Dallas-Fort Worth Metroplex
Locally great and nationally strong, Albertsons is a leading food and drug retailer in the US. We operate stores across 34 states and the District of Columbia under 20 well-known banners including Albertsons, Safeway, Vons, Jewel-Osco, Shaw's, Acme, Tom Thumb, Randalls, United Supermarkets, Pavilions, Star Market, Haggen and Carrs. We are committed to helping people across the country live better lives by making a meaningful difference, neighborhood by neighborhood. In 2019 alone, along with the Albertsons Companies Foundation, the Company gave $225 million in food and financial support. In 2020, the Company made a $53 million commitment to community hunger relief efforts and a $5 million commitment to organizations supporting social justice. These efforts have helped millions of people in the areas of hunger relief, education, cancer research and treatment, social justice and programs for people with disabilities and veterans' outreach.
Talent Acquisition Program Manager, Campus & Diversity Led team to execute diversity and campus recruiting strategy. Responsible for driving diversity inclusion results and improving campus strategy to yield improved intern return on investment. Oversaw local campus and diversity recruiters and a decentralized recruiting team. Managed diversity focus resulting in record high results for both regular employment and interns. Increased inclusion of target under represented diversity in intern program by 16%. Improved career fair ROI for college hires by 21% by enhancing campus engagement strategy Developed and maintained relationships with partner diversity organizations such as Allies in Service, Recruit Military, SWE, WITI, EmployAbility, & NSBE. Led efforts to automate job posts for select target sites by partnering with communications and IT and improved military sourcing by utilizing automation for select high volume skill needs. Served as key member of Finance, HR and Graduate Sales Leadership Development Programs. Talent Acquisition Business Partner Responsible for the development and execution of recruitment strategy for several business units including commercial sales, residential sales, supply chain, manufacturing, exports and several highly specialized and hard to fill positions. Sourced and recruited candidates for cutting-edge technology areas and hard to fill specialty positions. Improved screening process to efficiently yield increased candidate quality. Consulted hiring leaders on best practices and strategies to attract and capture top talent. Created strong relationships with hiring managers, organizational leaders and human resources by maintaining effective communication and exceeding expectations. Conducted targeted networking and internet research to identify passive candidates.
Developed and executed strategy to aggressively grow business. Identified, recruited, trained and managed team to execute strategic plans. Coached team on processes improvement implementation, client satisfaction and retention. Consistently increased results month over month. Inspired team to lead territory on lead indicator metrics. Managed process that led territory on new internet enabled participants. Grew team production from start-up to a team in the top twentieth percentile of monthly production.
Managed recruiting strategy for Fortune 500 Corporation’s next generation talent. Defined, recreated, and drove strategic program change. Served as steering committee leader for rotational leadership recruiting programs. Directed team to standardize next generation global recruiting alignment, infrastructure, implementation, and governance. Oversaw local recruiting specialists and decentralized recruiting team. Fostered relationships with recruiting partners. Led change initiatives to increase capture rate and yield stronger program return on investments. Strategically built talent pipelines in work areas and locations with anticipated future growth or attrition. Drove practice to hire next generation talent based on long-term corporate needs. Decreased program spend by 50% while improving program quality. Supervised social media for university recruitment. Leveraged technology to improve candidate selection cycle time by capturing candidate information real time. Doubled candidate capture rate for PhD technical leadership program and increased offer and acceptance rate for MBA leadership program.