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.
NC Whitney - Resume - Recruiting-Talent Acquisition - October 2016
N. Constance Whitney has over 10 years of experience in full-cycle recruiting across various industries. She has a proven track record of developing strategic staffing initiatives to source both active and passive candidates through diverse channels and driving down recruiting costs.
Recruiters in India face challenges in finding quality talent to fill important roles, as the number of applications has increased but few candidates actually meet job requirements. New tools and practices are helping recruiters hire better candidates more efficiently. Talent screeners and realistic job previews help reduce the number of irrelevant applications and improve applicant quality. Recruiters are also using more advanced background checks, behavioral assessments, and social media to identify the right candidates. These new approaches help recruiters spend less time and resources on hiring while improving hiring outcomes.
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.
Lynn M. Arts has over 30 years of experience in human resources and talent acquisition. She currently works as a senior recruiter for Cielo, where she has filled over 260 roles in 14 months. Previously, she owned her own consulting firm, Trio Solutions, for 12 years, where she managed 20 consultants. She has filled over 2,500 jobs at all levels and industries. She specializes in strategic leadership, sourcing candidates, diversity recruitment, and applicant tracking systems.
Edward Zapolsky has over 15 years of experience leading large-scale recruiting initiatives. He is currently the Senior Director of Career Management and Recruiting Operations at Forge, Inc., where he leverages his expertise in business development and personnel recruitment. Previously, he spent 10 years as Vice President of Recruiting at Acclaim Technical Services, growing their staffing department to generate $45M annually by recruiting thousands of security-cleared professionals. He has a track record of successfully recruiting professionals across various roles, including intelligence analysts, IT professionals, and foreign language speakers. Zapolsky holds a Bachelor of Science and Arts in Psychology from Southern Illinois University.
Kimberly Myers is a certified workforce development professional with over 9 years of experience providing career counseling, coaching, and job seeker services. She has expertise in teaching and facilitation, identifying employment barriers, and helping individuals develop career paths and employment plans. Her professional experience includes roles as a Career Broker and WorkSource Specialist where she helped customers with job searching, resume writing, and skills assessments. She also previously worked as an Employment Specialist where she helped developmentally delayed individuals develop career paths and find employment.
NC Whitney - Resume - Recruiting-Talent Acquisition - October 2016 N. Constance Whitney
N. Constance Whitney has over 10 years of experience in full-cycle recruiting across various industries. She has a proven track record of developing strategic staffing initiatives to source both active and passive candidates through diverse channels and driving down recruiting costs.
Recruiters in India face challenges in finding quality talent to fill important roles, as the number of applications has increased but few candidates actually meet job requirements. New tools and practices are helping recruiters hire better candidates more efficiently. Talent screeners and realistic job previews help reduce the number of irrelevant applications and improve applicant quality. Recruiters are also using more advanced background checks, behavioral assessments, and social media to identify the right candidates. These new approaches help recruiters spend less time and resources on hiring while improving hiring outcomes.
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.
The document provides information on Dave Bonura's experience in senior operations management and human resources. It summarizes his roles and responsibilities in various HR leadership positions at B&H Signs, 24 Hour Fitness, and Carmax. It also outlines his experience leading HR functions at Best Buy as HR Director and District HR Manager, supporting over 15,000 employees. The document demonstrates Bonura's expertise in areas such as strategic planning, change management, performance metrics, recruiting, training, and employee relations. It also lists his education and professional certifications.
Monica Howard is an experienced recruitment professional with over 9 years of experience in corporate recruiting and staffing. She has a proven track record of reducing costs and turnover rates. Her expertise includes high volume recruitment through various online platforms and social media, developing recruitment strategies, and managing recruitment teams. Currently she works as a Corporate Recruiter for RSA Medical, where she has recruited over 350 medical professionals annually and spearheaded a successful social media campaign.
Lindsay Nolan has over 20 years of experience in strategic talent acquisition, client development, and people management. She has worked in recruiting for industries such as IT, finance, manufacturing, and pharmaceuticals. Currently she is the Manager of Talent Acquisition at CertainTeed, where her responsibilities include developing recruiting strategies, managing a team of recruiters, implementing tools and processes to improve time-to-fill, and partnering with business leaders. Previously she held recruiting roles at Manpower Group, PSCI, The Judge Group, and Tower Consultants, gaining experience in both retained and contingency search models.
