• Lead the full-cycle recruiting process to support the Vehicle Architecture and Integration team & the Body team with an emphasis on strong hiring manager partnership and effective candidate advocacy.• Lead the Interviewer Training Program from start to finish for the entire Product Development team. • Use data (Quarterly Business Reviews, Interviewer Training Program reports, etc.) to drive decisions and outcomes, ensuring data informs all recruitment strategies.• Foster a diverse and inclusive hiring environment, sourcing and networking to build pipelines that support diversity and inclusion goals.• Provide expert guidance on all aspects of the recruitment life cycle, including interview training, process management and offer negotiation.

• Own the full-cycle recruiting process to support the Product Development Systems team, responsible for recruiting hardware, software, and data science positions. • Work closely with the product development team to deeply understand the requirements of each search, the function, and how the role fits into the organization.• Strategize different ways to build talent pipelines and execute tactical research, referral generation, events, and sourcing campaigns.• Find, engage and activate passive candidates through the use of Boolean search, leveraging Greenhouse ATS, LinkedIn Recruiter, and alternative search techniques.• Establish and maintain meaningful relationships with management and key cross-functional stakeholders internally.• Screen resumes and interview candidates to determine fit.

• Work closely with high-level key stakeholders to support winning new business contracts. Drive and manage workforce planning to align strategies with business priorities.• Develop and execute sourcing strategies. Recruit, screen, and interview potential Associates for critical projects in pharmaceutical, medical devices, food, and aerospace industries. Expertise in hiring GMP/GCP/GLP/GTP/PV auditors, validation engineers, quality engineers, mechanical engineers, electrical engineers, and inspectors. • Advise leaders on talent management and organizational design challenges.• Initiated and designed new HR programs involving organizational design, talent acquisition, talent management and performance appraisals. Provide HR programmatic support, thought partnership, and coaching to all levels of the organization.• Coach junior-level team members.

• Managed global full-life cycle recruiting by sourcing, screening, interviewing, checking references and on-boarding qualified candidates for contract positions in the Pharmaceutical, Medical Device, Automotive, and Aerospace industries. • Source technical candidates including: Quality Engineers, Manufacturing Engineers, Mechanical Inspectors, Electrical Inspectors, Quality Auditors, and Corporate positions. • Actively source active and passive candidates from social media, universities, job boards, industry research, networking & events, internal databases, and employee referrals. Utilize Boolean logic searching and tangent sourcing to source passive qualified candidates(globally) in our database (PC Recruiter system), Linked-in, Monster, Career Builder, Zip Recruiter and Indeed.• Conduct technical interviews with Quality Engineers, Auditors, and Inspectors from around the world. Act as an advisor with hiring managers throughout the interview and hiring process.• Help facilitate onboarding including employment forms, background check and first day details.

• Lead recruiter for Global Supply Chain (GSC) China hiring including GSC Central, Purchasing, Logistics and 2 Shanghai plants (SSPA & SSAM). • Partner with the hiring manager and the HR Business Partner to attract, assess, and hire qualified candidates. • Key member for 2014 GSC critical hiring project (Director level position hiring), successfully fulfilled a Logistics Director position through DIRECT SOURCING.• Key member for 2015 SEMC (plant name, one strategic plant in remote west China) special hiring project, successfully closed all the challenging open positions of Central team.• After taking over GSC Central in 2015, headhunter usage rate dropped from 39% to 22%, direct sourcing rate increased from 10% to 71%.• Major projects executed: 2014 GSC critical hiring project, 2015 SEMC special hiring project, Internal Referral Program, 2015 Summer Intern project etc.

• Partner with Human Resources and Hiring Leaders to understand business priorities. Responsible for end-to-end hiring process for Honeywell Aerospace China, Honeywell Corporate (G&A) China, and Honeywell HTSC-TS (R&D Center).• Provide strategic guidance and support to deliver on talent needs. Conduct consultative intake calls, provide weekly status reports, assess risks and challenges, and drive solution-oriented results.• Leverage succession plans and internal talent tools to increase internal hires. Leverage external market data, vendors, sourcing channels and the latest technology available to quickly build and maintain external talent pipelines.• Identify opportunities to improve recruiting processes and use of sourcing tools.• Act as a liaison between the hiring manager, human resource partner and the partnered agencies on expected outcomes and results.• Major Staffing project executed: Pre-employment Screen, Interview Rounds, English Skills, Internal Talent Movement, Non-compete Agreement, Contingent Labors etc.• Influence stakeholders, build relationships and communicate effectively at all levels of the organization.• Excellent user for Taleo System

• Responsible for full cycle big volume white collar hiring, annual hiring volume is 120-150• Making sure staffing metrics for supported business are met at all times -Time to Fill (TTF), Hiring manager/candidate Voice of Customer (VOC), Cost Per Hire, Agency Reliance, Quality of Hire • Project Manager for Honeywell 2014 UR Events (Campus hire)

• Sourcing candidates by using different channels• Interview arrangement• Prepare market search reports