Operate as an Internal Business Consultant supporting Allstate Insurance Talent Acquisition.Support a variety of data, process, and policy driven initiatives to drive successful business outcomes.

• Responsible for leading or consulting on global project topics that include: department creation/hiring initiatives, TA reporting and dashboards, and internal marketplace (internal talent sourcing and succession).• Experience with project management methodologies for top priority projects across the global enterprise with firm and extremely visible deadlines and outcomes.• Create complex data analysis to report on the progress of those projects with experience dealing with IDE data and awareness.• Act as a RCPS (root-cause problem solve) consultant for any data or strategy challenges within TA.

• Responsible for the day-to-day leadership of up to 9 professional recruiting employees; this includes performance management, providing regular and ongoing performance feedback, coaching and support in problem solving with clients, candidates, team members, etc. to achieve recruiting outcomes• Fluid/fluctuating goals to hire between 100 to 260 entry level customer service reps monthly depending on business forecasting• Utilize historical data to help set appropriate task goals for class hire staffing by understanding the conversion rates to hire and percentage of no-shows/90-day attrition.• Manage additional job postings including management level requisitions for the department on-top of the expectations for the high volume/class hiring.• Use extensive knowledge within the function to influence and advise within the talent acquisition organization on industry best practices and to develop the capabilities of the team• Develop and lead the client’s talent strategy, working closely with hiring managers and senior leaders to build the staffing strategy• Utilize extensive knowledge around recruiting and labor market trends; applying data to personal insight derived from years of experience within the function to influence the client• Embrace talent analytics to provide strategic input to the business area around talent; ensure the business direction and talent goals are in alignment• Implement full recruiting lifecycle for assigned clients, sets expectations around timing and the labor market, and provides exemplary collaborative and consultative services for business partners• Communicate proactively and consistently with leaders and candidates throughout the course of the search to drive a positive experience for all stakeholders

• Recruited for our Agency ownership program, 1099 remote sales opportunity, and corporate sales.• Coach and Supervise a team of 20 Contract Recruiters, Sourcers, and Recruiting Coordinators.• Managed a special project group responsible for employee engagement and retention through peer recognition programs.• Generate reporting through ATS and CRM (Salesforce) on recruiting production numbers of team.• Conduct onboarding training with my team members as well as regular check-in meetings and open office hours for additional training.• Worked with our HRIS team to identify desired user enhancement and process changes for better employee and candidate experience.

• Responsible for executive recruiting for local small business ownership opportunities in Arizona, Oklahoma, New Mexico, Utah and Nevada.• Responsible for sourcing and qualifying potential Allstate Agency Owner candidates.• Had up to 3 recruiters and sourcers under my responsibility• Experience leading and managing teams in special project functions.• Present on the Allstate Agency Ownership opportunity in both online and in-person to small and large group settings.• Attend in-state and out-of-state career fairs and conferences to present on the opportunity and work booths. • Collaborate with local hiring managers to close leads and assist in the on-boarding process.• Maintain accurate data and information in our application system (Talent Connect) and our applicant tracking system (Salesforce)• Selected to lead a team of volunteers to execute a recognition and learning event for agency support staff called “LSP Forum”.• Experience building complex Excel to track, calculate, and interpret data from our CRM and ATS.• Develop a recruiting process flow for handing off qualified leads to the sales team through our onboarding process.• In 2019, I applied and was selected to be part of a national council that is responsible for process development and efficiencies for our recruiters and sourcers across the country responsible for hiring financial sales representatives, agency owners, and agency support staff. • Lead a virtual team responsible for strategies to help improve the learning and development of our sourcers and recruiters across the country.• Developed and lead training calls to help recruiters and sourcers in their roles for selling the opportunity and successfully recruit from source to hire.• In 2020, I was selected to lead the National Deployment Council responsible for different initiatives for process enhancement and policy implementation in recruiting which included having 7 direct reports.

