Managed policy, talent development, employee relations, and oversees full-cycle recruitment in support oforganizational objectives for 350 employees across 35 staffing offices in the Southern California region.• Coordinates with hiring managers to identify staffing needs, determine selection criteria, and source potential candidates through online and in-person channels (e.g., social platforms, professional networks, and college campuses). • Plan interview and selection procedures, including screening calls, assessments, and in-person interviews.• Analyze data, forecast trends, develops solutions to mitigate potential risks, and provide detailed assessments to regional executives and branch managers.• Audit programs, identify and verify correction of minor discrepancies that resulted in the successful completion of multiple Office of the Inspector General assessments focused on inefficient and unlawful operations within Federal organizations.• Participates in the national onboarding program and assists applicants with financial hardships during the global COVID-19 pandemic.• Assists with overseeing the enlistment processing of 300+ applicants per month, coordinates and processes enlistment waivers, special missions, recruiter awards, and ensured 100% compliance with Federal regulations.

Led a team of six branch managers and 40 staffing personnel in the Phoenix region. Developed RecruitingProcesses, Strategies, Metric Reports, Pipeline trackers, and Standard Operating Procedures across theorganization.• Assessed candidate information, including resumes and contact details, using our Applicant Tracking System.• Advised Executive Leadership on personnel reassignments and promotions; managed employee disciplinary cases quickly and developed detailed plans that changed behavior patterns and reintegrated members back into the team.• Designed job descriptions and interview questions that reflected each position’s requirements.• Evaluated personnel staffing requirements and recommended assignments based on organizational needs, talent management, and operational obligations.• Led employer branding initiatives, organized and attended job fairs and recruitment events, and forecasted quarterly and annual hiring needs by department.• Selected by elected officials to participate in a county-wide initiative that ensured graduates were college and career ready.• Developed and maintained relationships with universities, community organizations, and HR professionals to identify, recruit, and retain experienced candidates and potential college interns.• Proficient application of both behavioral and competency interviewing techniques.

Oversaw the daily operations of the Phoenix Recruiting Department that supported 300 employees, 30 staffingcenters, and six staffing districts. Analyzed regulatory compliance and prepared staff recommendations on allrecruiting operations issues.• Developed recruiting and referral networks, attracting viable candidates through social, professional, and industry networks and contacts.• Identified candidates through multiple sources including existing talent pipeline, employee referrals, social networking sites, networking events, and People Search.• Acted as recruiting Subject Matter Expert for hiring managers through the recruitment process, including market analysis and best practices for candidate selection and managing timelines.• Conducted regular follow-up meetings with hiring managers to determine the effectiveness of recruiting plans and implementation.• Implemented quality control procedures that led to 90% of prospects signing enlistment contracts and a 13% improvement over the course of a Quarter.