Baltimore, Maryland, United States
Two decades of experience in human resources, talent acquisition, operations and executive support. Proficient in recruitment, building HR infrastructure, managing employee relations, creating policy, overseeing performance management, onboarding/offboarding, implementing HR software, fostering employee development, managing benefits, facilitating merger/acquisition transitions and overseeing company social media channels.
Managing requisitions for agency job vacancies and assessing candidates for placement. Providing guidance and information to hiring managers regarding recruitment processes. Reviewing applications, selecting candidates and coordinating interviews using NEOGOV and Salesforce platforms. Assisting hiring managers with the creation of structured interview questions and unbiased evaluations. Focusing on the quality of service for applicants, candidates, new hires, hiring managers, and other internal and external customers. Conducting job analysis studies, interviewing SMEs, observing job/work behaviors and developing surveys, questionnaires, linkage charts and rating scales. Identifying critical job tasks and KSAs in accordance with technical standards and legal guidelines. Analyzing the results of job analyses to determine which job elements and core competencies should be assessed and measured. Attending job fairs for the purpose of attracting potential job candidates and providing the public with information regarding MDTA's mission, goals, and employment opportunities.
Oversaw talent management functions for a growing federal contractor specializing in evaluation, collaboration, innovation and creation of business, technology and scientific solutions. Headed talent acquisition efforts to fill contract task orders for personnel placement at federal agencies; requisitions averaging seven days from announcement to selection. Managed a LinkedIn company page and promoted job opportunities on social media. Participated in organizational strategic planning and proposal development. Provided information and guidance to management and supervisors regarding policies and procedures, personnel actions, and other human resources related functions. Supported employees with questions related to policy, benefits and other employee relations matters. Maintained confidential personnel records for employees, including salary, job descriptions and other related documents. Conducted exit interviews and recommended corrective action when needed.
Department head responsible for the creation and development of human resources infrastructure for an expanding company in the construction and agriculture industries with 150+ employees across ten worksites and four subsidiaries. Responsible for the oversight of recruitment, onboarding, benefits, compliance, policies, safety, employee relations, performance and offboarding processes. Built a human resources team over time to include a Recruiting Specialist, a Human Resources Generalist and a Safety Manager. Strategically planned and executed top-level objectives with the CEO, CFO, EVP and VP. Worked in partnership with Executives, Directors and Managers at all levels to enhance employee engagement, performance, development, retention and overall achievement. Led the implementation, build-out and maintenance of an HRIS/payroll system (Paycom) to support digital documentation, data storage, timekeeping, payroll, talent management and employee interfaces. Oversaw recruiting methods, networking opportunities, career fair attendance and talent acquisition objectives with direct involvement in the hire of quality employees. Expanded benefit offerings to include short-term disability, vision insurance and financial services. Benefit providers included Highmark BlueCross BlueShield, Delta Dental, DeltaVision, Principal, Aflac, Members 1st, Vanguard and Voya. Initiated job standardization, pay banding and performance management methods to formalize organizational processes. Managed human resources tasks for mergers and acquisitions. Created a company intranet site and assisted with site maintenance. Planned for continued growth while keeping a close-knit company culture.
Owner and full-cycle talent consultant contracted on contingency for direct placements. Created custom-sourced strategies focused on quality-of-hire. Located talent for hard-to-fill positions through active and passive sourcing on Indeed and LinkedIn. Partnered with an operations consultant to bundle business offerings for clients. Utilized open-source software and cross-integrations with client platforms. Built a CRM system (Zoho) to track business and talent opportunities. Established a network of job posting sites for clients to increase the reach of advertising for vacancies. Managed social media postings on Facebook and LinkedIn to engage talent. Incorporated academic approaches for screening applicants and managing biases in candidate selection. Focused on personality fit and transferable skills to enhance performance outcomes.
Worked with a team of Talent Acquisition Specialists to attract and hire employees for an international humanitarian and emergency response nonprofit with 5,000+ employees operating in over 100 countries. Provided hands-on requisition support for all phases of the recruitment process in addition to administrative functions. Full-cycle recruitment portfolio included administrative, IT, technical advisor, data analyst, program manager, fundraising, marketing, finance, procurement, operations, employee development and business development positions. Co-leader for ATS system migration (ADP) and implementation; from design and execution to training and tier 1 / tier 2 end user support. Assisted project managers in staffing and securing funding through USAID, United Nations, World Bank, foundation grants and private contracts. Streamlined broadcasting of job vacancies through automation, integrated software components and job aggregation channels to reduce yearly recruiting costs by $40,000. Managed LinkedIn, Facebook, Glassdoor and Twitter pages for the agency in cooperation with scheduled social media marketing campaigns. Attended career fairs and continued jobseeker communications to improve talent pools. Partnered with internship and fellowship program leaders to pipeline job placements. Coordinated events within the company to promote employee engagement and internal networking.