Gretna, Virginia, United States
Director of Talent Acquisition with 15+ years of experience leading enterprise, multi-state, and high-volume hiring across healthcare, workforce solutions, and RPO environments. Proven success building scalable TA strategies for organizations exceeding 7,500 employees and supporting 2,000+ active requisitions nationwide. Expert in workforce planning, recruiter enablement, process optimization, and candidate experience, with a strong record of reducing time-to-fill, improving compliance, and leading distributed onshore and offshore recruiting teams.
• Built and executed an enterprise talent acquisition strategy supporting multi state hiring and global offshore delivery, increasing hiring efficiency and scalability • Designed and implemented a premium, white glove hiring process achieving a 31 day time to hire across shared services and executive roles with 100% first year retention • Led and developed distributed talent acquisition teams through performance metrics, workforce planning, and continuous improvement initiatives • Partnered with systems analysts to automate a previously manual position review process within the ATS, saving an average of 22 minutes per requisition while ensuring full compliance • Drove candidate experience improvements through end to end process redesign, enhanced communication touchpoints, and targeted recruiter enablement • Centralized multi state background check workflows, reducing time to hire by 18% through streamlined compliance and operational alignment • Built and sustained a talent development culture, mentoring Talent Acquisition Specialists and Coordinators and resulting in multiple internal promotions
• Managed a team of senior recruiters who comprised inaugural team for centralized recruiting in North America • Designed and implemented training collateral for new hiring initiative Worked with recruiting teams and human resources representatives to accomplish hiring objectives with a focus on grassroots sourcing • Supported management in developing and implementing workflows and processes to hire frontline employees • Expanded cross-functional organizational capacity by collaborating across departments on priorities, functions and common goals
• Streamlined HR efficiencies, coordinated new hire orientations and provided onboarding for new frontline employees across 15 locations. • Elevated new business opportunities by participating in contingent staffing planning. • Educated management on fair, equitable, and successful recruiting practices in order to prevent employee legal entanglements. • Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes. • Currently involved in the development of forward-thinking initiatives to improve candidate pools for hard-to-fill trade positions. • Worked as effective team member while contributing to local and network wide HR projects. • Developed marketing strategies to generate candidate interest. • Maintained optimal staffing levels by tracking vacancies and initiating recruitment and interview processes to identify qualified candidates. • Served as representative in various civic and community functions to further enhance company image and develop additional candidate pipelines.
Teaching Organizational Behavior to junior and senior underclassmen.
• Managed a team of Talent Acquisition Specialists. • Plan and facilitate cost-effective events in order to improve ROI for organization. • Reduced the number of temporary and contingent workers by increasing the number and quality of direct hires, resulting in overall cost savings of $823,000 annually. • Developed tracking systems to ensure contingency requirements were met in a timely fashion. • Responsible for entry level, senior level, and specialist hires. • Established consistent language and methodology for talent discussions, development and succession. • Optimized sourcing networks and used proactive methods to direct source candidates. • Created and drove talent acquisition and job placement strategies to attract diverse candidates. • Acted as brand ambassador to educate candidates on culture, career growth, benefits and advantages of working for company. • Conducted compensation conversations with human resources and hiring managers to foster internal and external equity.
• Visited with regional locations to assess needs and develop methods to improve recruiting strategies. • Lead and manage operations and recruiting efforts that support the Amazon.com account in the Northeast Region (MA, NJ, MD, GA, VA). • Lead project teams for network wide project development. • Ensure contingent staffing levels and hiring needs are met per the client's request. • Develop teams and team members while driving accountability. • Achieved staffing objectives through strategic and tactical planning, program management expertise and knowledge of effective recruitment, interviewing and training procedures. • Managed hiring events to drive candidates to specific roles. • Adhered to corporate branding requirements when filling positions. • In partnership with client representatives, executed on-time, under-budget project management as it relates to new site launches.
• Establish and maintain a relationship with client leadership team, to include the General Manager and other members of the senior team. • Train and provide developmental coaching and disciplinary action for several onsite staff members including Operations Managers, Shift Managers and Coaches. Provide onsite support to other business groups, including Safety, Human Resources, and Recruiting. • Run metric and data analysis, and prepare report summaries for use in meetings with client and staff, as well as communicate findings, contributing factors, and potential solutions to client and internal staff members. • Proactively address trends in onsite metrics, including attendance, attrition, and order fill rates. • Effectively partner with Opportunity Center staff to ensure order fill rate is optimal and risk is appropriately communicated when necessary. • Utilizing “Lessons Learned” from previous peak season, develop plans and strategies to maximize resource utilization and improve peak performance.
• Develop and audit operational processes for completion of daily and weekly tasks, as well as create, audit, and plan for onsite staff members to ensure equitable and efficient workload distribution. • Train and provide developmental coaching and disciplinary action for several onsite staff members including 4 Shift Managers and more than 20 Coaches. • Run metric and data analysis, and prepare report summaries for use in meetings with client and staff, as well as communicate findings, contributing factors, and potential solutions to client and internal staff members. • Answer their questions regarding policies and procedures, and address issues related to payroll and compliance for over 4,000 associates during the peak season. • Liaison and initial point of contact for human relations and safety issues during the off-shift, and responsible for conducting initial interviews and processing of HR and safety issues to the appropriate department managers.