Paul Ewinger has over 15 years of experience in human resources and staffing, focusing on financial services and technology. He has successfully recruited candidates for various technical and management positions. Ewinger leverages resources like staff, technology, and networks to plan and execute staffing initiatives. He has worked with clients to develop strategies for managing change, growth, and culture.
Amy Smith has over 10 years of experience in project management, strategic communications, marketing, and event planning. She has worked for various organizations supporting government entities and non-profits. Her experience includes coordinating projects, managing teams, conducting research, and ensuring compliance with budgets and deadlines. She creates compelling marketing materials and plans complex events from initial concept through successful execution.
This document outlines strategies and goals for talent acquisition at Westgate for 2015. It discusses reducing time to fill roles from 55 to under 30 days to lower costs. It also covers leveraging social media for recruiting, implementing a candidate relationship management system, and aligning recruiting efforts across business units. The document recommends increasing recruiter and candidate satisfaction, enhancing the employer brand, and reorganizing talent acquisition to include dedicated recruiters for resort operations functions. Metrics such as time to fill, candidates per requisition, and time to interview and make an offer are identified.
This document outlines the key responsibilities of a Talent Acquisition Coordinator role. The coordinator develops recruiting strategies tailored to specific positions and regions, identifies and maintains relationships with universities and other talent pipelines, assists with scheduling interviews and updating applicant tracking systems, and generates recruiting reports. Key duties also include supporting marketing efforts, building an employer brand on social media, and providing general assistance to the talent acquisition team.
Liane Gould has over 15 years of experience in workforce development, program development, and non-profit management. She has held positions at organizations such as Arlington County, American Chemical Society, and AARP Foundation. Her areas of expertise include program operations, workforce development planning, grant writing, career coaching, and partnership building. Currently she works as a Workforce Development Executive seeking to help organizations through her skills in strategic planning, partnership development, and program management.
This document provides an overview of an executive's areas of expertise including corporate performance, strategic vision, personnel leadership, and more. It then details their professional experience as a founder and CEO of several technology companies where they helped grow revenue significantly through strategic planning, market expansion, and optimizing operations. They also have experience advising technology boards and a background in computer engineering.
Stephanie Jones is a certified Human Resource professional with over 20 years of experience leading teams and driving performance improvement in retail. She has a proven track record of developing employees, optimizing operations, and increasing profits through strategic initiatives. Her strengths include talent acquisition, performance management, training, and inspiring collaborative leadership. Currently seeking a senior HR role where she can utilize her expertise in change management, employee engagement, and strategic planning.
Hossam Hussein has over 18 years of experience in human resources management, recruitment, and talent acquisition in the UAE. He has held senior HR roles where he managed HR teams, developed HR policies and procedures, handled recruitment and staffing, and ensured regulatory compliance. Currently, he works as an independent HR consultant, providing advisory and recruitment services to clients in industries such as oil and gas, construction, and IT.
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.
Jody Zastrow has over 15 years of experience in recruiting and human resources. She has worked in a variety of industries including photography, real estate, technology, and consulting. Zastrow delivers full-cycle recruiting solutions and has experience with strategic planning, sourcing candidates, and implementing applicant tracking systems. She is skilled in developing recruiting processes, managing budgets, and building client relationships.
Superpowers of Distributed Companies | Running Remote Conference 2021Jack Mardack
The document discusses the transition to distributed and remote work accelerated by the COVID-19 pandemic. It notes that many companies are now fully or partially distributed and may remain that way. Common challenges for companies moving to remote work include setting up payroll and benefits across different countries, navigating varying regulations and employment terms, and providing a good remote employee experience. The document then describes Oyster, a HR SaaS platform that helps companies hire, onboard, pay salaries and benefits for distributed teams globally in order to address these challenges.
Ronak Doshi has over 15 years of experience in recruitment and human resources management. He holds an MBA in Human Resources and has worked in recruitment roles for several companies in the information technology industry, including Mastek Ltd, Syntel, L&T Infotech, and Patni Computers. His experience includes full life cycle recruiting, leadership hiring, niche talent acquisition, and bulk recruitment.
Victor Koytikh has over 15 years of experience in recruiting and sales. He has worked as a senior recruiter for several IT staffing firms, helping to fill positions from IT developers to VP of IT. He has a proven track record of meeting recruiting goals and reducing costs. Koytikh has extensive experience performing the full recruitment lifecycle, including identifying candidates, assessing skills, making job offers, and ensuring compliance with policies.
