Executive Assistant to VP of HR Resume

SUMMARY

Focus on hard - to-fill niche IT/engineering/professional positions in various industries.
Proactive professional in social network sourcing; 65%+ response rate on LinkedIn passive candidates outreach.
Specialty: strategic sourcing, creative recruiting, university recruiting, CRM, Taleo, Boolean Logic, Google's applications.
Experience in recruiting, training, policy making, employee relation, compensation, and customer services. Streamlined the processes of hiring, on-boarding, motivation and performance review for over 2,500 full time and student employees.
Require employment authorization (H1B) in the U.S.

PROFESSIONAL EXPERIENCE

Confidential

Executive Assistant to VP of HR

Responsibilities:

Sourcing and screening top candidates based on different business units requisitions with a special emphasis on high level hard-to-fill niche positions in biotech/biomedical engineering fields, including artificial intelligence, machine learning, algorithm design, high performance computing, optical imaging design, immunogenetics, infectious disease, etc.
Proven track record of successful targeting potential top candidates.
Continuously clarifying talent needs and job descriptions and optimizing recruiting strategies and process with hiring managers. Creative recruiting tools includes social network, internal database, professional life science and IT associations/labs, 7 general and niche job boards, employee referrals, etc.
Scheduling and conducting phone screens, onsite interviews and remote teleconferences—striving to provide outstanding interview experience to candidates.
Served as the system administrator for Taleo applicant tracking system, creating and maintaining candidates’ profiles, recruiting logs, reports and other documentation.
Facilitated the HR communication between Complete Genomics and HR Shared Services Center and HRBP at parent company, BGI-Shenzhen, China.
Initiated BGI campus recruiting in the U.S. Developing university full time/internships/postdocs recruiting strategies with thorough recruiting tools analysis.
University relation building with local student associations and career centers at Stanford, UC Berkeley and UC Davis.
Led the recruiting team to efficiently established English BGI career site within 1 week.
Efficiently conducted recruiting process by interviewing and screening 250+ on-call food service candidates for 11 units within 6 weeks. Managed qualification determination and the placement of on-call candidates based on customized standards. Over 95% recommended candidates were eventually hired.
Redesigned hiring process for full-time employees by eliminating redundant steps and clarifying roles and responsibilities, which led to more timely placement of new employees and increased compliance with division hiring policies.
Created Culinary Services Member Guide containing about 120 new standardized policies for 2,000+ student employees. Included Unit HR Managers to minimize inconsistency in unwritten policies to build a formal communication channel. Redesigned evaluation forms to better capture critical incidents then provide a sound evidence for student promotion.
Collected over 100 manager profiles; produced and maintained Manager Profile Book. Performed communication-gap analysis, ensuring proper information delivery through real introduction to the management staff.
Conducted comprehensive analysis of over 20 popular recruitment and talent management tools in HR Information System market, in order to facilitate the modernization of current campus HR system.
Developed performance appraisal and compensation adjustment program for 70 employees in 2012. Re-defined job contents and standards of salary, introduced new factors into merit pay. Reduced 4% cost of pay (around $2,500 monthly) compared to anticipated salary increase.
Rebuilt the internal HR and language training procedure, qualifying 6 employees to receive advanced certification.
Planned and implemented International Trading training for export salespersons and incoming staff of financial department, leading to 100% pass rate.
Identified the root causes (mandatory calling time, confidential salary and lack of instant incentives) of high attrition rate among entry-level professionals within sales department through a series of interviews. My proposed motivation and retention system based on intrinsic rewards was used by HR department in renew of policies.
Scheduled and played a part in on-boarding sales skills training for new employees (over 90) of sales department.
Participated in telesales of network equipment for clients of medical and hospitality industry. Led my team of 13 new employee to achieve the highest sales amount among all eight branches.
Language: native in Mandarin, fluent in English.
Proficient in MS Office Suite: Word, Excel, PowerPoint, FrontPage, Visio; Minitab; SPSS; Adobe Acrobat; Prezi.
TLC Volunteer in Capital Area Humane Society in Lansing, MI.
Playing piano (over 17 years) and guitar. Composing music and performance. Photographing. Cooking.

We provide IT Staff Augmentation Services!

We'd love your feedback!

Resume Categories

Client Services

Job Seekers

Visa Sponsorship