San Francisco Bay Area
I started my professional career at a staffing agency in my hometown of Columbia, South Carolina, where the majority of the clients were manufacturing companies. I certainly never envisioned myself staffing labor positions in extremely high turnover environments but, much to my surprise, I ended up loving my leap into the staffing world. In a sink or swim environment, I quickly grew fins. The fast paced environment in conjunction with complexity of job orders, matching the best temps to open roles and navigating HR / employee issues in the meantime was the best training ground I could have asked for. After 15 years in the recruiting industry and five years managing and growing TA teams, I pivoted into an IC HRBP role to round out my HR acumen. The throughline of my career journey has always been focused on creatively sourcing, attracting and retaining talent. I thrive in complexity and creating order out of chaos. Specialties: talent acquisition, employee retention, strategic sourcing and recruiting, early careers talent branding and development, DE&I efforts, creating positive interviewing experiences, high volume recruiting, project management, HR consulting, content creation / facilitation and employee onboarding.
-Strategic People Consultant specializing in Talent, advising US Googlers (of all levels) on talent reviews, organizational design, and performance management to optimize workforce effectiveness. -Established the first ever cohort based onboarding program for US People Consultants. -Actively supported talent growth as a volunteer manager coach (55+ sessions, 100% favorable feedback) and Culture Add facilitator (450+ Googlers trained, 94% favorable feedback).
-Hired to lead and built out a 16-person blended sourcing team across three geographies, fundamentally redesigning our approach to passive candidate engagement for Sales, G&A and Tech roles. -This involved creating an embedded sourcing function that provided consistent, demand-driven support and candidate pipelining to over 100 U.S. recruiters. -Championed cross-functional partnerships with Channels, DEI, Events, and Leadership Recruiting, fostering a collaborative environment for sharing leads and best practices. -Focus on building internal capability; I developed "sourcing office hours" to empower recruiters with essential sourcing strategies. -Innovated and implemented a new sourcer onboarding program, dramatically cutting ramp-up time by two-thirds and quickly integrating new hires into the team. -Through periods of ambiguity and high turnover, my leadership resulted in strong team morale and manager experience scores consistently above 93%.
-Promoted to lead recruiting for Aon's U.S. early career development programs : Apprentice, Summer Intern and New Grads. - Managed a 10+ distributed team of recruiters, coordinators and talent development lead that recruited and trained over 400+ hires annually across 50+ offices and 30+ business PAs. - Maintained deep connections with over 30+ internal HR advisors / managing directors and 80+ university contacts - Facilitated the annual early careers headcount and planning process, routinely pulled and reported metrics to key stakeholders, analyzed industry trends, managed budget and set the go to campus recruiting strategy across 80+ universities. - Successfully advanced the forecasting process in our Risk group which allowed greater intern to full time conversions. - Developed a streamlined approach for Campus vs. Non-Campus hiring targets that outlines R&R between campus and experienced hire recruiting teams. - Implemented campus diversity recruiting strategy that encompassed: increased campus presence at HBCUs, early identification (Insight) days at local offices, syncing up with the Community Involvement team to identify non-profit partners Aon engaged with, encouraging joint interview days across silos in major office hubs and eliminating potential bias by enacting a blind colleague referral process. These efforts led to a 20% increase in intern diversity in the New York office alone. - Successfully led team through divestiture of our Outsourcing business by Blackstone, a change in ATS systems and an internal re-structure – resulted in team engagement score of 83% - 20% higher than the firm-wide HR average. - Facilitated ad-hoc training sessions for Aon leaders like “Power of Inclusion,” “New Leader Induction” and “The Power of Working in Teams.”
- Promoted to a hybrid role which involved continued campus recruiting support for Benefits Administration East region & Cloud roles with an increased focus on Campus operations. This included creating and streamlining best practices for enhanced operational efficiency within the team while also managing 3 campus recruiting coordinators.
- Attended on campus events and recruited 160+ students annually into Cloud and HR Operations based roles. - Successfully created a campus sourcing strategy for four new major markets (New Jersey, North Carolina, Florida, Georgia) which involved selecting university targets by analyzing data, campus branding, gaining internal stakeholder buy-in and organizing large scale mass interview days. This initiative resulted in meeting 75% of hiring goals within first three months of fall recruiting. - Developed a partner school strategy using historical hiring and retention data which added structure to previously ad hoc efforts.
- Sourced, pre-screened, interviewed and placed personnel into various short and long term temporary assignments spanning multiple job categories (finance, administrative, customer service / call center, legal, HR) throughout the greater city of Chicago. - Proactively recruited individuals for potential needs using online job boards, employee referrals, ad postings and creative sources. - Oversaw logistical coordination and support for large call center client (over 200 temporary employees at once) and project managed high volume seasonal staffing requests. - Held accountable for maintaining and growing existing business by successful matching of talent to task and maintained a 98% quality placement ratio.
- Responsible for the successfull placement and retention of light industrial contract workers throughout the greater Columbia, SC region. - Conducted background investigations and drug screens per client request in addition to entering all applicant data associated with the hiring process. - Effectively managed temporary personnel resulting in 8,000 weekly working manhours.