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.
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E'Rah Anwer is an experienced recruitment expert and IT recruiter with over 15 years of experience in recruitment, operations management, and business development. She has expertise in full-cycle recruitment including sourcing candidates, interviewing, recruiting, and onboarding. She is skilled at identifying client needs and writing effective job descriptions to attract qualified candidates. Currently she works as a Talent Acquisition Specialist at AT&T where she leads recruitment efforts and interacts with leadership teams.
Cynthia Shelton has over 15 years of experience in senior human resources roles. She has a proven track record of recruiting top talent, implementing HR systems, and directing international hiring. Currently, she is the Senior HR Manager at American Canine Detection Services where she supervises employees, facilitates training programs, and oversees applicant tracking and hiring processes.
Shilpi Raj Kasodhan has over 4 years of experience in talent acquisition and human resources. She has managed recruitment for large companies such as Sapient Nitro and HCL Services. Currently, she leads a team of recruiters at Sapient Nitro, where she is responsible for developing talent strategies, sourcing candidates, and conducting interviews. She has a strong track record of successfully filling roles across companies in a timely manner.
Joan Wilson has over 15 years of experience in human resources, including positions at American Geophysical Union, Beretta, and SAIC. She has expertise in areas such as employee engagement, strategic recruitment, performance management, and developing HR initiatives. Wilson holds an MBA and Master of Science degree and has experience in both union and non-union environments. She has a track record of streamlining HR processes to improve productivity and implemented initiatives such as new employee databases and electronic performance management systems.
Scott Hedrick is an experienced talent acquisition professional with expertise in corporate recruiting, contract recruiting, agency recruiting, and executive search. He has 15 years of experience recruiting for both exempt and non-exempt positions, including IT, engineering, and professional roles locally and nationwide. His background includes contract recruiting roles for Waste Management and Oppenheimer Funds, as well as in-house recruiting roles for Kelly Services and Lockheed Martin.
Brandi Shelton has over 15 years of experience in business and human resources. She has worked in HR generalist, manager, and consulting roles across multiple industries. Shelton has skills in areas such as employee recruitment and retention, benefits administration, training, and regulatory compliance. She aims to align business practices with organizational goals and values.
This summary provides an overview of Bob Fors' qualifications and experience in 3 sentences:
Bob Fors has over 16 years of experience in recruiting, team leadership, and operations management in both the private and public sectors. He has expertise in full-cycle recruiting across multiple industries, as well as experience managing applicant tracking systems and vendor relationships. His background demonstrates a track record of consistently exceeding recruiting goals and metrics through individual contributions and team leadership.
Sasirekha Chowdary has over 10 years of experience in talent acquisition and recruitment. She is currently the Manager of Recruitments at PruTech Solutions India Pvt Ltd, where she leads a team of 12 recruiters and is responsible for overall recruitment delivery. Previously she has worked for other companies such as Microsoft and Lanco Global Systems, handling recruitment for IT clients. She has expertise in leadership hiring, volume hiring, and sourcing candidates for roles ranging from directors to developers.
Lisa Kasiman is a recruitment professional with over 15 years of experience in talent acquisition. She has a proven track record of sourcing and hiring exceptional candidates and managing full-cycle recruitment. Currently she is a Recruiter II at Spirit Airlines where she is responsible for recruiting over 100 IT positions annually. Previously she has held talent acquisition roles at various companies where she developed recruitment strategies and processes to meet aggressive hiring goals.
The document contains personal and employment details of Kevin Strydom including his contact information, education history, computer skills, languages, and detailed employment history working as a recruitment consultant for various companies over 15 years where he was responsible for tasks like new business development, client relations, candidate sourcing and placement, and business reporting. References are also provided from previous employers and colleagues who can attest to his work history and performance.
Kay Kelison is a principal sourcer and social media strategist with over 15 years of experience sourcing for diversity initiatives at companies like Microsoft, Amazon, and T-Mobile. She has experience developing social media strategies, blogging, and creating mobile apps. Currently she works as a principal diversity program manager at Microsoft focusing on mid-level to director level professionals.
Stephanie Price has over 10 years of experience in recruiting and compensation analysis. She currently works as a Recruiter and Compensation Analyst for Kaiser Permanente in Denver, where she conducts full-cycle recruiting and reviews job titles and profiles. Previously, she held recruiting roles at IHS, TW Telecom, Sprint, and Key Energy, where her responsibilities included sourcing candidates, interviewing, making hiring decisions, and coordinating onboarding processes. She has a bachelor's degree in psychology from the University of Northern Colorado.
