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Sr. Operations Manager Resume

SUMMARY

  • Highly Energetic, Accomplished Senior Level Manager with over 16 (Sixteen) plus years of experience in Talent Acquisition, Accounts Management, Contracts Management, Human Resource (Onboarding), Bid Management, Proposal Management, Team Management, Business Operation and Business Strategy Development.
  • A Senior Leader focused on growing and developing the recruiting function within an organization. Expertise includes developing talent acquisition departments from ground zero, rebuilding infrastructure after mergers, downsizing, and turnarounds; creating and implementing programs to improve operational efficiency and performing organizational diagnostics to create a world - class candidate and manager experience.
  • Development & delivery of complete end-to-end solutions, establishing and executing best recruiting practices, service level agreements, compensation packages, and reviewing and selecting suitable Applicant Tracking Software (ATS), recruitment, training and ongoing mentoring of successful sales and recruiting teams.
  • Understanding and innovative knowledge in use of broad range of recruitment and sourcing tools including Web-based services, networking, cold-calling, candidate identification and screening, research, contingent and retained search consultants and outplacement firms.
  • Analyze reports related to the day-to-day operations and overall productivity of the team to improve accuracy in forecasts and to drive performance.
  • Evaluated key metrics/KPI’s to demonstrate the effectiveness of the recruitment function and ensure strong disciplines & approaches in delivery of all KPI’s.
  • Provide leadership through coaching, training, advice and counsel to exempt recruiters and line leadership team on day-to-day issues relating to the execution of their respective recruiting workload and needs.
  • Responsible for creating sales and recruiting plans/quotas, strategies, regular measuring of team performance against company and individual goals, motivating and retaining successful staff to create a profitable business.
  • Facilitate one-on-one meetings with each team member to discuss topics relevant to their performance, individual coaching and developmental needs, prioritization of workload, and personnel issues.
  • Supports the management team in the budgeting process for each fiscal year, which includes forecasting staffing needs, turnover, operating and other expenses for the recruitment teams.
  • Build Performance Analysis strategies through use of historical data and build Return on Investment (ROI) proposal.
  • Intermediate proficiency using Microsoft Office Suite (Word, Excel, PowerPoint & Outlook)
  • Possess strong analytical skills with ability to create, measure, and scale the right workflow between candidates, hiring managers, and the recruiting team.

TECHNICAL SKILLS

CRM Tools Used: Ceipal, Bullhorn, SugarCRM, ZOHO & Cbiz

Project Mgmt Tools: Trello, Asana, Monday.com, JIRA

VMS Tool Used: Beeline, Guidant Group, Peopleclick/Peoplefluent, evolution, Dotstaff, VectorVMS

ATS Tools Used: Bullhorn, SmartRecruiters, Ceipal

Resources Used: Monster, Dice, LinkedIn Recruiter, Facebook, Simplyhired, indeed, WordPress, ZipRecruiter, and Techfetch

Online Tools: Zoom, GoToMeeting, GoogleMeet, Microsoft Teams, Cisco Webex, Skype, TeamViewer, Anydesk, ChromeRemoteDesktop

PROFESSIONAL EXPERIENCE

Confidential

Sr. Operations Manager

Responsibilities:

  • Identify and implement key operational and performance metrics to measure business performance driving reporting activities. Utilize key metrics and measure the business performance of the organization against strategic and tactical operational metrics. Build business models, business cases, and forecasting tools in support of various strategic initiatives.
  • Responsible for identifying Security Clearances; Confidential, Secret, and Top-Secret resources for Federal/Government Agencies including The One Acquisition Solution for Integrated Services Small Business (OASIS SB)- IDIQ, The U.S. Securities and Exchange Commission’s (SEC) OneIT contract, U.S., Department of. Housing and Urban Development (HUD), Wright-Patterson Air Force Base (711th Human Performance Wing), and United States Environmental Protection Agency. Additionally identified resources for Florida Department of Management Services, State of OH, TX DIR, State of UT, State of MD, State of Utah, & New York State - Office of General Services.
  • Lead operational efficiencies, best practices, and other improvement initiatives with senior management and operations teams. Act as the customer advocate for processes, metrics, measurements, and tools developed for the management of the business. Identification, prioritization, and delivery of continuous improvement as well recommend, implement strategic solutions.
  • Collaborate with Confidential ’s Sales teams to establish strategic workforce hiring plans, and proactively report on pipeline activity to facilitate effective recruiting and hiring discussions.
  • Ensure that the talent ecosystem is designed to meet talent philosophy, strategy, and business processes delivered through thoughtful and structured project and change management practices.
  • Develop and manage the execution of systems processes and best practices to drive consistency and efficiency in managing the business. Oversee project staffing plans to roll out new/enhanced processes, systems, and /or best practices.
  • Evaluates operational performance to ensure services are being optimally delivered according to Service Level Agreements (SLAs), as well as internal objectives and goals.
  • Oversees the identification, development, and implementation of best practices in recruiting and sourcing strategies applicable to the assigned client(s).
  • Identify impediments in the recruiting process and work across the organization to resolve them.
  • Establish needs, reduce costs and analyze areas requiring improvement. Boost efficiency and improve profitability by directing and coordinating financial and budget processes.
  • Conduct root cause analysis on the system, processes, and ability to provide viable solutions.
  • Roles successfully recruited for include Cloud Engineers, Sr. Full Stack (Java) Developers, ETL Developers, Data Modelers, Database Administrators, Master Data Engineers, Sr. Linux Administrators, Agile Coaches, Scrum Masters, Program/Project Managers, IT Governance SME, Cyber Security Engineers, Application Analyst, IT Strategy SME, and Hardware Engineers, Call Center Managers, and Customer Service Interns/Supervisors.
  • Skilled in using industry-standard tools and applications including VMS, ATS, CRM tools, Excel, PowerPoint, Word, and various web-based and client/server applications.
  • Excellent communication skills working with Cross-Functional Team Members including President, CEO, Vice President, Director, Business Development Managers, Proposal Managers, and Technical SMEs through Conference calls, Email, SharePoint, Microsoft Team, Zoom, Go-To-Meeting, and WebEx.

Confidential

Sr. Operations Manager

Responsibilities:

  • Provide leadership, strategy and direction for the Proposal, Sales & Recruiting Operations team ensuring high performance, providing ongoing development and growth through mentoring and learning experiences.
  • Lead the talent acquisition function and collaborate closely with the Epitome’s headquarters to drive a talent acquisition strategy.
  • RFI/RFP/RFQ Development Activities: Sourcing, Qualifying, identifying end users/decision makers, establishing relationships, Marketing initiatives, identifying cross-selling opportunities with Client/ Implementation Partners/vendor on on-site opportunities/Projects, scheduling, and Closing.
  • Gathering eMaryland Marketplace Advantage (eMMA), DoIT Consulting and Technical Services+ (CATS+) RFP/RFI/RFQ and research information to include in proposals, including resumes, references, company information, certificates, requirements, and project summaries.
  • Reviews, organizes, and edits written RFP/RFI/RFQ documentation to improve clarity.
  • Coordinating proposal process with respective teams, following standard procedures, including planning, review, and production of statements of qualifications and proposals.
  • Collaborate with Stake Holders, Vendors, Project Executives, Project Managers and relevant consultants in the proposal preparation process.
  • Verifies complex technical solutions with stake holders, technical project team, strategies and themes are easily understandable, readable and compelling.
  • Participates in strategic planning that includes evaluating marketing intelligence, identifying customer concerns, and key issues, and developing win strategies.
  • Provides final quality control check, including proofreading for grammar, request for proposal (RFP/RFI/RFQ) compliance and conformance to established strategies and plans.
  • Organize, presents, participate and conducts, weekly, bi-weekly, monthly, and quarterly business review meetings with all the employees and the key stakeholders.
  • Partner with the business to understand their hiring needs, work with the talent acquisition team to develop and execute recruitment strategies to identify a diverse pool of top talent by using various recruiting methods and sources.
  • Simplify training across recruitment department in team meetings and/or dedicated training sessions in order to elevate team member knowledge and skill towards job performance expectations.
  • Expand the recruitment team’s skills, expertise and capabilities to research, source, attract and acquire talent, and build a pipeline of quality candidates to fulfill the future and ongoing hiring needs.
  • Identifies, tracks, and reports team metrics and recruiting activity including resumes received, interviews conducted, number of hires, etc.
  • Introduced Ceipal TalentHire AI ATS, Workforce to measure performance vs. objectives for all sales and recruiting operations to discover possible knowledge gaps.
  • Managing vendor and supplier partnerships, to include contract negotiation and ownership of PO process.
  • Develop and maintain strong working relationships with Client/Vendor hiring managers, HR business partners, and colleagues to create a partnership that yields consistent processes and results.
  • Supervises the recruitment budget, KPI’s and department plan, to ensure maximum output and cost effectiveness is achieved through specific targets.

