Anthony McKinley is a full lifecycle recruiter with experience recruiting remotely and virtually. He has a master's degree in psychology and bachelor's degree in psychology. His objective is to align recruiting efforts with company strategy and meet hiring needs. He has experience recruiting from entry-level to executive positions using various sourcing methods like networking, searches, cold calling, and social media. He has worked as a recruiting manager and consultant for various companies recruiting for a wide range of positions.
The document is a resume for Patricia Rubeiro, an experienced human resources professional with a focus on talent acquisition. She has over 10 years of experience recruiting for oil and gas companies like C&J Energy Services, Noble Drilling Services, Baker Hughes, and KBR/Halliburton. Her resume highlights her recruiting experience, education, technical skills, and previous roles supporting human resources functions like staffing, compensation, and employee relations.
Muhammad Farhan is a human resources professional with over 10 years of experience in areas such as organization development, human capital management, and performance management. He has an MBA in human resource management and has obtained several certifications including SHRM Senior Certified Professional, Certified HR Business Professional, and Certified HR Management Professional. Farhan has worked with multiple industries in Pakistan and the UAE and provided training to employees of various multinational and local companies.
The document provides a profile summary for Arindam Ghosh. It outlines his contact information, education background which includes an MBA from University of Toronto and a BBA from University of California. It then details his 20 years of experience in strategic human resource business partnering for companies in various industries globally. Finally, it lists some of his major client engagements providing human resource consulting services through his own firm AGeis HR Consulting Services.
Rakesh Walmiki has over 7 years of experience in human resources managing the full employee lifecycle including recruitment, training, performance management, and payroll. He holds an MPM in HR from Neville Wadia Institute of Management Studies and Research. Key accomplishments include developing online onboarding programs and being part of a committee to reduce attrition. Currently he is the Manager of HR and Administration at Mark Ventures focusing on functions like recruitment, compliance, and employee engagement.
This document provides a summary of Sanjay Mansukhani's career experience in human resources and administration roles over 20 years. It outlines his educational credentials including a PhD in Human Resource Management. It then details his work history in HR roles at Warba Insurance Company in Kuwait, Kuwait Transcontinental Shipping Company, and Kuwait Insulating Material Manufacturing Company, as well as earlier roles in India. For each role, it lists key responsibilities and deliverables such as developing HR strategies, managing compensation and benefits, training, reporting, and overall administration.
Crystal Knight has over 20 years of experience in human resources, including experience as Director of Human Resources at Communities in Schools of Philadelphia. She has extensive experience in recruiting, employee development, benefits administration, and developing HR policies and procedures. She holds an MBA and master's degree in theology and has received ongoing training in areas such as compensation, benefits, and labor relations.
Ronnie P Rochester has over 15 years of experience in human resources, recruitment, and administration in both nonprofit and private industries. Their experience includes roles as an Employment Specialist helping job seekers find employment, an HR Generalist managing all HR functions, and an Executive Recruiter specializing in placing candidates in nonprofit roles. They hold a Master's in Business Administration and Bachelor's degrees in Psychology and Human Resources.
This profile summarizes the experience and qualifications of an accomplished entrepreneur and recruiting professional with over 19 years of experience in marketing, operations, training, and nonprofit management. The individual has a proven track record of success as the owner of a full-service athletic recruiting firm and is poised to transition to a baseball scout position leveraging experience evaluating talent and building relationships. Notable accomplishments include establishing an internationally successful recruiting business and receiving numerous industry awards.
This document provides a summary of Teresa Alexander's experience and qualifications. She has over 9 years of experience in human resources and holds the PHR and SHRM-CP certifications. Her experience includes HR consulting, high volume recruitment, employee relations, and developing HR policies and programs. She has held HR leadership roles at various companies, including Interim HealthCare and Mosaic, where she was responsible for strategic HR functions. Her skills include employment law, training, benefits administration, and conflict resolution.
