Tim Streeter Email & Phone Number

Ann Arbor, Michigan, Us

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Happy people make better friends, partners, parents, and co-workers. Contentment Commitment is a simple framework which helps people reflect on their happiness in a structured and holistic way, and equips them with a customized action plan to improve it. Companies that understand the inter-relationship between happiness at work (Engagement) and happiness in life (Contentment) - and invest in both as part of their Wellness programs - have better retention, engagement, and productivity.My simple objective is to help as many people as possible to live happier lives. I do this by sharing the unique framework as broadly as possible via the book, online course, and occasionally via in-person workshops for select companies / events. I donate my time because it makes me feel like I am doing something to make the world a better place. Imagine your world after helping yourself and the people you see most every day live happier lives.Visit ContentmentCommitment.com for more information.

T Street Players are brothers Tim and Thom Streeter. Tim handles lyrics, vocals, arrangement and production while Thom contributes keys and guitars on most tracks. Together they have released more than 100 original pop songs since 2010. You might even like some of them. :)

Advising on Talent Acquisition strategy and operations at select companies as requested by CHROs and other senior HR leaders in my network; occasionally supporting hourly consults via Alphasights, Graphite, LYNK, investors and strategy consulting firms. Deep experience leading global Talent Acquisition organization at Fortune 500 companies across Executive, Experienced, Entry Level, Hourly, and Contractor workforces in organizations with and without RPOs. Expertise in Workforce Planning, TA Organizational Structure and sizing, Employer Branding, TA Process & Technology optimization, TA Scorecards & Metrics, and TA Budgeting. Clients included various multi-billion dollar companies - typically 60-90 day engagements during which time I take the same actions as I would if I were joining the company as Global Head of TA, analyzing qualitative and quantitative inputs to create a TA strategy and set the organization up for success.

Benton Harbor, Michigan, Us

- Global Head of Whirlpool’s Talent Acquisition organization, delivering 35,000+ new hires each year across Executive, Experienced, Entry-Level, Hourly, and Contractor Hiring- Oversee Talent Acquisition delivery across 6 Geographic Regions spanning 60+ countries in Global Product Design, Manufacturing, Sales & Marketing, and Corporate Functions roles- Built Executive Recruitment capability from scratch to delivering 80% of Executive hires via the internal team in 3 years - Stabilized and optimized Experienced hire recruitment through balance of RPO in high labor cost locations and internal teams in low labor cost locations- Evolved and diversified University recruitment from campus visits to 8-10 "core" schools to identifying and engaging top talent virtually with hires from 40+ different universities- Created TA Strategy for Hourly hiring across 40 Plants worldwide- Overhauled Metrics & Analytics capability to streamline reporting across all geographies and entities and introduce predictive capabilities around delivery and cost

Dublin 2, Ie

- Chief Operating Officer for Accenture’s Talent Acquisition organization, managing budget of ~$250M and recruiter headcount of 2,500+ worldwide delivering 100,000+ new hires into Accenture each year- Oversee Talent Acquisition Business Partners for Strategy, Digital, Consulting, Technology, Operations, and Corporate Functions- Oversee Talent Acquisition delivery across 16 Geographic Units spanning 60+ countries- Reduced Cost Per Hire by more than 50% since 2009 driving $750M+ in savings- Overhauled Metrics & Analytics capability to streamline reporting across all geographies and entities and introduce predictive capabilities around delivery and cost- Integrated Recruitment Operations with Financial Planning and Resource Planning processes to improve accuracy of workforce planning

Dublin 2, Ie

- Led recruitment for $3.5B business with 12,000 professionals across 48 countries- Led 200+ recruiters delivering 3,000 new management consultants each year- Partnered with CEO, COO and area leadership to ensure alignment of recruitment quality and delivery with business demand- Designed and led implementation of “Recruiting Select Team” concept to improve the quality of talent, contributing to a 17% increase in revenue per person- Improved Integration of recruitment with other core HR processes including Orientation & Integration, Capability Development, Performance Management, Compensation & Benefits

Dublin 2, Ie

- Defined global strategy for resource planning (supply/demand balancing of ~90,000 resources plus ~20,000 contractors in 48 countries) - Designed and led operational efficiency program driving > $100M in margin improvement through minimizing labor costs, maximizing revenue per person, and improving forecast accuracy- Pioneered Staffing Guidelines concept to integrate headcount and skills planning processes, optimize workforce mix and pyramids, increase lead times, and identify potential skill issues- Introduced Proactive Sourcing approach to minimize / eliminate open overdue demand for all Outsourcing deals- Partnered with Sales Planning, Financial Planning, and Recruiting functions to integrate planning and operations- Developed Resource Planning community of practice, better connecting individuals involved in the process from HR, Finance, Operations and Geographic perspectives

Dublin 2, Ie

Global Recruiting Strategy Lead, Accenture (Aug 2000 – Dec 2004)- Defined global strategy of Recruiting organization (400-700 recruiters delivering 20,000 – 40,000 new hires each year)- Aligned global and local recruiting strategies by developing relationships with regional Recruiting Leads through quarterly discussions- Designed and led the operational efficiency program driving > $80M in savings through improved delivery, cost-efficiency, productivity, and quality- Identified and shared best practices from each geography- Conceived, designed and managed process for measuring Customer Satisfaction- Conceived, designed and managed recruiting.accenture.com- Conceived, designed and managed Recruiting Global Village, monthly newsletter to all global recruitersGlobal Internet Recruiting Manager, Accenture (Sep 1998 – Aug 2000)- Defined strategy for careers.accenture.com. Worked with country contacts to define and execute local internet recruiting strategies; provided resource estimates for local redesign efforts. Managed internet-related communications between Accenture recruiters, recruitment marketing professionals, web development team, and server support team. Assisted in design/development as needed.Other Experiences, Accenture (October 1994 – September 1998)- Led development team which created CareerProfiler and Search Jobs applications on careers.accenture.com. Created Automator tool to receive job postings from recruiters in 48 countries; managed worldwide job posting creation and maintenance. Developed online application forms for each country in Perl; created interface to back-end Lotus Notes applications. Conducted quarterly Competitor Analysis of careers sections. Maintained relationships with third party recruitment sites.- Lead developer of the Accenture’s multimedia recruiting CD-ROM. - Developed a client/server Market Planning system for a Diamond Client