| Manage 5-member employer engagement and recruiting team strategy in outreach, business development, and on campus events planning, while partnering closely across the institute and with student organizations. | Lead the employer engagement and recruiting function for the five UNC Kenan-Flagler MBA programs and school-wide alumni population of 40,000.| Directly manage employer outreach, business development, strategy sessions, communications, recruiting events, and the overall employer strategy for the department with over 300 employers.| Manage the overall strategy to build new relationships and expand existing employer relationships.| Partner with companies in the Healthcare sector specifically, and lead the staff who manage the consulting, technology, financial, energy and consumer packaged goods industries, to identify talent needs that can be filled through internship and full-time career opportunities for students and alumni.| Partner with industry club leadership to support program development by securing speakers for classes and program engagements. | Work collaboratively with the career coaching team, other degree programs, advancement, business partnerships, faculty, centers, students, and alumni of UNC Kenan-Flagler to ensure the success of our students and alumni.| Partner with admissions in the development of an early engagement program where employer partners have opportunities to engage with incoming students to share insights of overall company mission, values, culture, and leadership development, etc. to begin developing their internship pipelines prior to the commencement of their MBA program.| Collaborate with admissions to develop and initiative to enhance the EE&R team’s ability to implement our business development strategy.

| Managed the day-to-day activities of 7 employees who were responsible for performance management, policy development, learning and development, benefit administration, diversity and inclusion, employee relations, recruitment, time and leave administration, on-boarding and off-boarding, classification and compensation, worker’s compensation, and FMLA.| Provided leadership and guidance and overall strategy for 1300 employee agency human resources| Interpreted, developed and researched HR policy to ensure agency practices address the needs of the organization.| Developed employee engagement programs to foster a culture of transparency, inclusion and knowledge by having monthly “Coffee with HR” and benefits related sessions targeted to provide information on programs, policy changes and processes.| Managed employee relations and provided expertise and guidance in conducting investigations, mentoring and guiding supervisors/managers and responding to grievances both internally and at the Office of Administrative Hearings.| Interpreted and applied of EEO/AA laws and policies related to employee/employer issues; and development of EEO/AA plans.| Collaborated with hiring managers and agency leadership to respond to the recruitment needs. | Developed recruitment, retention, succession and workforce planning strategies by working closely with hiring managers.

| Managed the day to day activities of 4 employees who were responsible for performance management, policy development, learning and development, benefit administration, employee relations, recruitment, time and leave administration and on-boarding and off-boarding.| Provided leadership and guidance related to employee relations, EEO, benefits, time and leave, and recruitment to ensure that the agency needs are met.| Interpreted and developed policy.| Collaborate with hiring managers and agency leadership to respond to the recruitment needs.| Developed recruitment, retention and workforce planning strategies by working closely with departmental leaders and hiring managers.| Partnered with DPI’s 3 Residential Schools' Human Resources Managers, School Principals and Directors on Employee Relations, Recruitment and Retention, Teacher Licensure.| Managed employee relations and providing expertise and guidance in conducting investigations, mentoring and guiding supervisors/managers and responding to grievances both internally and at the Office of Administrative Hearings.

| Provided outplacement counseling to approximately 40 RIF employees. | Worked with DPI Human Resources team and State Superintendent of Public Instruction to ensure that all RIF candidates have a positive experience while transitioning to other career opportunities.| Provided career guidance and coaching, resume and cover letter writing, interview preparation (mock interviews), LinkedIn profile development, professional network enrichment, building job search skills, and how to target the job market training and mentoring.| Networked to uncover public and private job opportunities for RIF candidates and introduce them to appropriate hiring managers or human resource professionals within those organizations.| Worked as a part of a 6-person team investigating grievances: | Gathered evidence and additional supporting documentation; | Developed findings and evidence templates for compiling data: | Developed interview findings and gathered statistical data and incident documentation to support findings; | Composed the final draft report summarizing findings and recommendations.| Reviewed/analyzed State HR statutes 126 and 115C in support of findings and recommendations.| Provided data analysis of student population incident reports to demonstrate trends in behavior and actions taken by school leadership, PRIDE team and teachers.