Mohan Sivakumar has over 7 years of experience in talent acquisition, sourcing candidates using techniques like social media recruitment and data mining. He has worked as an assistant manager, manager, and senior talent acquisition professional at various companies recruiting for roles in IT and non-IT. The document provides his contact information, career summary, key skills, and details on his work experience and responsibilities in talent acquisition roles at different employers.
Carole Dalton has over 20 years of experience in talent acquisition, staffing, and workforce planning. She has managed the recruitment of both entry-level and executive-level roles across multiple industries. Some of her responsibilities have included developing pipelines for niche roles, managing contingent workforces, and reducing time-to-hire and costs. She takes a strategic, metrics-driven approach and focuses on cultural fit within the organization.
The document discusses services from BestResumeHelp.com for creating recruitment manager resumes. It outlines key features like highlighting achievements, skills, metrics, and keyword optimization. Customers can expect strategic resumes tailored to their qualifications from expert writers, with timely delivery and satisfaction guaranteed. The company helps professionals showcase their recruitment experience to land jobs in talent acquisition.
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Lynn m arts 2018 rev 2 resume
1. Lynn M. Arts, PHR
C: 414 870 9896
lynn.m.arts@gmail.com
QUALIFICATIONS
Passionate recruiting professional with years of hands-on full life cycle recruiting experience.
Recent training and experience working in an RPO environment.
Adept at developing innovative staffing strategies including enhancing diversity recruitment
efforts, lowering cost per hire, and time-to-fill ratio.
Proficient at building and managing relationships with hiring managers and exceeding delivery
expectations.
Accustomed to interfacing with and counseling hiring managers in recruiting and interviewing best
practices and procedures.
Advanced skills with software packages, MS Office, Internet, ATS (Peoplesoft, Taleo, Virtual
Edge, Kenexa Brassring, etc).
Strong Social Media recruiting experience with 10,000 first level connections on Linkedin.
Recognized for excellent customer service, interpersonal skills and ability to build relationships
and partnerships based on integrity and trust.
Ability to take on any level of position or source for any discipline based upon years of recruitment
experience within a corporate and also executive search environment in a short time span.
Key Positions/Industry Focus
Functional Areas of Recruitment: Engineering (Mechanical, Electrical, Software,Test,) Marketing/Sales,
(Brand Management, Consumer Insights, Product Managers, Web Managers,Graphic Designer, Field
Marketing, Regional Sales Managers,Product Development) Information Technology (Programmers,
SQL, Business Analyst, Systems Analyst, Java Developers) Finance and Accounting (Internal Audit,
Accounts Payable, Financial Analyst, Accounting Managers), Operations (Quality, Supply Chain,
Manufacturing, Production Managers,General Managers, Plant Managers,Six Sigma, CNC
Programmers) Corporate Positions (I filled every type of corporate role)
Industry Focus: Manufacturing, Consumer Products, Finance, Insurance,Controls, Aerospace,Engines,
Boating, Production, Controls, Healthcare,Pharmacy, Large Farm Equipment, Hospitality, Retail
EXPERIENCE
11/2016 to Present Cielo – Largest HealthCare RPO, NA Wisconsin Statewide Recruitment
Senior Recruiter Talent Acquisition / Client: Ascension HealthCare
Focus on Senior Level Clinical and Non Clinical recruitment. Full Cycle recruitment filling over
260 openings in this 14 month time period. Roles ranging from mid-level management to Senior
Leadership (Director, Manager,Mid-Level Management, CFO all statewide roles). Finance,
Operations, Quality, Supply Chain, Managerial Leadership, Case Management,& Pharmacy.
Excel in sourcing and partnering with hiring leaders & corporate human resources to fill the
openings in target of 45 days. Consistently exceed target goals. Large scale organizational project
management. Management of high volume requisitions (from 40 to 100 plus requisitions daily).
Update all candidate status in VE and PeopleSoft, interview summary submittal, sourcing of
talent, hiring manager communication and offer.
This contract involved the ability to be agile and adapt to numerous workflow process and
leadership changes throughout the contract. Learning multiple talent systems and an RPO
environment.
