Traci G. Email & Phone Number

Indianapolis, Indiana, US

• Develop and implement talent acquisition strategies that align with organizational HR strategy.
• Drive strategy growth with data analytics, industry research, and consultation with talent strategy directors, HR business partners, and business leaders.
• Drove year over year operation performance reducing average time to offer by 16 days, improved NPS score by 23%
• Champion digital-first strategies to find, attract, assess, and select the best talent.
• Lead initiatives to brand our company as a “Great Place to Work” and a top destination for talent.
• Collaborate with HR and business leaders to anticipate and plan for future workforce needs.

Indianapolis, Indiana, US

• Act as a talent strategist by researching, ideating, and constantly improving the talent acquisition strategy using data analytics, industry research, and business input from the talent acquisition leader assigned.
• Provide expertise in specific areas of talent acquisition including, but not limited to: workforce planning, employment branding, sourcing, process improvement, and technology enhancement
• Led the Talent Acquisition Workday team through implementation and stabilization to business as usual
• Ensure alignment of functional talent acquisition strategy with people strategy from the business
• Identify areas for improvement for functional talent acquisition processes
• Leverages data analytics to inform functional talent acquisition strategies

Indianapolis, Indiana, US

• Work beyond silos of individual HR functional areas to identify and influence HR processes and digital platforms to ensure the anticipated experience is seamless, connected, and personalized
• Identify the “moments that matter” for associates and leaders, define gaps, and partner on plans to optimize the experience
• Partner with key stakeholders and consultant teams on the implementation of Workday, expanded utilization of ServiceNow, refresh of HR Content on Pulse (corporate intranet), and other digital platforms
• Champion “end to end” human centered process and experience design perspective and ensure program objectives are achieved
• Partner in the development of change management strategy and communications
• Manage stakeholder relationships, driving alignment and buy-in

Indianapolis, Indiana, US

• Created and implemented the end-to-end human capital strategy to drive the business to meet the goals within the Government Business Division(GBD) COO supporting the GBD Technology and GBD Analytics COE
• Designed and implemented the organizational structure for the Government Business Division Analytics Center of Excellence, including implementing an agile organizational model
• Crafted integrated development solutions that are thoughtful and reinforced by upstream and downstream talent programs, including a formalized competency model for the GBD Analytics team
• Served as a coach and mentor to business leaders, fellow HR Business Partners, and other GBD leaders
• Developed and enhanced communication to leaders at all levels to create a culture of engagement, performance, learning, development, and rewards/recognition
• Participated in the cross-functional team supporting Anthem’s Associate Resources Community for COVID-19

Indianapolis, Indiana, US

• Responsible to solve organizational challenges through people-related solutions and serve as an integral part of Government Business Division COO supporting the GBD Technology and GBD Process Execution and Redesign.
• Create and implement the end-to-end human capital strategy that will drive the business to meet its goals.
• Utilize strategic reasoning and thinking, use of data to guide work, being comfortable challenging convention and, in some cases, influencing leaders to reassess how work is done
• Partner with a cross-functional group of subject matter experts within Anthem’s HR centers of excellence to design and execute your strategy for how the business staffs, onboards, develops, motivates, retains and.
• Participate in the cross-functional team supporting Anthem’s Associate Resources Community for COVID-19
• Execute programs to support Anthem associates, including talent management, career planning, performance management, leadership coaching, data analysis, compensation and rewards, learning and development, recognition.

Atlanta, Georgia, US

• Implemented a virtual interview recruiting software and strategy resulting in a substantial cycle time and cost savings over $500,000 in the first six months post go-live
• Acted as a liaison between Human Resources, IT, and outside vendors to blueprint and implement a new HRIS
• Developed comprehensive talent acquisition strategy for twenty-two state operating territory
• Developed an analytical forecasting tool to set campus strategy at target universities and determined appropriate business engagement
• Created and implemented the first location specific workforce hiring forecast for twenty-two state operating territory
• Developed and managed to a multi-million-dollar budget

Atlanta, Georgia, US

• Developed a strategy to outsource components of the required medical process of employees and job offerees resulting in a cost savings and cycle time savings
• Managed the corporate medical team included Clinical and Substance Abuse Testing teams
• Ensured compliance to corporate policy and federal regulations
• Serve as General Project Manager for new Medical Department projects including vendor selection (prepare/submit detailed RFPs), pricing, and implementation
• Developed and managed individual development and performance improvement plans for a team of 14

Atlanta, Georgia, US

• Implemented HR strategies to respond to changing business needs (management and unionized environment) for a department of 13,000 in a 24/7 environment
• Advised senior leadership on HR related topics including but not limited to interviewing, hiring, terminations, promotions, outreach, and employee relations
• Developed compensation plans and program guidelines for department
• Managed succession planning focused on recognizing, developing, and retaining key talent
• Developed an analytical tool to project hiring need and developed a strategy to meet the hiring need

Atlanta, Georgia, US

• Consulted with senior leadership to create comprehensive human capital management plans
• Provided departmental management with ongoing consultation on performance management tools and solutions, including Annual Performance Evaluations and Performance Improvement Plans
• Implemented an updated compensation strategy targeted to premium skillsets beyond established broadband
• Maintained a less than 5% vacancy ratio within Planning and Technology Division through the development of new talent acquisition strategies
• Participated and facilitated full life cycle recruiting
• Developed talent acquisition and succession planning strategy for Information Technology

Atlanta, Georgia, US

• Established and maintained relationships with multiple colleges/universities in the Western Region, as well as client departments
• Developed talent acquisition strategy to recruit targeted Information Technology, Engineering, and Computer Science majors
• Monitored and reviewed return on investment of Norfolk Southern Foundation Funding

Atlanta, Georgia, US

-Reviewed and posted all job postings for multiple departments-Reviewed and evaluated all incoming applications for multiple departments -Provided appropriate handling of applications, resumes and employee referrals.-Scheduled and facilitated Career Days (HR Interview, Presentation and NSMA Testing)-Assisted in the training of new interns/coops each.

• Full life cycle recruiting in a high demand, fast paced environmentfor businesses including Panasonic, ACS, EDS/HP, Uni-Lever, Volvo Penta
• Determined client needs, placed appropriately skilled employees onflexible full time assignments and conducted quality control and arrivalcalls on all client orders.
• Received, wrote and processed all client orders with complete jobdescription and credit information.
• Assigned appropriate pay rates for field employees and bill rates forclients within established guidelines.
• Performed daily financial activities including: payroll.
• Communicated and coordinated the various aspects of branch operationsrequired to ensure compliance with established policies and procedures,as well as local, state and federal laws and guidelines includingunemployment.

• Completed outreach marketing to local businesses.
• Maintained relations with corporate rentals.
• Updated residential management software.
• Completed weekly updates and maintain multiple websites.
• Exceeded monthly sales goals: Top Performer in November 2009, December2009 and April 2010
• Met and toured potential new residents.

• Provided necessary recruitment strategies for marketing.
• Formulated and executed several college and agency recruitmentcurriculums.
• Provided essential establishment and maintenance with selectiveemployment organizations.
• Provided vital assistance in the staff communication enhancementcurriculums.
• Presented information regarding job opportunities and companyinformation at job fairs and health expos.
• Designed Human Resources recruitment brochures.

Master'S Certificate In Human Resources, Human Resources Management/Personnel Administration, General

Master Of Business Administration (Mba), Business Administration, Management And Operations

Bachelor'S Degree, Business Administration And Management, General

High School