| Managed and implemented effective recruiting strategies/plans while overseeing the research and passive candidate recruitment for clients in the life sciences industry.| Worked directly with client’s hiring managers and HR business partners to develop effective recruiting and sourcing strategies to attract and recruit top talent for Manager to C-Suite positions in commercial/sales, engineering, validation and maintenance, laboratory services, HR, safety, procurement and operations.| Developed search strategies/plans by determining key selection factors and target companies.| Oversaw research in mapping targeted talent pools without using job boards or other “traditional” recruiting methods.| Provided weekly recruiting reports detailing research and market intelligence.| Developed passive recruitment outreach campaigns with successful candidate development and placement.

| Directed full life cycle recruitment for leading research institute with $870M in annual revenue and 4,200 employees in 75 countries. | Personally sourced candidates for four business units with over 800 employees and lead international proposal recruitment for Social, Statistical and Environmental Sciences (SSES) group.| Lead Talent Acquisition Operations Excellence initiative developing processes, branding and candidate experience standards.| Developed international talent community pipelines in preparation for upcoming proposals in Africa, Asia and Latin America.| Worked closely with senior leadership to establish targeted university recruitment Historically Black College and University (HBCU) engagement programs.| Developed Statistics HBCU engagement program to provide employee mentoring and teaching opportunities for students at targeted HBCU and middle school located in close proximity to HBCU.| Represented RTI’s interests through participation on NC4ME leadership team through September 2016.| Developed interview training curriculum and deliver training to all staff participating in interview process.| Lead team of HR professionals in business process reengineering to streamline and standardize international proposal recruitment process for Social, Statistical and Environmental Science Organization.| Lead renegotiation of staffing vendor’s master service agreements and insourcing recruitment processes to ensure scalability.

| Led development, kick-off, and implementation of Governor’s Military and Fast Track Training program focused on ensuring transitioning military service members had necessary skills and credentialing to secure gainful employment in NC.| Led Governor’s Military hiring initiative by working closely with NC military bases to ensure transitioning service members and local companies were connected on base hiring events.| Architected concept of state Disabled Veteran Cyber Security Apprentice program and worked with key stakeholders to lobby legislature to approve $500K budget.| Negotiated and created first Correctional Officer training program for transitioning veterans at Fort Bragg and Camp Lejeune.| Served as Chairperson for IT Fast Track Training Program, a public/private partnership collaborating with industry partners to develop IT training for military service members and veterans across the state| Continued to represent Governor’s Military Pipeline Program (NC4ME) leadership team as Strategic Talent Access Manager.| Assisted business owners in the analysis, design, and development of effective recruitment and staffing programs with special focus on diversity engagement, veteran, and talent pipelining.

| Collaborated with the 9 Cabinet Agency leadership, Governor’s Chief of staff and HR leadership to develop and lead sourcing campaigns for strategic policy/exempt managerial position candidates. | Worked closely with agency leadership and HR team to develop pipelines for difficult to fill positions while working closely with HR to provide training for sourcing candidates that are compliant with legislation.| Lead the Governor’s Military hiring initiative working closely with NC Military bases to ensure transitioning service members and local companies are connected through on base hiring events.| Worked closely with legislators/Commerce Secretary John Skvarla to ensure military/veterans initiatives are supported by policy. | Provided leadership in developing HR recruitment process re-engineering to reduce time to fill.| Developed a Correctional Officer Community Engagement initiative and NC Cadet program that was being piloted in Bertie County, then rolled out statewide.| Lead in the development, kick-off and implementation of the Governor’s Military and Fast Track Training program focused on ensuring transitioning military service members have the necessary skills and credentialing needed to secure gainful employment in NC.| Served as the Chairperson for the IT Fast Track Training Program which is a public private partnership collaborating with industry partners to develop IT training for military service members and veterans across the state.| Was selected to represent the Governor’s Office on the NC Military Pipeline Program (NC4ME) leadership team. | Worked closely with economic/workforce development leadership to ensure that NC is addressing the major skills gaps in manufacturing, information technology, energy and healthcare. | Collabofrated with existing textile manufacturing companies with expansion, talent identification/skills gap training development.| Worked with DPS leadership to further develop Inmate work release programs.

