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.• Use data analytics to assess our talent acquisition operations, devise strategies for improvement, and identify optimization areas.• Manage strategic vendors including RPO, assessment firms, technology providers, to enhance partnership, performance, and risk mitigation.• Oversee the Center of Excellence (COE), providing expertise in talent acquisition incorporated with workforce planning, employment branding, sourcing, selection and assessment, and TA technology.• Attract, coach, develop, and retain top recruiting talent delivering high-quality results.

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 function.• 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• Conducts industry trend research to inform talent acquisition strategy• Oversees a team of talent acquisition Managers to execute functional talent acquisition strategy with a total organization size of 100 associates• Creates and monitors talent acquisition performance KPIs / SLAs and adjusts strategy and processes accordingly for continuous improvement• Makes hiring decisions to recruit candidates for talent acquisition within specific function• Participates in workforce planning activities, including succession planning within specific function• Recent successes include:o Reducing recruiter turnover by 50%, which provided a 20-week stability point for Core Talent Acquisitiono Development of a data driven dynamic capacity modelo Design of a Core TA Competency modelo Redesign of recruiter KPIs/SLAs

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• Drive execution, including capturing feedback and iterating on the fly• Participate on priority sub streams with substantial leader and associate experience dependencies

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• Executed programs to support Anthem associates, including talent management, career planning, performance management, leadership coaching, data analysis, compensation and rewards, learning and development, recognition programs and strategic organizational development• Provided insightful data to guide decision making and offer proactive solutions, solving problems and getting to the root cause of any issue, regardless of complexity

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 organizes work• 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 programs and strategic organizational development• Leverage available date to automate manual processes to develop proactive solutions to people related challenges• Responsible to be a subject matter expert regarding organizational and people related planning and execution• Provide insightful data to guide decision making and offer proactive solutions, solving problems and getting to the root cause of any issue, regardless of complexity• Consult with leadership to create comprehensive people plans to influence lasting and sustainable efficiencies • Design and quickly implement solutions that cut across multiple disciplines, even those beyond human capital and organizational solutions

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• Developed creative strategies and deliver exceptional customer service with a primary focus on operational excellence, proactive, competitive and cost-effective recruitment solutions• Consulted and collaborated with senior leadership across all departments to actively identify and quantify the hiring needs for all departments based on workforce planning model and turnover trends• Acted as the main liaison with department senior leadership for advice on ethics, compliance, and talent acquisition processes • Used data to understand trends to ensure EEO/Affirmative Action Plans • Developed talent architecture for 1,200 jobs with succession planning focus• Blueprinted and implemented SAP SuccessFactors/Employee Central• Created and coached direct reports through development plans to ensure professional growth

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 semester-Scheduled pre-employment appointments-Improved existing marketing tools and assisted in the designing of new items to reach intended audience-Developed and maintained recruiting PowerPoint presentations

• 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 compensation and worker’s compensation.• Developed new and creative sourcing strategies for clerical and lightindustrial positions.• Completed on boarding for new candidates, which included interviewing,background checks, drug testing, credit checks, other client specificpre-hire procedures and conduct orientation.• Maintained communication with established clients to ensure successfulbusiness development and to promote client and employee retention.• Identified recruiting needs and participated in the development ofoutside recruiting sources.• Identified new business opportunities.• Participated in local professional, business and civic organizationsto enhance personal development and to promote company recognition.• Delivered excellent customer service and responsive clientcommunication.• Collaborated with peers to enhance work processes.

• 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.• Planned monthly resident socials.• Ensured proper completion of weekly lease audits.• Processed Statement of Deposit Accounts upon resident move-outs.

• 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.• Completed process maps in accordance with company policy for the HumanResources Department.• Analyzed company need for employees in specific regions.• Interviewed and pre-screened potential new hires for the organization.• Completed recruitment and new hire information in HRIS.

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