The document is a resume for Shannon D. Carreon that summarizes her experience and qualifications. She has over 25 years of experience in human resources leadership roles with various companies. Her experience includes leading HR functions during mergers and acquisitions, implementing HR systems, developing training programs, and managing employee relations. She holds a Professional in Human Resources certification and is a member of the Society for Human Resource Management.
Without a doubt, “TECHNOLOGY” is changing HR functions. This “PRESENTATION” lays out what will change and why, as well as how “HR" professionals can prepare FOR FUTURE i.e. 2020
The document provides a summary of Kathleen S. Springer's experience and qualifications. She is an experienced human resources professional currently serving as Director of Human Resources at Illinois Casualty Company where she oversees HR and administrative departments. Prior to this role, she held various HR leadership roles at other companies. She possesses expertise in strategic HR planning, recruitment, compensation, benefits administration, employment law, and training and development.
During first 90 days…meet all senior leadership, hiring managers, and peers.
Gain a better understanding of the successes and challenges they are experiencing regarding talent acquisition.
Discuss and determine expectations, accountability, and what everyone’s role is within the hiring process.
Educate leadership and hiring managers on recruiting tactics and employment branding.
Be a great listener, win respect, build confidence, be proactive, and show reliability.
Discuss with various individuals if the current process has been effective, what strategies are successful, what changes need to be made, and where the company needs to be in the future.
Who is involved with recruiting, have individuals been trained to interview and hire, is the candidate experience consistent, what sourcing strategies are currently in place, etc.
Conduct a needs analysis (current and future openings- 3/6/9/12 months ahead).
Establish search “kickoff calls” with hiring managers.
During first 90 days…develop a nationwide talent acquisition strategy, recruiting process flow map, candidate sourcing strategy, and make sure there is consistency and standardization throughout the process.
This document contains the resume of Ramesh Singh. It summarizes his contact information, objective of seeking a mid-senior level HR role, educational qualifications including an MBA and certifications in HR areas. It outlines his over 9 years of experience in HR roles at Bank of America Merrill Lynch, Max New York Life and Thomson Press India Ltd, managing teams and responsibilities like performance management, compensation, talent development, employee engagement and projects. It highlights his achievements of awards and promotions. Personal details of date of birth and marital status are also provided.
Michele Heidari is an experienced recruiting professional seeking a senior recruiting position. She has over 15 years of experience in recruitment sourcing, selection, interviewing, and relationship management. She is skilled at developing recruitment strategies, sourcing candidates, screening and interviewing, and meeting staffing goals. Currently, she is a senior recruiter at Sears Holdings Corporation where she is accountable for recruitment programs and projects.
Talent Management Power Point PresentationEdwardsBuice
The panel discussion focused on optimizing talent management practices to address future business needs. George Langlois discussed key components of top companies' talent management systems, including performance management, emerging leader development, and retention of critical skills. Lori Muehling outlined considerations for reviewing talent practices, such as driving toward excellence and prioritizing gaps. Carl Kutsmode explained how workforce analytics can provide talent intelligence to inform decisions and ensure goals are met, for example by analyzing succession readiness and projected talent needs.
Todd Bruhn is a results-driven human resources leader with over 20 years of experience in strategic HR roles. He has a proven track record of developing succession planning programs, implementing talent acquisition strategies, and driving organizational performance. Bruhn partners with executive teams to formulate HR strategies, lead change initiatives, and deliver business results.
Wendy Paddyfoote has over 8 years of experience in human resources recruiting. She has a strong track record of successfully recruiting candidates for various organizations in healthcare, pharmaceuticals, and non-profits. Her skills include applicant screening, interviewing, reference checking, and utilizing applicant tracking systems. She is dedicated to diversity hiring and building strong networks to identify qualified candidates.