| Developed, implemented, and managed all domestic and international recruiting practices for a $90M organization with 600+ employees in 20 countries.| Provided recruiting leadership, coaching, and mentoring to direct reports and hiring managers while creating standard procedures and objective evaluation methods to guide long term growth.| Identified and filled all full-time and proposal positions; achieved 100% placement in less than six weeks.| Created pipelining strategy that established more robust candidate pool and reduced time to fill positions for proposals.| Developed compensation strategy, broad banding, and benefit offerings for all international projects based on country specific legal requirements.| Developed and wrote proposal project staffing plans and writing job descriptions included in proposal submission to USAID, Gates Foundation, and AUSAID.| Instituted recruiting metrics to objectively evaluate the identification and selection of qualified candidates by recruiting team.| Formulated and delivered training for new recruiting processes, OFCCP compliance, and consideration/selection guidelines.| Worked closely with hiring managers and senior management to ensure compliance with EEO requirements and develop plans to address problems and ensure policies are followed.| Analyzed EEO data and OFCCP hiring practices to ensure compliance and collect data for report building.| Developed OFCCP procedures and guidelines based on federal requirements.| Developed domestic and international recruitment standard operating procedures to more effectively respond to the growing need to respond to project demands.| Received 2014 IntraHealth Award for Strategic Recruiting Leadership and Support.

| Provided strategic recruiting and HR leadership for domestic and international proposal development and program recruitment; and management of recruiting compliance adherence to OFCCP with particular focus on new compliance rules for Vevraa and Section 503 of the rehabilitation act.| Provided leadership around review and establishment of compensation guidelines for domestic and international hiring.| Implemented new proposal responsibilities guidelines for personnel supporting the development, tracking and response to released USG and Private Organizations request for proposal.| Established domestic and International recruiting process guidelines; and OFCCP compliance documentation, job posting, candidate consideration and selection guidelines.| Implemented new process for response to proposals around salary scales, allowances and statutory benefits.| Developed guidelines around temporary staffing firms use with eventual release of RFP for selection of Staffing vendor list.| Developed trainings for new recruiting process guidelines, candidate interviewing and OFCCP compliance.| Collaborated with HRIS team to establish and roll out company wide use of ATS/benefit administration/payroll systems full capabilities.| Provided proposal recruiting management for procurements in West Africa, Asia, Latin America and all Global procurements through writing job descriptions, position determinations and proactive sourcing of qualified candidates while working in collaboration with proposal and program managers.| Developed Proposal Pipelining Strategy to establish a more robust candidate pool enabling recruiters to have a quicker response time in filling key personnel positions on proposals.

| Developed strong relationships with key universities providing student seminars on building resumes, successful networking, mock interview training, and participating in university student mentor programs. | Supported STEM local high school programs by attending board meeting, providing students with support in networking and resume building activities, and speaking with students during company tours.| Served solely responsible for recruiting efforts for the entire group of 7 units with over 1,400 employees for the first 4 months of employment.| Managed over 80 open requisitions and hired 67 staff.| Successfully bridged relationship gap between the business units and recruiting; thus, transforming the recruiting group to a trusted business partner.| Established as a trusted and respected recruiting partner within SSES units/divisions and as a source for establishing cross collaboration with our International Development Group (IDG) units. | Reduced the use of headhunters from 14 hires in 2010 to 1 in 2011; and 0 for 2012/2113.| Provided training and guidance related to OFFCP compliance, internal recruiting practices, interviewing basics and hiring practices related to international hiring.| Led strategic relationship establishment with targeted universities, colleges and associations.| Provided compensation analysis and salary recommendations.| Worked closely with compensation group in determining salary market reference information and establishing guidelines around salary administration and determination.| Established international FSN scales and fringe rates/benefits in collaboration with compensation group to be used in proposal recruiting and local hiring.| Ensured hiring manager OFCCP compliance during recruiting process. | Successfully hired 121 staff 12/2010-10/2011; 105 staff in 2012/2013.