2. 07/12- 11/16 Brunswick Corporation Hdq Lake Forest Illinois - Nationwide Recruitment.
Sr. Talent Acquisition Consultant (Contract - Virtual and Onsite)
Full life cycle recruitment across all brands of Brunswick (i.e., Mercury Marine, Boat Group, Life
Fitness and Bowling & Billiards) for IT, Engineers (Manufacturing, Quality, Industrial, Electrical,
Mechanical, Materials, Production), Lean Six sigma, Program Managers,Product Managers, Control,
process & PD&E),Accounting (Cost, Internal Audit, Inventory, Tax), Finance (Reporting, Analyst),
Supply Chain and Sales & Marketing professionals. Senior Executive hiring (VP,Director, HR,
General Managers,Plant Managers,CFO) Typical managing 30-40 concurrently active requisitions.
From the point a requisition is approved, I take ownership and manage it through to an accepted offer.
Develop a recruiting strategy for each requisition, incorporating sourcing methods aimed towards
passive & active candidates (i.e., social media, AIRS sourcing techniques, referrals,etc). Source,
screen & present candidates to hiring manager, and manage the offer process.
Continuously build pipeline of candidates working closely with hiring leaders on hard to fill niche
roles nationwide. Each year I top producer on our team leading in production/fills with 99% of the
roles direct sourced by my efforts.
Filled 400 Technical/Executive Leadership roles for Brunswick Corporation with half of these hires
being diverse hires during this full time contractor role while only using two outside agencies to assist
with these high profile, niche positions nationwide. Sourced all candidates directly using various
sourcing channels. Managed the entire recruitment process full cycle for all nationwide searches.
08/04- 11/16 TRIO Solutions, LLC,Nationwide Recruitment and Consulting
(Owner,On-site, Contract –to-hire, Virtual, Training and OD Consultant) (Senior
Recruiter / Executive Search)
Successfully utilizing expertise in sourcing and attracting candidates from vast network on LinkedIn
& social media contacts, online job boards, employee referrals, Boolean search, cold calling and
more.
Contributing to my clients diversity recruiting initiative by sourcing tough to find diversity candidates
and engaging them in the talent acquisition process.
Partnering with hiring manager to review and establish required KSA attributes of potential
candidates, provide progress, coordinate interviewing and offer processes.
Successfully planned and hosted career open houses.
Collaborated with executive management, human resources,and hiring leaders to conduct job scope,
and determine the most important qualities, experiences and education of targeted candidates.
Designed, developed and conducted in-house training programs for staff and management in area of
DDI Targeted Selection Interviewing, Behavioral Based Selection, eRecruitment, New Employee
Orientation, and People Management Training. Implemented, developed and facilitated 75 different
supervisory based workshops for Chicago Board of Education. Managed the entire process to
coordinate training sessions for over 1000 attendees monthly and quarterly. Large scale project
management and key deliverables.
Facilitated 360 development assessments for succession planning and career development.
Conducted employee focus groups to identify issues trends, report findings and prepare strategic
employee engagement plans to address turnover, gender and cultural concerns.
Investigate, mediated disciplinary actions in situations ranging from attendance/tardiness, sexual
harassment, violence in the workplace. Ensured compliance with ADA and FMLA.
3. Actively participated in ongoing strategic staffing and recruitment best practices.
Management of internal selection process. Taught behavioral interviewing seminars. Coordinated the
entire events.
Built a million dollar consulting firm from the ground floor. Hired and managed 20 consultants,
business development and large scale project management. Engagement of clients setting KSA’s and
business development.
Filled over 40 nationwide Field Marketing jobs for MillerCoors during a very tight talent market with
a focus on diversity hiring. Filled IT, Engineering, Accounting and Manufacturing (CNC,
Technicians) positions on contingency search assignments. Filled Marketing and Sales Roles
conducting all of the sourcing while my business partner filled the business development role. Source
very robust applicant pools for Walgreens Marketing Recruitment Project in their merchandising and
retail marketing group in 2011. Nationwide search during a very significant organizational shift and
change in the senior leadership.
Completed a very critical HR recruitment project for Kohler. This project was a high profile project
and resulted in 10 key Human Resource hires thathave beenopen for months prior to my engagement.
Developed and delivered “Recruitment and Selection” presentations to all levels of management,
Human Resource Generalists at companies on-site, and or National/State level conferences.