The document discusses how HR can impact the organization by focusing on business strategy integration, transactions, planning, and process improvements. Key areas discussed include stakeholder satisfaction, competency benchmarking, leadership development, talent acquisition and retention, and HR strategic planning. The summary provides an overview of the HR assessment and transformation methodology involving diagnosis, testing, and recommendations to structure HR in support of business needs.
Cate Sprout has over 15 years of experience in talent acquisition. She is currently the Director of Talent Acquisition at CHS Inc., a Fortune 100 agribusiness company, where she has established staffing processes, implemented an applicant tracking system, and oversees recruiting initiatives including military and internship programs. Previously, she held talent acquisition roles at Datacard Corporation and Medtronic Corporation, where she developed recruiting strategies and tools.
This document is a resume for Lynn M. Arts, who has over 15 years of experience in recruiting and human resources. She has worked in both in-house recruiting roles and as a consultant for recruitment process outsourcing (RPO) firms. Her experience includes full-cycle recruiting, developing diversity recruiting strategies, and building relationships with hiring managers. She has expertise recruiting for various industries including manufacturing, healthcare, finance, and engineering roles.
More than Seven &half years of experience in HR in managing Employee Life Cycle, Compensation & Benefits, Performance Management ,Employee Engagement ,Talent Management and Acquisition, Attrition Control, Payroll processing, Manpower Budgeting, & Team Management, Vendor management.
MPM (HR); from Neville Wadia Institute of Management Studies & Research, Pune (Affiliated to Pune University).
Adept in handling day to day administrative activities in coordination with internal/external departments for smooth business operations.
Proficiency in MS Office. Quick in MS Excel.
Knowledge of Webex, Taleo & HR Mantra Module
Vijay Yadav is an experienced HR professional with over 15 years of experience in talent acquisition, organizational development, learning and development, performance management, and strategic HR. He has helped design and implement HR systems, policies, and programs at various organizations. These include performance management systems, training programs, employee engagement initiatives, and an employment-linked skill development project. He is seeking new opportunities to apply his multi-faceted HR skills and project management experience.
Kedra Upshaw has over 10 years of experience in HR, recruiting, and operational program support. She has a background in federal contracting and experience staffing positions in areas such as IT, management, and engineering. Currently she is a Senior Corporate Recruiter and HR Analyst at The MIL Corporation where she develops HR programs, facilitates new hire orientations, and performs corporate recruiting.
This professional synopsis summarizes an HR professional's experience and qualifications. They have 6 years of experience in HR for IT and consulting sectors, including recruitment, performance management, compensation, and employee engagement. They possess expertise in key HR areas like recruitment, training, performance evaluation, and compensation. Education includes postgraduate degrees in management and business information systems. Professional achievements demonstrate success in reducing attrition and employee dissatisfaction rates.
Wendy Thomason has over 12 years of experience in human resources. She holds an MBA and certifications in human resource management. Her resume summarizes her experience including roles in recruitment, benefits administration, employee relations, and training and development for various retail and county organizations. She demonstrates strong skills in strategic planning, policy implementation, and change management.
Sakshi Sharma is seeking employment as a human resources executive with over 4.5 years of experience in HR management. She has a track record of enhancing organizational effectiveness through initiatives like training and development programs, employee engagement activities, and vendor management. She possesses strong communication, analytical, and problem-solving skills.
Donna Sanchez is a recruitment manager with over 15 years of experience in the medical sector. She has a proven track record of exceeding hiring goals and quotas through strategic sourcing and pipeline management. Sanchez has expertise in ATS systems, leadership development, and process improvement. She currently serves as a regional recruitment manager for a large home healthcare staffing company.
Priyanka Sinha is seeking a position in HRD & HRM that allows her to continue developing her skills and contributing to organizational growth. She has over 4 years of experience in HR functions like policy development, recruitment, training, and employee engagement. Her expertise lies in staffing, developing training programs, and handling administrative tasks. She is proficient in Microsoft Office and has strong communication, analytical, and problem-solving abilities.
