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Paul's Resume

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Paul Ewinger
Paul Ewinger

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.

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Resume of Paul H. Ewinger 1433 W. Rosemont Chicago, IL 60660 Mobile (773) 290-9670 paul@ewinger.org Senior Human Resources professional with over fifteen years of comprehensive experience in various HR and staffing functions, with a strong focus on financial services and technology staffing. Paul has successfully leveraged a variety of resources, including staff, technology, and strong referral networks to plan, develop and execute winning staffing initiatives in a variety of corporate environments. He utilizes whatever methods, strategies or resources which will provide the best results in an ethical, cost-effective and timely manner. He has worked with all levels of management, from executive staff to line managers, demonstrating a proven record of consistent delivery on set expectations. • Worked with director to C-level executives to develop and execute strategies which would help staff manage either change or growth within their organizations, while creating and maintaining a healthy corporate culture. • Successful in the recruitment of qualified candidates in a large variety of technical and non-technical positions and levels, from entry-level to executive management. Heavily experienced in technical recruitment in various disciplines including software/web development, technical support, network engineering, wireless technologies, hardware engineering, and embedded systems. Accomplished in all aspects of the recruiting process including requirement analysis, sourcing, screening and interviewing, salary negotiation, and closing. • Established relationships with various technical and professional associations to facilitate networking opportunities. Experienced in search and contract vendor management. • Managed and mentored other staff members to succeed in their responsibilities through motivational strategies in a goals-oriented environment. Employed various team-building and leadership development initiatives to help client organizations achieve established goals. Solid experience in budgeting and forecasting, succession planning and due diligence. • Consistently provided first-class service to both reporting clients and clients, by properly setting parameters for success and delivering upon it. Relevant Professional Experience: Independent Consultant November, 2003 - Present Project Summary The Johnsson Group (9 months) Verticals/Industries: Financial and Operational Consulting Markets: Chicago, NY Service Lines: Business Intelligence, Process Improvement Technologies: Cognos, Oracle, Hyperion, Peoplesoft, VB.NET, Java The Johnsson Group is a small management consulting firm which was acquired by Waterstone Management Group. In an effort to expand their service offerings, TJG acquired a small BI implementer (Centerstone Solutions). This project was to design and implement a recruiting solution that will support a consulting organization in a significant growth mode, both in service lines and geography. Acting as Recruiting Manager, I hired, trained and managed a staff of three, while also personally responsible for maintaining a pipeline of candidates. Huron Consulting Group (18 months) Verticals/Industries: Financial and Operational Consulting Markets: Chicago, NY, Houston, Dallas, San Francisco, DC Service Lines: Operational Consulting, Performance Improvement, Strategic Sourcing, Economic Consulting, Supply Chain, Procurement Technologies, Legal Consulting
Through various projects at Huron, filled role of Recruiting Manager for multiple consulting practices within Huron, including Performance Improvement, Strategic Sourcing, Corporate Strategy and Legal Consulting. Also at one point responsible for recruiting for corporate positions. Established new recruiting processes and practices for groups, doing full life-cycle recruiting for most levels (Analysts, Associates, Managers, Directors). Also participated in campus and MBA recruiting. Finally, acted as implementation manager for new applicant tracking system implementation. TransUnion (11 months) Verticals/Industries: Financial Data Services - Credit Markets: Chicago, Atlanta, Wilmington, national Representative Position Titles: Systems Consultant, Technical Architect, ETL Designer, Instructional Design Consultant, Federal Tax Manager, VP Info Security, Director Software Engineering, Network Engineer, QA Analyst, Change Management Analyst, Project Portfolio Manager, Technical Solutions Analyst, Project Manager, Database Analyst, Data Architect, Compliance Manager, Project Analyst, UNIX Administrator, Interface Designer Technologies: Java, Swing, Websphere, C, C++, Python, Shell, Perl, Ab