| Managed the full life cycle domestic and international recruitment activities for the Xonflict Management, Mitigation and Resolution group in the International development Group which had approximate yearly revenue of $150M.| Led all recruitment efforts while handling broad responsibilities as Recruiting Team Leader for Local Governance Program LGP II Extension Iraq and Local Governance Program III Iraq. | Ensured efficient recruitment process in the International Development Group of Conflict Mitigation, Mitigation, and Resolution for proposals.| Oversaw technical writing for staffing sections on proposals while collaborating with the senior management team on staff planning and writing budgeting narratives. | Managed additional responsibilities for other groups within International Development Group as needed in support of proposal recruitment. | Worked closely with subcontractors on projects and proposals to facilitate candidate recruitment and approval.| Managed all onboarding processes, salary justifications and submissions to USAID.| Administered weekly recruiting and employee reporting for clients.| Served as primary contact for all advisors prior to deployment.| Worked closely with internal contracts department to ensure compliance with project requirements and guidelines.| Generated all personnel salary, allowance and deployment costs for the Business proposal development group for proposals budgets.| Partnered with HR and compensation to determine salary structures of Expats, Third Country Nationals (TCN) and Current Country Nationals (CCN).| Assisted in Procurements related to projects awarded.

| Ensured continuous project growth while handling previous recruiting responsibilities.| Developed weekly reports to senior domestic and international management detailing candidate deployments, United States Agency for International Development (USAID) submitals and number of candidates sourced each week.| Streamlined all recruitment functions by facilitating weekly meeting with Iraq HR director to discuss openings, candidate submitals, deployments and attrition. | Partnered with upper management and International recruiting manager to develop retention plan, bonuses for deployment and completion of project.| Monitored all USAID salary justifications to ensure proper compliance with RTI guidelines.| Ensured timely notification of project opening by developing strategic relationships with Project Director and USAID CTOR precipitating the time to fill thus decreasing or eliminating project delays.| Secured contracts for Oil and Gas Advisor and an Oil and Gas Modeler for a short-term project to review oil revenue in the Kurdistan Region; led the release of an RFP seeking a staffing company to provide additional recruiting support for the International Development Group. | Collaborated with bid proposal team in recruiting candidates for proposals, collecting documents and commitment letters from candidates and other duties as needed.| Provided training and guidance to recruiting assistant developing recruiting and sourcing knowledge and skills.| Developed and initiated streamlined processes to ensure timely identification and deployment of staff to international project locations.

| Contract position to assist RTI with hiring 48 Advisors for a Local Governance Project in Iraq. | Served as a member of the team that identified, approved, and deployed to Iraq 48 advisors in an 8 week time period, under the contract with USAID.| Facilitated deployment of identified candidates to strengthened the government of Iraq at the local, municipal, and provincial levels while working under contract with the U.S. Agency for International Development (USAID). | Utilized recruitment expertise to hire professionals in the field of public finance, which included governance and business finance advisors, fiscal managers, accounting and auditing advisors, budget execution advisors, deputy chief of party, operations and maintenance technicians, city and urban planners, GIS advisors| Oversaw International sourcing and recruitment of all candidates . | Conducted salary negotiation and document collection for salary justification for USAID approval.| Ensured identification of highly qualified candidates by working closely with the international HR recruiting director, deputy program manager, chief and deputy chief of party, as well as local business partners.| 5 member team was awarded an Outstanding Team Performance that has Significantly Contributed to RTI's Success award.