03/2001 - 8/2004 Johnson Controls, Nationwide High Volume Technical/Corporate
National Staffing Manager (overseeing a team of 30 employees)
Developed and implement the first shared services center Controls Division
Defined strategic business plans and policies for organizational growth, employee retention, legal
compliance, and Employer of Choice branding to meet the goals and mission of TRIO Solutions,
LLC.
Developed quantitative statistical measures for monitoring/evaluating the company recruiting efforts
and making the necessary adjustments to the department activities. Weekly, monthly and annual
reporting to Senior Management and Principals.
Implemented Best Practices for ensuring a ready pool of qualified top employees by providing
research and sourcing support, candidate assessment and development, and competitive intelligence
information.
Lead the implementation efforts of business process tacticalplans for the development, deployment
and use of passive and direct sourcing techniques, including competitive executive research.
Formal large scale, project management and consulting experience. Defined, planned and
implemented multi-site, and multi-state projects on-site for various clients.
Preferred Headhunter/Agency Vendor Management Program. The team negotiated fees paid from
25% down to 15% streamlined work flow, developed policies and contracts. Went from 10 million
agency fees paid when I took over as the leader down to less than $300,000 in agency spend in a year.
Developed quantitative statistical measures for monitoring/evaluating the company’s recruiting
efforts and making the necessary adjustments to meet organizational business goals.
Defined e-business strategies and detailed Web Site functionality Johnson Controls, Inc.,
Formal large scale, project management and consulting experience. Defined, planned and
implemented multi-site, and multi-state projects.
Functional Project Leader for Peoplesoft 8.3 eRecruit , Kenexa,Webhire/Restrac 3.1 and Recruitsoft
Taleo~Applicant Tracking Recruiting Systems, Brassring. Virtual Edge, ADP Recruitment
Management I have worked on almost every Applicant Tracking Systems.
Educated client groups and team on managing candidate relationships and diversity sources for
fulfilling workforce planning needs. Lead the development and execution of diversity sourcing plans
to meet business growth plans in collaboration with diversity team.
4. Lead efforts to identify and develop productive relationships with national multicultural associations,
colleges, universities, technical schools, and community based organizations. Generated diversity
talent pools, provided sourcing consultation with recruitment team and Field Human Resource
Managers.
Management of all multicultural job fairs, military career fairs,and trade show activities.
Revealed severaluntapped trade show opportunities and instituted regular attendance increasing
candidate/company diversity employment brand awareness.
Developed, implemented and administered a successfulminority internship scholarship program for
Johnson Controls. Hiring 75 MBA Sales Engineering diverse hires in the first year of the program
Participated in annual diversity progress view meetings with Senior Leadership for several
Government Contracting Companies. Tier 1 suppliers so the applicant pool must be diverse.
Hired, developed and managed the recruitment and sourcing team while driving staffing strategies for
North America Operations, and Corporate Headquarters. Customer base included 24 Area Offices,
350 branch locations, supporting 1400 hiring managers nationally in their recruitment efforts.
Designed, built and implemented a centralized Talent/Staffing Organizational Structure to support a
highly matrixed and decentralized distribution channels nationwide.
Developed Recruiter’s Balanced Scorecard and annual staffing objectives. Provided performance
management guidance to assigned staff. Monitored workflow and assigned work to ensure maximum
and individual and program success.
Managed a team of regional and functional recruiters in a high volume, fast paced recruitment
environment for TRIO Solutions, LLC key clients.
Other Human Resource Roles Held:
12/2000 - 3/2001 Jefferson Wells International Director Human Resources
08/97 - 12/2000 Northwestern Mutual Life Employment Manager Promoted
09/95 – 08/97 Firstar Bank/Fisc Technology HR Business Consultant II
EDUCATION
BBA, University of Wisconsin Whitewater--Cum Laude Graduated with Honors
Major: Business Management – Human Resources
Affiliations and Awards
Board of Directors, Milwaukee Metro SHRM for eight years
Diversity Director, Wisconsin State SHRM (two years)
Society for Human Resources Management
American Management Association
Milwaukee Chapter of HRMA
Milwaukee’s Employment Best Practices ProfessionalGroup
World @ Work Association
Human Capital Institute Association
Chairperson HRMA Spring Conference 2005
President South Milwaukee Soccer Association
Human Resource Metrics – Saratoga Institute
Received numerous JCI Project Leadership Awards for cross-functional projects implemented
Six-Sigma Training Programs: Green Belt