Initio, Informatica, Hyperion, .NET, C#, Active Directory, Cognos, Peoplesoft (HR/Financials), Oracle, DB2, Sybase, UNIX Placed in role of team lead for direct hire recruiting for the third largest credit data service in the world. When project began, TU did not have any formal processes or methodologies in place, and wanted to create a new Talent Management team, which consisted of direct hire team and contract office. The direct hire team consisted of 4-6 recruiters (both employee and contractors) and 2 recruiting coordinators. Reported to VP, Organizational Effectiveness. • Worked with team to design and implement new recruiting processes, which was designed to be first piloted within selected business units, then implemented organization-wide. • Partnered with both corporate and field HR organizations to integrate new processes within established HR practices and policies nationally. • Partnered with business unit leadership to assess needs and design appropriate recruiting strategies which would minimize both time to fill and hiring costs. • Identified, interviewed and hired qualified candidates for various business units, primarily technical and managerial. Handled a typical requisition workload of 40-50 in additional to special project work. PepsiCo, Inc. (11 months) Verticals/Industries: Consumer Packaged Goods (Foods & Beverage) Size: $78 Billion Markets: Chicago, Dallas, New York, UK Representative Position Titles: PMO Manager, Basis administrator, transport specialist, risk management team lead, quality management, control specialist, Security specialist, Tibco administrator, supply chain specialist Technologies: SAP (all products and associated technologies), Tibco, Informatica, i2, Winrunner, Loadrunner, EMC SAN products Responsible for recruiting efforts of Project 1 Up, PepsiCo’s $1 Billion business process transformation (BPT) and SAP implementation. Led international recruiting efforts for Project 1 Up in the UK. Also responsible for PepsiCo’s shared services arm (PBSG) within Chicago. • Staffed both experienced and executive-level positions. Worked with senior management and area HR Generalists through entire recruiting life-cycle. Utilized a variety of candidate sources, including search vendor program. • Researched international labor laws and became team SME on subject. Sourced, identified, interviewed and hired several key management positions for the UK offices. • Participated in the design of new diversity, campus recruiting, and summer internship programs. Aon Corporation (9 months) Verticals/Industries: Insurance, Risk Management Size: $10 Billion Markets: National Representative Position Titles: Relationship manager, underwriter, VP-underwriting, senior syndicator, customer service rep (all levels), financial analyst, business analyst, risk analyst, process management manager, administrative/executive assistant. Assigned to manage all open requisitions for Aon Risk Services (ARS) and Cananwill, a premium funding division of Aon.
• Identified and hired qualified candidates for all levels within assigned organizations, while guiding hiring managers through the newly developed recruiting process. Utilized a variety of sources for candidates, including search vendors. • Participated in the user testing of Aon’s new applicant tracking system, developed by RecruitMax. Sitebuilder.org July, 1997 – November, 2003 Verticals/Industries: professional services (technical), manufacturing, distribution, financial, healthcare/pharmaceutical, retail Markets: Chicago area Position Titles: technical consultant, functional consultant, engagement manager, BPM analysts, sales, pre-sales, HR assistant, recruiter, help desk Technologies: AS/400, RPG, CL, SQL, Windows, Visual C++, C#, VB, Java, UNIX, C/C++, SQL Server, Oracle, EAI tools, BI tools, SAP, Peoplesoft, BPCS, MANMAN, JDE, MAPICS, Exchange Server, SOAP, ADO, EDI, ActiveX, Managing Partner and Manager of Recruiting and Operational Resources for technology service provider that targets mid-sized to Fortune 1000 organizations. Key clients included Baxter International, Allstate Insurance, Moore Corporation, Allegiance Healthcare, etc. Initially began as a consultant in January, 1998 during the start-up phase, then joined full-time, helped to build and manage a sales-driven, goals-oriented consulting organization with no outside funding; reported to CEO. Primarily responsible for the design, development and execution of HR and recruitment strategies for entire organization. • Led staffing team to successfully and consistently meet the staffing needs of a high-growth organization, both technical and non-technical, while minimizing cost-per-hire. Implemented strategic web recruitment plan that allowed organization to identify and recruit top-tier technical and non-technical candidates using the latest technologies (including