Satheesh V Kumar has over 5 years of experience in human resources with a focus on generalist work, employee relations, and organizational development. He holds an MBA with a dual specialization in human resources and finance from Anna University. Currently he works as a senior executive of human resources at Verizon Data Services, where he is responsible for all aspects of the employee lifecycle for a staff of over 800.
Murali Radhakrishnan is a senior HR professional with over 15 years of experience. He is currently seeking a senior managerial position. He has extensive experience in talent acquisition, employee engagement, performance management, and compliance. Some of his past roles include Senior Manager of HR at Muthoot Fincorp and HR Lead at ING Vysya Life Insurance Company Limited.
This document contains a summary of Shawn Arbid's qualifications and experience in talent acquisition and recruiting. It outlines his 18+ years of experience in full life cycle recruiting, developing staffing strategies, and building relationships with hiring managers. It also lists his technical skills and software proficiencies. His experience includes senior recruiting roles at several companies, including Brunswick Corporation, Panduit Corporation, and Follett Higher Education Group.
Julie Linda has over 15 years of experience in human resources and talent acquisition roles. She holds a Master's Degree in Human Resources Management and seeks a position focusing on business resource development, including hiring personnel and developing corporate programs. Her background includes experience recruiting for various industries, managing HR functions, and developing recruiting strategies.
Pushpa Ullas is seeking a challenging position in human resources. She has over 4 years of experience in recruitment, onboarding, training, performance management, and employee engagement. Currently she is a Senior Executive of Human Resources at Xorail, where she handles all aspects of talent acquisition, training, compensation, and general administration. Previously she was an Assistant Department Manager at Pantaloons Retail, where she managed day-to-day operations and achieved sales targets. She holds a BBM in Human Resources from Presidency College of Management in Bangalore.
This document provides a summary of Mark Adrian R Morelos' resume. It includes his contact information, career overview highlighting his core strengths and accomplishments. It then details his work experience as a Manager of Contact Center Operations and Organizational Development at Convergys Philippines from 2008 to 2016. It lists his educational background and languages. Finally, it provides references from previous supervisors and directors.
John Trevor Jones has extensive experience as a recruiter and human resources professional. His career portfolio includes a resume, CV, accomplishments, and personal mission statement. He has over 15 years of experience recruiting for various industries such as staffing, healthcare, and logistics. His skills include relationship building, sales, problem solving, and meeting staffing needs on time.
Christina Leblanc has over 10 years of experience leveraging data-driven methodologies to design and implement innovative recruiting techniques. As Human Resources Director for Wilson County Government, she translated data into actionable intelligence which increased diversity hiring and compliance. She has consulted for various companies, developing strategic sourcing methods and diversity programs to attract candidates beyond traditional measures.
MBA HR with nearly 10 years of experience in managing HR functions including Recruitment, Talent Acquisition, Performance Management, Training & Development, Employee Engagement & Welfare, HR Policies & Systems and Organisation Development.
1. Anthony D. McKinley
3661 Airport Blvd, Mobile, AL 36608
anthonydmckinley@yahoo.com 313-623-2888
Summary: As a full lifecycle recruiter with remote and vitual experience. My objective is to align with the company’s
strategy and plans to meet their needs.Being fully accustomed to identifying candidates through networking, complex
searches,cold calling, direct sourcing and social media. Highly experienced in recruiting from the front-line entry level,
mid-level management to top executives. My goal is to attract and retain top talent.
