for HR organizations including recruitment, employee relations and scholar services; operational management of HR projects including outreach, communications and compliance related programming.

As Director , lead talent acquisition team in recruiting and hiring all staff positions for 6 academic divisions as well as all business and finance organizations across the Institute. Develop overall talent acquisition strategic plan and implement programs and initiatives as well as manage the budget in support of that plan.

At CGI, we’re a team of builders. We call our employees members because all who join CGI are building their own company – one that has grown to professionals located in 100+ offices worldwide. Founded in 1976, CGI is a leading IT and business process services firm committed to helping clients win and grow. We have the global resources, expertise, stability and dedicated professionals needed to achieve results for our clients – and for our members. Come grow with us. Learn more at www.cgi.com.Managed 14 recruiters supporting all business units and several geographic markets. Management included oversight of day to day activity, workload assignments, performance evaluations, mentoring and development.

Senior recruiting professional specializing in Recruitment Strategy and Full Lifecycle Recruitment. Industry expertise to include Technology, Business Consulting, Engineering, Aerospace, Sales and Finance/Accounting.

a cutting edge audio technology company, specializing in high-end, high performance audio equalization and acoustic optimization technology.; Managed all recruiting activities, including sourcing, screening, offering and on-boarding for Audyssey. Positions included Digital Signal Processing (DSP) Engineers, Software Engineers, Quality Assurance (QA) Engineers and Program/Project Managers.

BearingPoint was an international information technology and business consulting firm, offering full life-cycle systems development and implementation services to a range of industries including federal, state and local governments, DOD and intelligence agencies, and emerging markets.; Provided full lifecycle recruiting services to numerous organizations within the company (federal, DOD, intelligence, state and local and both Navy and Air force), filling IT, engineering, project management and business analyst positions. The day I started, the company lost two recruiters. I filled in for both and had positions filled within the week.Full life cycle recruitment for Public Services Sector, supporting the areas of Technology, Business Analysis and Finance/Accounting.

provides innovative technology solutions that enable, simplify and standardize healthcare delivery at the point of pharmacy.; Provided full lifecycle recruiting services in support of technical development organizations in California and Virginia. Positions included Director of IT Services, Development Manager, and Sr .NET application Developers.

Caltech). It is NASA's leading center for deep space exploration.Supervisor, Staffing and Employment Programs 2005-2007Managed 4 recruiters and 3 support staff responsible for all University Recruitment (UR) activities as well as providing recruitment services to Engineering and Science organizations on Lab. Managed day to day activities for UR staff, including school selection, requirements gathering and hiring and on-boarding.Developed customized recruitment strategies for various organizations on Lab, such as IT/Software Engineering and Support, Finance and Accounting, Procurement, Engineering and Science.Developed/approved compensation packages for potential hires, including salary and bonus.Managed all audit and special project activities for the Staffing and Employment organization.Recruited to fill technical, engineering, IT, Financial and Support positions from entry level to VP, with minimal use of agencies.Conducted interviewing and recruiting training sessions for Supervisors and Managers.Served as the Recruiting Liaison for various organizations on Lab (Diversity, Procurement, Outreach, etc.)Created and delivered performance evaluations for 10 recruiters and support staff, including salary increase recommendations.Client Manager, Staffing and Employment Programs 2004-2005Responsible for all recruiting activities for multiple organizations on Lab from sourcing and interviewing to offering and on-boarding. Worked with Directors and Managers to develop recruiting plans to fill a variety of needs (from Aerospace Engineers to Software Developers) without the use of agencies.Reduced days to fill statistics for my organizations through aggressive sourcing and interviewing techniques.Improved interviewing and offering processes by working more effectively with recruiting tools to streamline the structure, resulting in a higher offer to accept ratio.

AMS was a global business and IT professional services firm based; 6500 employees in 50 offices worldwide. Director of Recruitment 2002 - 2004Led all experienced and college recruitment initiatives for AMS- North America. Managed a nation-wide team of 40 recruiters and support staff, hiring 1000+ people per year.Developed strategic recruiting plans linking recruiting programs to business objectives. Successfully projected and met targets for college and experienced hires 5 consecutive years.Recruited to fill technical, sales, and business positions from entry level to vice president, yielding high quality hires and reducing use of and costs associated with recruiting agenciesConsulted with hiring managers to determine needs and address workforce planning issues, allowing the team to exceed expectations in terms of quality, fit and timeliness of hires.Determined appropriate schools, schedules and recruitment personnel to successfully execute a college recruitment program that brings in 200-400 new college hires annually.Served on the company-wide team to implement Best Practices for recruiting processes and tracking including defined turn around times, reporting structure, development of performance metrics and utilization of tools.Developed and managed annual recruiting budget of $8M. Regularly analyze data to monitor recruiting expenditures and control cost per hire.Created and delivered performance expectations, conducted performance reviews and determined salary adjustments for 25 direct reports. Conducted Interviewer Training Workshops across AMS for 250 non-recruiting interviewer participants, thus reducing risk and positively affecting attrition rates, while widening the qualified interviewer pool.

Managed both experienced and college recruiting activity for the Western Region of a $350 million business unit providing IT consulting to state & local governments. Responsibilities included sourcing, screening and closing candidates. Types of positions included Technical Specialists, Business Analysts and support staff. Hired an average of 75 people per year.Created the process for staffing to track roll off dates and confirm availability of employees. This process became a Best Practice within AMS. Worked with staffing teams and senior management to create a staffing model that allowed employees to move on and off projects in a more streamlined fashion. This led to a reduction of costs and an increase in utilization and billability. Facilitated inter-practice area loans and transfers of employees and coordinated interviews, as needed. This process led to better skill set assessment and a high degree of success matching employee to role.Monitored and reported recruiting data to regional managers on a weekly basis. This helped managers accurately project headcount, utilization and revenue numbers on an on-going basis.

Led a team of 5 recruiters and coordinators in two regions. Successfully recruited more than 200 hires per recruiting season. Cost per hire was the lowest in the company for two years. Personally recruited more than 50 hires per season.Worked with the college recruiting manager to create a recruiting plan that included school selection, pipeline forecasting, selecting interviewers to participate in-house or on campus and conducting corporate presentations. This led to a company high yield-per-school percentage.Consistently exceeded established recruiting goals including accept rate, percentage of high impact hires, process turn around times and offered to interviewed rate.Built effective relationships with career center staff, resulting in referrals of top students to AMS.

Solely responsible for all recruiting activity at two universities. University Relations activities included developing scholarship programs, coordinating "sell" events on campus, meeting with Deans, Professors and other school representatives to promote EDS. Managed a budget of $20,000 per year.