web bots, Instant Messaging, web recruiting sites, etc.) while minimizing the recruiting cycle. • Monitored and managed candidate pipeline through web-based applicant tracking system, ensuring that all qualified candidates were properly tracked and processed. • Implemented SkillsBase, a database which allowed the organization to review the skills inventory of all technical staff members to optimize staff resource utilization on projects. • Hired, trained and managed HR team and administrative staff. • Maintained budgetary responsibility for HR, staffing and training. Ernst and Young LLP December, 1995 – July, 1997 Verticals/Industries: Professional Services (technical, marketing, financial, manufacturing, logistics, banking, financial services, healthcare, retail) Size: $14 Billion Market: Global Representative Position Titles: functional and technical consultants on all levels (consultant, sr. consultant, manager, sr. manager, partner), BPR specialists Technologies: SAP (all modules), ABAP, UNIX, C/C++, Perl, SQL, Java Senior Recruiter hired for the Chicago office. Quickly moved into new role to manage the design, evangelization and implementation of the newly formed National SAP Group. Helped build staffing team, and consulted with both partners and HR staff to develop national recruiting process and assist in educating local offices on new processes. • Coordinated search vendor management program for the group, aligning with them to help improve placement of qualified, viable candidates nationwide. • Managed recruiting events at various local offices and coordinated with local offices to pipeline screened candidates into national recruiting events throughout the US, thus reducing "doubled" efforts. • Successfully increased recruiting productivity by reducing the average interview cycle per candidate, including reduction of interview-to-offer time, allowing Ernst and Young to close on highly marketable candidates in a timely manner. • Also assisted Global SAP Recruiting in recruiting efforts in Germany by sourcing and interviewing potential candidates in Munich office. Alliant Foodservice, Inc. September, 1994 – November, 1995 Verticals/Industries: Foodservice, Transportation
Size: $750 Million Market: Chicago Representative Position Titles: Project manager, project lead, programmer, sr. programmer, help desk (Levels I,II), business analyst, reports analyst, web developer, network analyst, DBA, database developer, systems support, systems administrator, infrastructure specialist, Peoplesoft architect Technologies: AS/400, Windows, UNIX, Tandem, Peoplesoft, Oracle, Informix, C/C++, Visual C++, VB, VBScript, Perl, COBOL, TACL, FoxPro, TCP/IP, DHCP, Exchange, OOD, ODBC, CORBA, Crystal Reports Senior/lead technical recruiter responsible for all staffing activities and strategies for Alliant’s IT groups. Developed Alliant’s “recruiting PR” strategy, increasing public awareness of company’s technological environment and culture. • Successfully sourced, screened, and hired qualified candidates for current open requirements. Organized and consolidated search vendor list, reducing number of vendors and increasing their effectiveness. Designed company’s new Internet recruiting initiatives. Reduced overall cost-per- hire by over 50% by strategic planning of sourcing methods, including Internet recruiting, career fairs, and print advertisement. • Developed and implemented new campus recruiting strategy by researching curricula, developing relationships with career placement offices, and attending on-campus recruitment efforts. Developed formal internship program for IS. Resource One June, 1993 - September, 1994 Verticals/Industries: professional service (technical), manufacturing, banking, financial, transportation, retail, healthcare Market: national Position Titles: technical consultant, BPR specialist, operations support, pre-sales Technologies: Tandem, COBOL, Tandem C, TACL, x.25, ATM Senior Technical Recruiter for a national technology consulting firm specializing in Tandem and UNIX development. Responsible for the recruitment of highly specialized, senior-level data processing professionals for either full-time employment or contracting. Employed various recruiting tools including networking, associations, outside vendors, web advertising, and sourcing. Education, Affiliations: University of Illinois at Urbana-Champaign Bachelor of Science in Economics, 1993 • Concentration in Human Resources Management Professional Organizations: • SHRM, 1998 – 2006. • Technical Recruiters Network, since 1995. • Chicago Recruiters Network, since 2003 Applicant Tracking Systems: Peoplesoft iCIMS HireAbility Kennex Taleo Peopleclick Online tools: Twitter Spoke Indeed LinkedIn Facebook Doostag Plaxo MySpace All major job boards (i.e. Monster/Hotjobs/CareerBuilder, etc.) * References Available Upon Request.

