Trisha Arnold Email & Phone Number

Dallas, Texas, Us

· Collaborate with senior leadership to identify and address critical Talent Operation needs and long term strategy. · Develop, integrate and manage the establishment of Talent Operation policies/procedures (ex: performance reviews, succession planning, training and mentoring, career development, onboarding and etc.).· Create and implement Talent Operation strategies aligned with the overall business goals. · Develop high-performing talent management team that creates a culture of continuous improvement. · Establish talent strategies to facilitate the hiring and retention of top talent. · Proactively assess the company's hiring needs and updating the recruitment strategy accordingly. · Ensure our vision, mission and values continue to align with our high-performing and growth-oriented organization.· Oversee Talent Operation functions: Compensation, Total Rewards, Talent Acquisition, Talent Management, Employee Relations, Compliance and Culture.

Dallas, Texas, Us

· Develop Talent Operation strategies, overseeing operations, and ensuring compliance· Ensure organization's workforce is aligned with company goals· Responsible for workforce planning, organizational development and succession planning· Ensure there is a conscious, deliberate approach to attracting and retaining top talent · Plan, direct and manage all Talent Operation initiatives (Talent Acquisition, Compensation, Benefits, Training, Employee Relations and etc.)

Dallas, Texas, Us

· Identify innovative strategies to attract top talent utilizing recruiting technology, staying in line with industry trends· Enhance, deliver and maintain recruitment processes, procedures, tools and vendor relationships· Foster consultative relationships among leadership teams in order to successfully execute hiring solutions that directly support business objectives· Establish and manage performance metrics and Service Level Agreements (SLA’s) for internal delivery that ensure both a high quality of hire, and client satisfaction· Implement reporting solutions, incorporating key metrics to share and present to leadership teams and partners· Implement marketing, talent activities, and/or events to build and engage a consistent pipeline· Maintain the knowledge and flexibility to recruit for all positions, particularly those most critical to the organization· Hire and develop Talent Acquisition Team through consistent feedback and mentorship· Support compliance efforts within Talent to align with federal and state legislation

Dallas, Texas, Us

(Company was formerly known as Monitronics International)· Responsible for entire corporate recruiting/hiring/onboarding process, team ambassador program, and employee engagement events· Accountable for talent acquisition: manage, train and evaluate a team of recruiters (varying from 3-to-11 team members at a time) across four corporate sites· Design, build, implement and manage strategic sourcing and talent acquisition programs· Leading succession planning within all departments to better understand where areas of opportunity are regarding skillsets· In charge of diversity and inclusion across the organization and ensuring recruiting strategies attract diverse candidates· Track key talent acquisition metrics, including lead and lag measures, to refine processes if need be· Conduct internal training programs for new hiring managers and internal potential candidates· Collaborate with Training and Operations to proactively identify and address hiring needs· Leading the team ambassador program across multiple sites to place the company’s message in the hands of influencers· Primarily recruiting on confidential exempt level positions or executive leadership roles (Director or above)

Dallas, Texas, Us

· Responsible for entire corporate recruiting/hiring/on-boarding process· Accountable for talent management · Leading succession planning· In charge of diversity and inclusion

Dallas, Texas, Us

· Responsible for recruitment team consisting of two recruiters and a recruiting coordinator· Successfully recruiting for numerous skill sets including specialized high level positions· Expert in Taleo Business Edition (applicant tracking system) · Solely responsible for full cycle recruiting/hiring process· Accountable for meeting affirmative action objectives· Train directors/managers/supervisors/leads to conduct behavioral interviews with potential candidates to target desired attributes· Create and distribute weekly report to executives regarding recruitment status on open positions· Average time to fill rate of 17 days · Constantly improve and challenge the recruitment process to insure that positions are filled with superior talent· Partner with Employee Relations

Dallas, Texas, Us

· Responsible for recruiting quality candidates to fill non-exempt and exempt positions within the company· Partner with hiring managers to gain insight and knowledge about open position(s) and to educate on the hiring process · Train hiring team/panel members to conduct behavioral interviews with potential candidates to target desired attributes· Post and advertise position(s) on sites that will attract candidates with the desired skill sets· Conduct in-depth behavioral phone screens, face-to-face interviews, assessments and reference checks

Atlanta, Georgia, Us

· Owned the hiring process for eight facilities in the Southern Business Unit. Lead and execute all TA efforts to support frontline and account manager hiring needs for assigned Market(s) to support business needs· Responsible for all client management activities with the Market(s). Built relationships and trust to effectively gauge needs and influence hiring decisions. Identified issues early in the process and resolves problems proactively, uses data and results to make decisions and provides status updates on a regular basis · Forecasted, developed and executed comprehensive sourcing plans for assigned Market(s) to create candidate pipeline consistent with business trends, reduced time to fill and improve candidate quality · Collaborated with Hiring Managers to clearly define the core accountabilities of the position, outlined expectations for the recruitment process to source and select the best qualified candidate(s) for the position · Utilized a variety of sourcing methods to create candidate pipeline to meet frontline hiring needs. Including, but not limited to, database mining, internet/web searches, direct sourcing, community organizations, networks, employee referrals

Atlanta, Georgia, Us

· Reached out to community based organizations to build relationships to build pipelines for future recruiting needs· Utilized phone interview tools to ensure that qualified candidates are being advanced · Exceeded weekly/monthly phone screen, interviews scheduled, and hire ratio goals

Hanover, Maryland, Us

· Established relationships with potential/current clients to support them with their hiring needs in the Irving/Coppell/Las Colinas area · Led company training classes to implement new recruiting strategies for senior recruiters · High level of daily negotiations pertaining to both client agreements and candidate offers · Provided candidates for 10+ different clients consistently on a monthly basis within 24-48 hours for administrative/clerical, customer service/collection, accounting/finance and human resource positions · Averaged 15 client meetings on a weekly basis and 100+ calls a day to current/potential customers · Guided and managed a team of recruiters to hit their daily/weekly/monthly/annual goals · Managed recruiting team to properly facilitate the hiring process from beginning to end

Hanover, Maryland, Us

· Provided candidates for more than 60 different customers including: DaVita RX, Avelo Mortgage, Brinks Inc., Nationstar, Bank of New York, Unisys, Dyncorp, Verizon, Cingular/AT&T, Fidelity, Exeter, Gold’s Gym, Saxon Mortgage, Fannie Mae, Bank of America and JP Morgan · Sourced candidates from the following: Current/Former Candidates, LinkedIn, Direct Sourcing, Facebook, RWS (Internal Database), Thingamajob, Career Builder/Monster, and Google X-Ray Search · Solely responsible for the following accounts in 2008: Bombardier Flexjet and Ford Motor Credit · Averaged 100+ calls, 15 phone interviews, 5 face-to-face interviews, and performed 3 reference checks each day · Started in 2008 at $3,666 in spread, hit $9,486 spread growth in June of 2008 · Ended my recruiting career ranked as number three in the office at $8,427 in spread, December 17th, 2008

Mass Communications, Advertising

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