Supporting performance management design, implementation, and improvements.Conducting current state organizational and human capital process analyses, gap analyses, future state visioning.Preparing for and supporting both internal and external stakeholder discussions.Supporting the development of reports and presentations summarizing the outcome of assessments, including visualizing findings.Supporting organization and facilitation of client meetings, including scheduling, drafting and delivering agendas, providing and archiving required documentation, and documenting, tracking, and following up on action items.Stakeholder analysis, liaising between technical and non-technical audiences, research of workforce trends, HR transformation, business process improvement, I/O survey design and analysis, analytics, organization transformation or design, strategic communications, and/or project management support.

Partner with Human Resources, Recruiters, and Hiring Managers to fill available positions.Source talent using various web search engines, boolean searches, job postings, Workday, internet resume databases, social networking, referrals, cold calls, references, and professional groups.Screen candidates to determine if a candidate is qualified and a fit for the organization.Maintain social media and professional networks for researching, generating, identifying, and building relationships with candidates.Execute executive, corporate, technical, and cleared sourcing, ensuring candidates meet client expectations.Utilize Workday to track, collect information, organize prospects based on experience and skill set, filter applicants, and organize candidates for hiring and recruitment purposes.

Lead, mentor, and coach five Senior Human Resource Managers (direct reports) charged with managing a team of 20 human resource managers providing over 7K hours of training in support of Navy Recruiting Talent Acquisition objectives. Provide overall management of an annual operating budget; appropriately and effectively allocate funds. Ensure compliance with Human Resource law, EEO policy, and diversity initiatives.Generate stability while driving all aspects of human resource management including strategic planning, interviews, hiring, staffing allocation, personnel matching, performance appraisals, promotions and commendations, investigations, absenteeism, disciplinary actions, terminations, and personnel safety. Shape a productive environment by deploying national resources and assets to fully support strategic training initiatives for Navy Recruiting Enterprise; skilled in meeting core mission objectives while identifying solutions, trends and opportunities to advance learning and development. Create new Navy Recruiting Command Personnel Qualification Standards, which are designed to improve the Navy Recruiting Enterprise’s qualification processes; ensured standards align with Navy Recruiting Command Transformation initiative.

Achieved highest production results in the history of the five-state area of responsibility; met all weekly, monthly, and annual recruiting targets within six months of assignment and maintained 100% rating throughout tenure by overseeing 12 senior managers (direct reports) charged with managing 35 area managers and 250 Talent Acquisition (TA) recruiters. Organization previously had only achieved 100% of recruiting objectives for seven out of 36-month period and averaged 82% mission attainment throughout the same period. Provided $7M budget plan and targeted organizational strategy of leveraging an inspirational culture for leadership, training, and mentorship in compliance with Human Resource law, EEO policy, and diversity initiatives in close partnership with C-suite executives and cross-functional teams.Enhanced efficiency and productivity by establishing, driving, and monitoring production priorities, tracking, KPIs, analysis, and management of all recruiting metrics across the Navy Talent Acquisition Group with of over 250 Talent Acquisition professionals. Consistently met annual, quarterly, monthly, weekly, and daily goals on an organizational level through skillful use of sales operations expertise, onboarding market analysis techniques, CRM, ATS, KPIs, advanced problem-solving skills, and ongoing process improvement. Provided vital structure by evaluating and refining processes required to incorporate Lean productivity measures and cost saving strategies. Contributed to department’s financial health through direct responsibility for $2.2M reduction in unnecessary organizational spending; facilitated 50% reduction in workflow while leading Talent Acquisition Team through Navy Recruiting Transformation.

Led, mentored, and coached 10 (direct reports) charged with managing a team consisting of 12 talent acquisition managers, 17 personnel, and over 150 students. Harmonized operations by providing over 4K hours of annual training throughout the entire Navy Recruiting Enterprise. Delivered key contributions toward success by performing training material modifications including course control documents, lesson plans, tests, trainee guides, and instructional media materials were processed with Course Curriculum Model Manager for action.Facilitated a 98.6% graduation rate by developing course indoctrination plan for all instructional staff, which included course management data, student management data, sales certifications, instructor certification, and safety requirements in close partnership with other departments. Managed a master national database which tracked the status and performance of 26 Talent Acquisition groups within all 50 states and discrete data on ~3,500 Talent Acquisition specialists and recruiters. Served on academic and administrative committees focused on institutional policies, EEO initiatives, departmental matters, DEI initiatives, and academic support for students and staff.

Led, mentored, and coached seven (direct reports) charged with managing a team of 19 Talent Acquisition recruiters within a district with seven areas. Turned around three districts within a three-year period as tasked by CEO. Employed refined relationship-building skills and collaborative mindset to build enduring relationships with community leaders, high school, college, and hospital administrators to source and recruit to the Navy’s Enlisted Program and Officer Programs consisting of doctors, nurses, JAGs, Engineers, Pilots, Chaplains, Supply Corps Officers and Logisticians and Technology Specialists.

Spearheaded end-to-end recruiting initiatives utilizing candidate’s employee referrals, cold calls, references, and monitored placement tracking national database system over three areas.Emphasized the screening and interviewing processes to fill critical job openings to meet organizational growth demands, while sharing company, policies, benefits, and opportunities to over 5,000 quality candidates. Identified over 800 candidates through full-cycle recruiting and facilitating the interview and hiring process of allpotential candidates from the initial contact to the placement of employment collaborating with HR personnel.Maintained accurate records of workforce staffing needs through the Applicant Track System (ATS)/Candidate.Relationship Management system (CRM) ensuring data integrity for metrics and reporting averaging 55 records daily.Supplied tools, resources, and education to company managers to enhance skills of over 20 employees.Sourced hundreds of networking opportunities with community leaders, high schools, colleges, universities, and hospital administrators; representing the organization at career fairs, conferences, and industry events.

Graduate of the Navy’s Basic IT School.Operated, monitored, and maintained telecommunications equipment, IT equipment, and networks, played a vital role in everything from electronic mail systems to systems to special intelligence and information warfare systems. Held a Top-Secret Security Clearance.Supervised 8-direct support technicians.

Graduate of the Navy’s Engineering Common-Core School and Basic Machinist’s Mate School.Responsible for operating and maintaining ship propulsion machinery, auxiliary equipment and outside machinery. Supervised 6-direct support technicians.