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Paul's Resume

  • 1. Resume of Paul H. Ewinger 1433 W. Rosemont Chicago, IL 60660 Mobile (773) 290-9670 paul@ewinger.org Senior Human Resources professional with over fifteen years of comprehensive experience in various HR and staffing functions, with a strong focus on financial services and technology staffing. Paul has successfully leveraged a variety of resources, including staff, technology, and strong referral networks to plan, develop and execute winning staffing initiatives in a variety of corporate environments. He utilizes whatever methods, strategies or resources which will provide the best results in an ethical, cost-effective and timely manner. He has worked with all levels of management, from executive staff to line managers, demonstrating a proven record of consistent delivery on set expectations. • Worked with director to C-level executives to develop and execute strategies which would help staff manage either change or growth within their organizations, while creating and maintaining a healthy corporate culture. • Successful in the recruitment of qualified candidates in a large variety of technical and non-technical positions and levels, from entry-level to executive management. Heavily experienced in technical recruitment in various disciplines including software/web development, technical support, network engineering, wireless technologies, hardware engineering, and embedded systems. Accomplished in all aspects of the recruiting process including requirement analysis, sourcing, screening and interviewing, salary negotiation, and closing. • Established relationships with various technical and professional associations to facilitate networking opportunities. Experienced in search and contract vendor management. • Managed and mentored other staff members to succeed in their responsibilities through motivational strategies in a goals-oriented environment. Employed various team-building and leadership development initiatives to help client organizations achieve established goals. Solid experience in budgeting and forecasting, succession planning and due diligence. • Consistently provided first-class service to both reporting clients and clients, by properly setting parameters for success and delivering upon it. Relevant Professional Experience: Independent Consultant November, 2003 - Present Project Summary The Johnsson Group (9 months) Verticals/Industries: Financial and Operational Consulting Markets: Chicago, NY Service Lines: Business Intelligence, Process Improvement Technologies: Cognos, Oracle, Hyperion, Peoplesoft, VB.NET, Java The Johnsson Group is a small management consulting firm which was acquired by Waterstone Management Group. In an effort to expand their service offerings, TJG acquired a small BI implementer (Centerstone Solutions). This project was to design and implement a recruiting solution that will support a consulting organization in a significant growth mode, both in service lines and geography. Acting as Recruiting Manager, I hired, trained and managed a staff of three, while also personally responsible for maintaining a pipeline of candidates. Huron Consulting Group (18 months) Verticals/Industries: Financial and Operational Consulting Markets: Chicago, NY, Houston, Dallas, San Francisco, DC Service Lines: Operational Consulting, Performance Improvement, Strategic Sourcing, Economic Consulting, Supply Chain, Procurement Technologies, Legal Consulting
  • 2. Through various projects at Huron, filled role of Recruiting Manager for multiple consulting practices within Huron, including Performance Improvement, Strategic Sourcing, Corporate Strategy and Legal Consulting. Also at one point responsible for recruiting for corporate positions. Established new recruiting processes and practices for groups, doing full life-cycle recruiting for most levels (Analysts, Associates, Managers, Directors). Also participated in campus and MBA recruiting. Finally, acted as implementation manager for new applicant tracking system implementation. TransUnion (11 months) Verticals/Industries: Financial Data Services - Credit Markets: Chicago, Atlanta, Wilmington, national Representative Position Titles: Systems Consultant, Technical Architect, ETL Designer, Instructional Design Consultant, Federal Tax Manager, VP Info Security, Director Software Engineering, Network Engineer, QA Analyst, Change Management Analyst, Project Portfolio Manager, Technical Solutions Analyst, Project Manager, Database Analyst, Data Architect, Compliance Manager, Project Analyst, UNIX Administrator, Interface Designer Technologies: Java, Swing, Websphere, C, C++, Python, Shell, Perl, Ab Initio, Informatica, Hyperion, .NET, C#, Active Directory, Cognos, Peoplesoft (HR/Financials), Oracle, DB2, Sybase, UNIX