Recruiter Responsibilities:• Responsible for hiring for Allstate agency staff roles in all of Arizona.• Responsible for sourcing, interviewing, and submitting candidates to Arizona agency owners.• Expected to have 10 offers accepted and 5 candidates complete licensing and binding authority with Allstate agencies each month.• Surpassed individual goals every month since May 2017 and had a high of 19 offers and 11 candidates with Allstate binding authority in a single month.• Contributed a total of 98 offers accepted and 53 complete binding authority from April 2017 to year-end.• Utilized iCIMS, an ATS, to progress candidates through the interview/hiring experience.• Developed a reporting and tracking system from scratch using Microsoft Excel.• Created a weekly report to be shared with the region sales management team to drive hires in their market.• Assisted with training new team members on systems, industry knowledge, and best practices.Consultant Responsibilities:• Worked with the local field sales leadership to identify hiring needs in their market area with new and existing agencies.• Developed partnerships with new and existing agency owners to identify their ideal candidate profile.• Consulted agency owners on interviewing, hiring, and onboarding practices and policies.• Provided research to agency owners on local wages, benefits, and market conditions to help them compete with surround opportunities.

• Managed resource with Wells Fargo in the Home Mortgage team that supports other recruiters in their full cycle recruiting efforts.• Have actively assisted a pool of 20 to 40 open requisitions at any time.• Demonstrated efficient time management skills by always completing tasks requested by peer recruiters or hiring managers by their deadlines.• Advanced Microsoft Outlook skills to prioritize and manage time properly.• Provide detailed weekly capacity reports to manager to ensure in-depth analytics of my time management, capacity, and work productivity.• Responsibilities include resume reviews, prescreens, follow-up calls/emails with candidates or hiring managers when needed, and sourcing for difficult to fill positions.• Work with staffing specialists to schedule prescreens with candidates.• Aware of recruiting practices and policies and have helped ensure compliance with those policies in our requisitions and job folders.• Attended weekly and monthly HR and recruiting meetings to be knowledgeable about Wells Fargo HR practices and systems.• Proficient in Recruiting Solutions and PeopleSoft systems.

• Started under the role of recruiter assistant doing full cycle recruiting.• Upon hire, I created a tracking system using advanced Excel formulas for our team to record and track their recruiting efforts.• Developed and facilitated training with supervisors and managers about sitting in and/or conducting face-to-face interviews with the recruiting manager. The training included discussing illegal interview questions, observation skills, and overall candidate evaluation best practices.• Promoted to head recruiter/hiring manager for the facility within two months of hire.• Was responsible for full cycle recruiting from opening requisitions to closing, including generating and extending offer letters and issuing background and drug screens.• As hiring manager, conducted face-to-face interviews in a standardized and well-documented manner.• Proficient in the ADP system for recruiting and on-boarding efforts.• Was responsible for and succeeded in hiring between 10 to 20 CSR candidates every two weeks based on business needs for my personal facility.• Assisted our neighboring facility in their recruiting efforts to hire 20 CSR candidates every two weeks.• Recruited for additional positions within my facility (excluding director of operations positions).• Acted as the sole HR representative for my facility and handled questions regarding payroll, benefits, workplace environment, and any other human resource topics from all the employees including CSR, supervisors, managers, and director of operations.• Attended regular manager meetings to discuss staffing and attrition levels, work productions, and others as deemed necessary.

• Supervised and managed a team of 60+ student employees.• Answered phone calls and emails in accordance with correct grammar and professionalism.• Conducted and instructed during weekly training meetings.• Worked with the hiring manager and two other supervisors to conduct recruiting efforts.• Participated in full-cycle recruiting• Conducted resume reviews, face-to-face interviews, and extended offers.• Consulted with the hiring manager and team about candidate selections prior to extending a verbal offer.• Participated in the on-boarding processing by preparing candidates with need-to-know information for their training class.Project Management Responsibilities:• Worked as a leader in creating quality assurance and trainings and worked hand in hand with my team members to make decisions as a group.• Developed and facilitated the quality assurance system for data analysis, and to identify topics to be reviewed during weekly employee trainings meetings. • Created awareness of professionalism and increased work production through a quality assurance grading system and biweekly one-on-one evaluations with coworkers.• Created and facilitated a hands-on new-hire training program that involved job shadowing and instruction through scheduled training meetings.• Successfully balanced various projects including quality assurance, trainings, and a supervisor positions at the same time without allowing efficiency to go down.• Frequently used Google docs and Microsoft Office products

• Developed a habit of extensive preparation that helped my students increase a full letter grade improvement in their classes.• Highly sought after by students because of my reputation of focusing on the student’s success and having appropriate expectations of each student.• Taught all Spanish courses.

• Led a team of up to six employees and gained their respect through my own hard work, trust given to them, and feedback that I was willing to receive.• Corrected mistakes in a professional and polite manner without causing conflict in the team.• Created proper timelines for projects and pushed for aggressive, but realistic, goals.