SRP has delivered water and power to the Phoenix metropolitan area for more than 100 years. Today, it is among the largest public power utilities in the nation and the Phoenix area's largest supplier of raw water, serving more than 2 million businesses and residents in Central Arizona.

(Position eliminated due to company layoffs)• Leads a high performing global team through inspirational leadership and managerial excellence in a fast-paced, demanding environment supporting high volume and niche roles for all corporate/G&A, sales, customer success, marketing, and executive positions. • Partner with business leaders and HR to obtain in-depth understanding of their business and translate this into robust talent acquisition strategies and annual plans.• Constantly seeks service efficiencies and deliverables at “best in class” standards through benchmarking, process improvement and a scalable workforce model.• Coaches and mentors’ talent acquisition team as an initiative-taking, positive, forward-thinking function which anticipates and prepares for business staffing requirements.• Develops timely reports on talent acquisition metrics and trends with proactive recommendations to consistently meet staffing goals and deliver on strategies and hiring plans/goals.Notable Resultso Eliminated agency use by 100% within the first 3 months by the means of strategic sourcing and interviewing initiatives.o Teams core metrics improved by over 30% as a direct result of weekly goals, coaching, and training.o Created a robust TA Job Level Chart which now serves as the career progression road map with benchmarks for each role. o Composed an applicant interview guide and social media posting strategies with the employer branding team.

(Position eliminated due to company layoffs)• As the sole talent acquisition leader reporting directly to the CAO, initiated the design and maintenance of all strategies, processes, policies and standards to promote and retain top internal talentwhilst attracting top external talent for both HQ and Operations.• Builds cohesive and effective relationships with business leaders, HR, and talent acquisition through collaboration, consultation, and initiative-taking engagement, including ongoing training.• Provides proactive forecasting, planning and strategic talent acquisition plans for future needs and market adjustments.• Introduce recruiting metrics to key stakeholders to identify areas of opportunity and optimize overall performance, while providing tools and direction for the talent acquisition team to meet those goals. Notable Resultso Grew the HQ recruiting team by 75%. ▪ Increased HQ candidate flow by over 240%. ▪ Reduced HQ time-to-fill from 48 to 29 days.o Strategically built a strong performing operations team from the ground up, totaling five recruiters within 6 months. ▪ Increased operations candidate flow by over 525%. ▪ Reduced operations time-to-fill from 17 to 6 days.o Proudly served as the interim DEI Board Chairman.

(Position eliminated due to company layoffs, COVID)Leadership and development of a multi-department, multi-location high performing recruitment team.• Assist the departments we support with developing targeted candidate sourcing strategies for leadership trainees, women, veterans, and ethnically diverse candidates.• Proactively scan industry trends, implement innovative solutions to obtain top talent, such as social media and social networking.• Build high-trust relationships with HRBP’s and business leaders to establish goals and provide consultation on emerging staffing trends.Notable Resultso Consistently operated at a 95% or above satisfaction rate as indicated by hiring manager surveys.o Routinely produced diverse candidate slates averaging 40% female and/or diverse candidates.o Received recognition for developing and leading teams to a higher level of personal and organizational performance.o Elected Chairman of the Nationwide Arizona Talent Pipeline Committee for championing relationships with universities and various organizations.

• Design and direct all talent acquisition operations from the ground up for ProviNET (IT consulting company) and their parent company, PLS (senior services/healthcare) spanning three states, ten locations.• Build from the ground up, lead, and mentor a team of five recruiters and one lead using metrics and collaborative benchmarks assuring that a continuous pool of talent is being sourced to support current and future business needs for both ProviNET and PLS.• Establish, manage, and strengthen relationships with executives, leaders, and business partners across both organizations.• Designed and implemented organizational development initiatives for ProviNET including employee/manager training, company events, employee engagement surveys, and career succession programs. Notable Achievementso Increased ProviNET’s employee headcount by 400%+.o Improved ProviNET’s company culture and employee satisfaction by over 35% as confirmed through monthly engagement survey results.o Saved PLS ~$3M annually by the reduction of agency use.o Received esteemed recognition by PLS’s CEO and COO for being instrumental in the success of significantly improving PLS’s talent acquisition operations.