Placed in role of team lead for direct hire recruiting for the third largest credit data service in the world. When project began, TU did not have any formal processes or methodologies in place, and wanted to create a new Talent Management team, which consisted of direct hire team and contract office. The direct hire team consisted of 4-6 recruiters (both employee and contractors) and 2 recruiting coordinators. Reported to VP, Organizational Effectiveness. • Worked with team to design and implement new recruiting processes, which was designed to be first piloted within selected business units, then implemented organization-wide. • Partnered with both corporate and field HR organizations to integrate new processes within established HR practices and policies nationally. • Partnered with business unit leadership to assess needs and design appropriate recruiting strategies which would minimize both time to fill and hiring costs. • Identified, interviewed and hired qualified candidates for various business units, primarily technical and managerial. Handled a typical requisition workload of 40-50 in additional to special project work. PepsiCo, Inc. (11 months) Verticals/Industries: Consumer Packaged Goods (Foods & Beverage) Size: $78 Billion Markets: Chicago, Dallas, New York, UK Representative Position Titles: PMO Manager, Basis administrator, transport specialist, risk management team lead, quality management, control specialist, Security specialist, Tibco administrator, supply chain specialist Technologies: SAP (all products and associated technologies), Tibco, Informatica, i2, Winrunner, Loadrunner, EMC SAN products Responsible for recruiting efforts of Project 1 Up, PepsiCo’s $1 Billion business process transformation (BPT) and SAP implementation. Led international recruiting efforts for Project 1 Up in the UK. Also responsible for PepsiCo’s shared services arm (PBSG) within Chicago. • Staffed both experienced and executive-level positions. Worked with senior management and area HR Generalists through entire recruiting life-cycle. Utilized a variety of candidate sources, including search vendor program. • Researched international labor laws and became team SME on subject. Sourced, identified, interviewed and hired several key management positions for the UK offices. • Participated in the design of new diversity, campus recruiting, and summer internship programs. Aon Corporation (9 months) Verticals/Industries: Insurance, Risk Management Size: $10 Billion Markets: National Representative Position Titles: Relationship manager, underwriter, VP-underwriting, senior syndicator, customer service rep (all levels), financial analyst, business analyst, risk analyst, process management manager, administrative/executive assistant. Assigned to manage all open requisitions for Aon Risk Services (ARS) and Cananwill, a premium funding division of Aon.
  • 3. • Identified and hired qualified candidates for all levels within assigned organizations, while guiding hiring managers through the newly developed recruiting process. Utilized a variety of sources for candidates, including search vendors. • Participated in the user testing of Aon’s new applicant tracking system, developed by RecruitMax. Sitebuilder.org July, 1997 – November, 2003 Verticals/Industries: professional services (technical), manufacturing, distribution, financial, healthcare/pharmaceutical, retail Markets: Chicago area Position Titles: technical consultant, functional consultant, engagement manager, BPM analysts, sales, pre-sales, HR assistant, recruiter, help desk Technologies: AS/400, RPG, CL, SQL, Windows, Visual C++, C#, VB, Java, UNIX, C/C++, SQL Server, Oracle, EAI tools, BI tools, SAP, Peoplesoft, BPCS, MANMAN, JDE, MAPICS, Exchange Server, SOAP, ADO, EDI, ActiveX, Managing Partner and Manager of Recruiting and Operational Resources for technology service provider that targets mid-sized to Fortune 1000 organizations. Key clients included Baxter International, Allstate Insurance, Moore Corporation, Allegiance Healthcare, etc. Initially began as a consultant in January, 1998 during the start-up phase, then joined full-time, helped to build and manage a sales-driven, goals-oriented consulting organization with no outside funding; reported to CEO. Primarily responsible for the design, development and execution of HR and recruitment strategies for entire organization. • Led staffing team to successfully and consistently meet the staffing needs of a high-growth organization, both technical and non-technical, while minimizing cost-per-hire. Implemented strategic web recruitment plan that allowed organization to identify and recruit top-tier technical and non-technical candidates using the latest technologies (including web bots, Instant Messaging, web recruiting sites, etc.) while