Master ofScience Degreee in Psychology Currently Enrolled
The Chicago School of Professional Psychology,Chicago, IL
Concentration in Applied Behavior Analysis
Bachelor ofScience Degree in Psychology Graduation: May, 2000
Clark Atlanta University, Atlanta,GA
Concentration in Behavior Management
Professional Experience:
Expert Global Solutions/Alorica Green Bay, WI July 2016 –January 2017
HR Recruiting Mananger/ Interim Hiring Manager (6 month Vitual Contractor)
Build business relationships with their assigned client business groups across multiple geographies
Interim Hiring Manager Utilize feedback from talent acquisition metrics and hiring managers as pulse
measurements of client satisfaction and build improvement actions to address client satisfaction,
candidate experience, turnover by group at the group, division, and account levels
Partner with assigned line management to identify diversity strategies,for on-going slate development
of candidates
Negotiate candidate offers within the ALORICA guidelines; escalate to your leader when requested to
perform outside the guidelines
Train recruiters on sourcing, qualify, and present a solid, diverse slate of candidates
Supervise the quality of work, productivity and effectiveness of other Recruiters and Senior Recruiters
Ensure 100% compliance with all applicable laws and company policies
Manage team leader responsibilities over site-based or virtually located Recruiters
Manage all assigned requisitions to company guidelines for aging and metrics to fill
Train and demonstrate the ability to articulate both positive and negative feedback to ALL candidates in
a professional manner.
Trained recruiters and manage monthly and quarterly budgets of Present the business segment strategic
resource objectives and the talent acquisition area Participates with line management in developing
talent resource objectives.
Manage and ensure all new employee onboarding processes are in line with policies.
75% Ability to travel for recruitment meetings, college visits, and career fairs and maintain a flexible
work schedule
Manage the performance of individual recruiters and the entire team against established performance
goals and metrics
Collaborated (3) Operational Manager, Site Director and Department heads to asses needed skills,
behaviors, traits and attributes of needed positions. Articulate job scope for high volume replacement
positions and critical, strategic positions that advance the business group and business goals. Additional
outcome to significantly reduce turnover (90-day and long-term metrics)
Develop standardize SOP’s gain approval and implement with the company
Research applicant sources and build community involvement to provide company information,
opportunities and benefits; making presentations and maintaining rapport.
Develop and manage campus talent and relationship with campus recruiters; mange pre-visit, post-visit;
corporate contributions, advisement; develop and deliver training on campus, interview lead
presentations to promote company’s brand at colleges and universities. Provide student orientation,
company tour and manage compensation
2. J. D. Mellberg Financial Tucson, AZ December 2013 –August 2015
SR. HR Corporate Recruiter (Remote Contactor)
J.D. Mellberg is one of the TOP annuity companies throughout the nation and operates at 147 home office staff and 280
nationwide licensed agents. J.D. Mellberg is recognized on the Inc. 500/5000 as a top performing financial firm # 67
Manage a full cycling recruiting process:research/sourcing, job posting/ writing description and resume
review/processing, screening, placement and execution of hire/ prepare competitive offer packages,
align with company strategy plans for contract consultant, temp to hire, and direct hires
Direct communication with CEO, Executives and management teams to analyze and forecast talent-
related strategies,provide direction to implement core processes including, talent planning, acquisition,
onboarding, performance management and change management
Responsible for collection, analysis, and reporting of KPIs (time to fill, applicant flow data, attrition,
etc.); recommends and implements process improvements as needed.
Manage a budget for advertisement, events, sourcing and posting through social media
Knowledge of marketing concepts, including consumer behavior, planning, segmentation,
demographics, public relations, social media marketing and social networking
Directs internal and external recruitment and placement activities and relationship building with
businesses, government and community agencies, colleges, employment agencies, and search firms.
Campus recruiting – Developed and manage campus talent and relationship with Campus Executive,
recruiters, career center director,conduct pre-visit, post-visit; corporate contributions, advisement;
develop and deliver training on campus, interview and supervise interns; and lead presentations to
promote company’s brand at two universities. Provide student orientation, company tour and manage
compensation
Executive Recruiting Firm Atlanta, GA February 2015 –June 2016
Executive Technical Remote Recruiter (Virtual /Remote Contractor)
Executive Recruitng Firm is a private recruitment firm that has a wide range of recruitment from sales,
engineers and finances.