| Identified all mortgage loan opportunities for personal portfolio.| Administered origination and processing of mortgage loans while developing and maintaining relationships with more than 50 lender’s account executives and underwriters.| Managed loan through underwriting stages as well as requesting insurance, title, and appraisal work from agents and lawyers.| Established and maintained records in accordance with state and federal laws.

| Management and domestic engineer who managed the daily academic, athletic and family requirements.

| Managed all facets of the business with emphasis on growing sales and developing marketing strategies.| Personally fabricated and managed a full-service Custom Drapery Workroom for 7 Interior Designer's customers.| Fabricated and designed custom treatments, bedding, pillows, ottomans, upholstered headboards, and other projects as needed for clients.| Most noteworthy fabrication and design projects included: NC Governor's Guest Cottage, UNC and St. Augustine's former Chancellor's homes; former NC State Offensive Coordinator and current Chicago Bears Head Coaches home.

| Spearheaded all efforts in developing a company that offered medical billing services to physicians.| Ensured accurate billing to insurance companies for services rendered for one psychiatrist and two clinical social workers.| Administered all medical claims, rejections, and denials for the practice.| Coordinated with insurance companies in resolving any billing issues or non-payment while handling additional responsibilities such as learning client's medical software system and training new employees, and managing the compliance of privacy requirements for patients as regulated by HIPA.

| Sourced and recruited information technology and engineering professionals as needed and managed the entire recruitment life cycle, including administration of paperwork, interview scheduling, and placement.| Successfully sourced candidates through cold calling and use of the Internet.

| Ensured timely and quality placement of all clerical/administrative and light industrial candidates through skill marketing to current client base and to potential clients.| Increased weekly billable hours by 2K hours within first two weeks of employment. | Qualified candidates through keen interviews, tests, evaluation, reference and background checks before placement with clients.| Secured new clients to place clerical/administrative candidates.| Coached candidates on resume writing or in necessary revisions.| Collected, prepared, and submitted time cards for payroll.

| Managed technical recruitment through cold calling, internet, job fairs and referrals of information technology professionals for the Columbia, SC branch.| Sourced, interviewed, tested, evaluated, conducted reference and background check for all candidates before placement with clients.| Administered client site visits for relationship building and maintenance and delivery of employee checks.| Identified and secured new business for placement of bench staff and new sourcing efforts.| Worked closely with Sales staff in securing new clients by participating in sales calls and presentations.

| Placed all clerical/ administrative and light industrial candidates through skill marketing to current client base and to potential clients.| Maintained client relationship building and management. | Interviewed, tested, evaluated, checked references and background for all candidates prior to placement with clients.| Assisted candidates with resume writing or revisions, interview coaching; collection, preparation and submission of time cards.|Secured new clients to place clerical/administrative candidates.

| Secured new business and generating leads for 12 sales representatives for a commercial furniture store. | Established and developed relationships with potential customers and remained their main point of contact until they were ready to purchase and were assigned a sales person.| Secured $4.3M of business potential within the first year of employment. | Worked closely with the Chamber of Commerce in developing relationships with companies considering relocation to the area.| Closely followed targeted companies for relocation to the area through Triangle Business Journal articles and established relationships with these companies prior to relocation.

| Placed all clerical/ administrative and light industrial candidates through skill marketing to current client base and to potential clients.| Interviewed, tested, evaluated, and conducted reference and background checking for all candidates. | Managed new business and client management and development.| Led the recruiting and management of 100 State Fair temporary workers that worked various jobs over the course of the 1993 state fair.| Assisted candidates with resume writing or revisions and interview coaching; collection, preparation and submission of time cards for payroll; and required to secure new clerical/administrative clients to place candidates.