Folsom, California, United States
TA Ops is my bread and butter! Read my recommendations, I bring the value add of ops program management paired with a strong recruiting background! Results oriented strategic Program Manager with a proven track record in process optimization, knowledge management and change management. Expert in designing and executing high-impact programs that drive operational excellence, efficiency, and measurable business results. Highly skilled at building cross-functional relationships, leveraging data-driven insights, and leading teams through complex transformations. Thrives in ambiguous environments adapting and ramping up quickly to lead projects as an SME.
- Successfully navigated multiple re-orgs, seamlessly integrating into new teams to then lead and implement cross-functional projects in Tech Recruiting, Internal Mobility and Early Career teams with in- team, cross-functional and business stakeholders. - Re-engineered the job accommodations and recruiting processes for compliance and efficiency, leveraging relationships with employment law, recruiting products, HR, and Ops. - Engineered the technical backend and frameworks, centralizing escalation management within the Early Career program, resulting in ~80 business days saved annually through removed admin/manual work and enabling reporting on escalation volumes. - Delivered 94 intern events with a 9.15/10 satisfaction rating: trained and managed auxiliary teams. - Authored the first events process guidebook for Early Career Programs, establishing guidelines and SOPs along with setting the standard for guidebooks going forward. - Served as department SME for Internal Mobility knowledge management, enhancing content strategy and user experience. - Conducted end-to-end process audits across Technical Recruiting and worked cross functionally to implement improvements with Central PMO and recruiting products. - Centralized Short Term Employee Extension Process for NORAM/LATAM, removing administrative burden and returning 126 business days to Tech recruiters, launching a fully integrated process with business stakeholders, recruiting and cross-functional partners.
-Manage full lifecycle recruiting process for Vrbo’s marketing and strategy business units as well as ad hoc roles as needed to maintain bandwidth across the team. -Develop, communicate, share and drive recruiting best practices, contributing to long-term growth and success of the team and company. -Drive and manage relationships with hiring leaders, providing guidance, consistent communication, building trust and setting expectations of process. -Manage a large requisition load, from identification of resource needs to sourcing/screening to delivering a world class experience to candidates and hiring leaders alike. -Partner closely with HR Business Partners to implement hiring strategies that align with the direction of the company. -As a Senior member of the team, lead by example, ask questions, actively listen and continually drive toward efficiency and optimization of recruiting process. -Deliver against performance metrics and other KPIs that drive and reflect the team’s success. -Advocate for Vrbo, our business and our culture.
HomeAway rebranded to Vrbo. My responsibilities are listed above as I've been with the company since 2014.
Program Management: -Designed end-to-end recruiting process for candidate, hiring manager and recruiters as it pertained to internal mobility. -Built process map for hiring managers to visualize the process from end-to-end. -Collected pre-pilot data (NPS of internal candidate pool Q2 2017) as the benchmark of our success measurement. -Developed FAQ set for hiring managers, candidates and recruiters, to answer all questions about the program and process. -Created and delivered 3-tiered communications plan to leadership and their management staff impacted by the program. Delivery of the communications was 3-fold. Presented deck to leadership in their staff meeting, followed by email then followed up with presentations to Manager level staff. -Continued to build upon partnership with HRBP and HRG’s in developing policy while also strategizing on bottlenecks in current process. -Lead bi-weekly retro meetings with recruiters as well as selected stakeholders. -Facilitated retrospectives showing success metrics of the pilot. -Rolled out best practices to the greater recruiting team. -Built intranet page for managers, candidates and recruiters housing all pertinent resources. Recruitment: -Pitched and highlighted need for a dedicated internal recruiting team and program. Pitch was accepted and moved into discovery then pilot. -Served as Lead Recruiter for Internal Mobility (INMOB) within Customer Experience and Marketing in the U.S. Market maintaining a large req load. -Partnered with recruiters who own external facing reqs and ran front with internal applicants on those reqs. -Provided guidance and training to another recruiter as she took on a portion of reqs pertaining to the program.