Full desk cycling recruiting process: research/sourcing and identify, job posting/ writing description and
specification design, resume review/processing, screening, placement and execution of hire
Focus area is the automation engineering sale and engineering regional sales managers,IT and web
managers
Manage relationship with employer and employee hired
Manage travel expense and travel 75%
Alorica Saraland, AL April 2011 – December 2013
Sr. Human Resource Recruiter/ HR Consultant
Alorica owns and operates 40 sites with over 30,000 employees in US and 3 Country outside US as a B2B company.
Full cycling recruiting and acted HR Hiring managers define job requirements, write job descriptions,
interviewed, negotiation terms of hire salary and perform compensation analysis and competitive offers
Advised HR /collaborated with key partners in the organization on improvement and performances
Managed and administer the sourcing and recruiting processes,including building and developing
recruiting strategies for specific business lines. Uses pipelining/direct sourcing techniques
Managed collection of data,analysis, ATS and reporting of KPIs (time to fill, applicant flow data,
attrition, etc.); recommends and implements process improvements as needed.
Managed and consultant a team of 6 onsite recruiters and ensured that the corporate metric goals,
action plans and other management deliverables
Assisted consulted and managed internal audits, payroll, policy disputes, concerns and terminations
Assisted and managed new hire process and HR procedures included :I-9s, E-Verify, work permits,
background checks and other requirements as necessary
Created and managed PR promoted company’s brand at various business and colleges, tracked
corporate contribution and advisement; maintained, collaborated and hosted social network event
Managed, trained staff to identify customer needs and expectations to ensure customer retention
Voted 2012 Top Recruiter Award,Awarded Power of Service Award on 3 levels (local, regional and
Corporate) for consecutive 100% hire rate, hired 400 entry level &10 management within a two months
3. DETROIT JOB CORPS Detroit Michigan 01/14/2010-02/16/2012
Career Development Specialist /Talent Management Coordinator
Recruited, interviewing, and hired for entry level to management and conducted backgrounds checks
Managed case managers (6) who monitored 340 trainees, review staff notes and made employee referral
Organized and developed training procedure manuals and course materials
Recruited new students from a various states and develop long term goal and career path and assessment
Managed focus groups, consulted: managers, supervisor, instructors, case workers about performances
Managed $575K-$850K training and staff budget and providing reports to justify expenditure for ROI
JOYOF LIVING FAMILIES INC. Atlanta, Georgia 2007 – 2009
Director (Contractor)
Full cycle Recruiter. Supervised 15 staff and overseen 5 (all male) group homes that toted 80 students
Managed and executed operations, and researched and wrote grants for financial support
Conducted meetings for staff, Advisory Board, and Advisory committees
Served as liaison with the DHR, ORS, DFCS, the Metro Atlanta communities
Managed a budget of $2.3 million for staff, staff utilization, space allocation and travel
Collaborated with management to analyze and forecast staffing needs: locales and strategies; and
develop business opportunities for marketing and align with company strategy plans
Computer Skills:
Taleo and Oracle, Salesforce, ATS, LexisNexis/First Advantage and Merchant Criminal Background
Check System
HRIS Systems (Ceridian, SAP-HR (ESS/MSS), Kronos, ADP/VirtualEdge, On-Line Recruiting Tools)
40-45 wpm typing and Data Entry and Microsoft Office (Excel, Access,Word,PowerPoint, Publisher)
Proficient in Social Media Applications – LinkedIn, Indeed, CareerBuilder, and Facebook, join.me
Proficient in Social Media Applications – LinkedIn, Indeed, CareerBuilder, and Facebook, join.me
Professional Certifications & Affiliations:
Congressional Certified Author, Self-Help Book / Work Book named, The RealEnemy-The Inner Me
Certified Master Trainer Life Skills Coach & Marriage Advisor / Leadership Training
Certified Proud Choices Trainer and Certified Project AIM Trainer
Completed Courses on Time Management and Effective Supervisory Skills
Certified Customer Services Trainer