Lomira, Wisconsin, United States
Experienced hiring manager with 20 years of experience in human resources and recruitment. Skilled in employee onboarding, training, and development. Committed to creating an inclusive and diverse workplace.
• Implemented systematic recruitment process improving efficiency of hiring and reducing cost. Moving leads to hire from 41 days to 22 days. Decreasing hiring cost by 30% and lead to hire from 65 to 38. • Directed hiring meetings with CEO and marketing companies to create media campaigns for various positions. Tracked progress of individual ad’s and hiring ratios raising conversions from .48% to 2% and individual recruiter conversion through daily and weekly KPI’s from .05% to 2.5%. • Managed monthly recruiting budget on advertising, onboarding and payroll. Communicated weekly needs of company and established potential weekly hiring forecast to fill vacant positions. • Worked with Operations, HR, Safety and Shop to identify current and potential future needs of staff in their departments. • Participated in job fairs and community events that built awareness and potential employee pools. • Manage hiring campaigns across the country and identified key markets that lowered cost per hire and improved turnover and profitability of company while maintaining growth projections • Established SOP for recruiting, orientation facilitator and various office positions, created KPI’s to hold accountability and expectations of all employees. • Managed ATS to create feedback on denial and rejected offers to foster data driven feedback to assist in changes to hiring criteria and expectations of management for new employees. • Created drip marketing campaigns based on hiring needs and constant contact with potential employees. • Supervised approximately 80 employees and ensure that all company policies and procedures are followed, and proper documentation is maintained. • Created SOP's for various positions and implemented employee feedback and expectations per position.
• Coordinates recruiting activities for a territory of 7 offices, covering Illinois, Wisconsin, Minnesota, Missouri, and Michigan, hired over 500 employees annually for area-specific jobs, through online presentations, public presentations, job fairs and phone interviews. • Successfully recruited, interviewed, and screened applicants to fill existing vacancies, resulting in approximately 40-50 consistent new hires per month. • Ensured compliance with transportation laws, DOT regulations, and company hiring criteria by attending departmental meetings and reviewing updates to the company policy manual from human resources. • Coordinates with hiring managers to develop basic job descriptions and established a strong network of contacts to identify and source qualified candidates for job postings being compliant with state regulations. • Maintained a high Return on Investment (ROI) on company equipment and contracts with schools through consultative support, achieving a 90% graduation rate and 80% hire ratio by evaluating weekly KPI's • Established relationships with over 100 area schools through networking and hiring events, resulting in the receipt of thousands of quality applications. • Successfully reestablished communications with 30 schools that were previously closed to Swift by providing product training and communicating the value of Swift to the client. • Directed the Recruiting Advisory Board in Lean processes, leading to cost-effective and efficient procedures, which ultimately reduced department expenses by 20%. • Achieved a 15% increase in team success by automating the processing/data entry process to save time and providing guidance to the team to improve their candidate acquisition process and maintaining accurate records. • Partnered closely with hiring managers to understand their needs and expectations, consistently exceeding expectations by doubling the hiring goal in 2010 (500+ Drivers) until resignation.
• Supervised orientation for MN and WI office locations averaging 20-40 new hires a week. Ensured DOT safety and compliance were met, company hiring qualifications and state and federal requirements. • Supervised 120 qualified trainers and their individual students out on the road driving across the country for both MN and WI office locations; confirmed weekly training criteria and DOT regulations are being taught and achieved. • Graduated 95% of new hires and reduced turn over by 30% by establishing creative solutions for job introduction and flexible training schedules and increased employee relationships. • Completed trainer and student payroll ensuring 100% on time pay and accuracy. • Improved companywide recruiting and retention of 2,500 trainers by revamping trainer pay and criteria, leading to less student turnover and a safer more engaged new employee. • Responded to internal complaints according to state and federal laws by collecting and analyzing reports, reporting findings, and making recommendations to management and human resources through confidentiality. • Participated on two six sigma hikes and created two different new employee orientations and onboarding processes for 20,000 employees. Which resulted in a 50% decrease in no show rates, a reduction in orientation costs, and an increase in the number of satisfied hires. • Reduced orientation from 5 days to 3 days then eventually 2 days by reviewing the curriculum and removing bottle necks and deficiencies, created SOP for facilitators and compliance to maintain accurate records, which resulted in a more streamlined process, less dissatisfaction from future employees, and saved $1,000's in costs.
• Lead and solicit business from a specific customers by using daily available capacity (EDI). • Serve as an extension of Sales to expand business revenue. • Manages territorial balance of capacity and freight while achieving high service levels. • Maintain knowledge of customer contractual requirements. • Create and manages monthly reports regarding service levels for customers. • Review markets, check over/under capacity and check freight needs with Customer Accounts daily. • Determine balance, capacity, and demand of loads and trucks and assign loads to trucks. • Continually increase understanding of assigned market and customers and share findings with sales and/or customer account employees. • Actively review reports, identify waste opportunities and collaborate with sales and/or customer accounts to develop optimal solutions.