minimizing the recruiting cycle. • Monitored and managed candidate pipeline through web-based applicant tracking system, ensuring that all qualified candidates were properly tracked and processed. • Implemented SkillsBase, a database which allowed the organization to review the skills inventory of all technical staff members to optimize staff resource utilization on projects. • Hired, trained and managed HR team and administrative staff. • Maintained budgetary responsibility for HR, staffing and training. Ernst and Young LLP December, 1995 – July, 1997 Verticals/Industries: Professional Services (technical, marketing, financial, manufacturing, logistics, banking, financial services, healthcare, retail) Size: $14 Billion Market: Global Representative Position Titles: functional and technical consultants on all levels (consultant, sr. consultant, manager, sr. manager, partner), BPR specialists Technologies: SAP (all modules), ABAP, UNIX, C/C++, Perl, SQL, Java Senior Recruiter hired for the Chicago office. Quickly moved into new role to manage the design, evangelization and implementation of the newly formed National SAP Group. Helped build staffing team, and consulted with both partners and HR staff to develop national recruiting process and assist in educating local offices on new processes. • Coordinated search vendor management program for the group, aligning with them to help improve placement of qualified, viable candidates nationwide. • Managed recruiting events at various local offices and coordinated with local offices to pipeline screened candidates into national recruiting events throughout the US, thus reducing "doubled" efforts. • Successfully increased recruiting productivity by reducing the average interview cycle per candidate, including reduction of interview-to-offer time, allowing Ernst and Young to close on highly marketable candidates in a timely manner. • Also assisted Global SAP Recruiting in recruiting efforts in Germany by sourcing and interviewing potential candidates in Munich office. Alliant Foodservice, Inc. September, 1994 – November, 1995 Verticals/Industries: Foodservice, Transportation
  • 4. Size: $750 Million Market: Chicago Representative Position Titles: Project manager, project lead, programmer, sr. programmer, help desk (Levels I,II), business analyst, reports analyst, web developer, network analyst, DBA, database developer, systems support, systems administrator, infrastructure specialist, Peoplesoft architect Technologies: AS/400, Windows, UNIX, Tandem, Peoplesoft, Oracle, Informix, C/C++, Visual C++, VB, VBScript, Perl, COBOL, TACL, FoxPro, TCP/IP, DHCP, Exchange, OOD, ODBC, CORBA, Crystal Reports Senior/lead technical recruiter responsible for all staffing activities and strategies for Alliant’s IT groups. Developed Alliant’s “recruiting PR” strategy, increasing public awareness of company’s technological environment and culture. • Successfully sourced, screened, and hired qualified candidates for current open requirements. Organized and consolidated search vendor list, reducing number of vendors and increasing their effectiveness. Designed company’s new Internet recruiting initiatives. Reduced overall cost-per- hire by over 50% by strategic planning of sourcing methods, including Internet recruiting, career fairs, and print advertisement. • Developed and implemented new campus recruiting strategy by researching curricula, developing relationships with career placement offices, and attending on-campus recruitment efforts. Developed formal internship program for IS. Resource One June, 1993 - September, 1994 Verticals/Industries: professional service (technical), manufacturing, banking, financial, transportation, retail, healthcare Market: national Position Titles: technical consultant, BPR specialist, operations support, pre-sales Technologies: Tandem, COBOL, Tandem C, TACL, x.25, ATM Senior Technical Recruiter for a national technology consulting firm specializing in Tandem and UNIX development. Responsible for the recruitment of highly specialized, senior-level data processing professionals for either full-time employment or contracting. Employed various recruiting tools including networking, associations, outside vendors, web advertising, and sourcing. Education, Affiliations: University of Illinois at Urbana-Champaign Bachelor of Science in Economics, 1993 • Concentration in Human Resources Management Professional Organizations: • SHRM, 1998 – 2006. • Technical Recruiters Network, since 1995. • Chicago Recruiters Network, since 2003 Applicant Tracking Systems: Peoplesoft iCIMS HireAbility Kennex Taleo Peopleclick Online tools: Twitter Spoke Indeed LinkedIn Facebook Doostag Plaxo MySpace All major job boards (i.e. Monster/Hotjobs/CareerBuilder, etc.) * References Available Upon Request.