Confidential

Sr. Operations Manager

Responsibilities:

  • Ensure compliance and responsible for overall productivity of Sales, Business development and Recruitment teams.
  • Utilize Strategic Workforce Planning (SWP) to drive recruitment allocation, identify potential capability needs for the region as well as drive strong, productive vendor partnerships. Develop action plans and recommendations to ensure recruitment can meet our SWP and business goals.
  • Led selection, configuration and implementation of ATS (Application Tracking System) for upgraded functionality, greater Social connectivity, enhanced career site, real-time reporting functionality, interviewing capability and integration with MS Outlook to drive efficiency.
  • Extensively worked on State Agencies/commercial client’s requirements and recruited various SAP Requirements, like functional and technical roles. Recruited SAP FICO, MM, SD, SuccessFactors, HR, ABAP, S/4 HANA and Basis. Additionally recruited .Net Developers, Project Managers, security Architects, Business Analyst, Java Developers and Network Admins.
  • Monitor and report on recruitment activity and key performance indicators (KPIs) taking corrective action when required.
  • Facilitate one-on-one meetings with each team member to discuss topics relevant to their performance, individual coaching and developmental needs, prioritization of workload, and personnel issues.
  • Monitoring client satisfaction and recruiting performance by soliciting feedback, attending client meetings, reviewing survey data to find areas of opportunity and proactively address any issues.
  • Review weekly, monthly, quarterly and annual performance and manages regular status update meetings with clients, recruiters and other stakeholders as necessary.
  • Direct the coordination of region’s activities and takes the lead in identifying, defining and planning for existing and emerging policy and procedures, tools and services to support the requirements of both the customers and the clients.
  • Oversee Regional Staffing - forecast senior, lead and Expert positions in conjunction with Resource Management and Recruiting. Coordinating with the US Team for proper closure of the agreements.
  • Work with peers to advance the effectiveness and excellence of the department and company through continual improvement of plans, programs and processes in order to proactively control expenses, increase value, and promote highly effective department and company practices.
  • Interview, hire, train, coach, develop and evaluate employees through performance management, performance metrics, customer feedback, quality inspections, personal and team observations and feedback from within the department.
  • Recommend promotions, transfers, salary actions, disciplinary actions and terminations, partnering with Human Resources as appropriate.
  • Ensure all new/current employees are equipped with the proper identification. Manage operational cost control programs.
  • In corporate principles of teamwork with all organizational levels in the resolution, completion and follow-up of various responsibilities, coach and mentor team members of varying levels of experience.
  • Oversee and maintain a direct relationship with partner management team, including escalation calls.
  • Supervise direct reports ensuring objectives set forth are monitored through reporting and accomplished
  • Maintain communication with Business Development to discuss the cultivation of any identified business opportunities or concerns from the client perspective.
  • Participates in Business Development proposal development as well as sponsor presentations as appropriate.

Confidential

Sr. Recruiting Manager

Responsibilities:

  • Manage and motivate a team of on-site Recruiters and Support Centre Recruitment team to achieve prompt, effective and high-quality service according to agreed SLAs and KPIs.
  • Improve, modernize, and manage complete recruiting lifecycle, complying with regulations and using industry best practices.
  • Lead the operations to ensure program delivery, communication and challenge resolution. Deliver agreed upon usage, cost savings, compliance and performance metrics reporting.
  • Developed and implemented an effective Recruitment Channel Management Strategy for the business ensuring best in class talent for the organization at optimum cost. This includes articulating and implementing an effective strategy for driving performance of the recruitment function through channels including, but not limited to social networks, user groups, job boards, internal referrals, and networking events.
  • Established the recruitment team’s skills, knowledge and capabilities to source, attract and acquire talent, and build an external pipeline of quality candidates to full-fill the hiring needs of the clients.
  • Created talent acquisition processes, including requirements definition, posting, sourcing, interviewing, talent selection, offer development, negotiation, and candidate closing.
  • Acted as liaison between employee and management to answer questions or concerns regarding company policies, practices and regulations.
  • Monitored and reported progress of recruiting goals to management team.
  • Audit recruiter performance and day to day functions to monitor for areas in need of improvement.
  • Prepare, schedule and deliver weekly, bi-weekly and monthly reports, tracking KPI’s and weekly hiring progress.
  • Responsible and accountable for all aspects of assigned VMS/MSP client relations management, including cultivation, administration, and maintenance of the VMS/MSP client relationship.
  • Responsible for day to day communication with assigned VMS/MSP Service Delivery Coordinators /Staffing Specialists.
  • Strategized with accounts managers regarding staffing needs and coached recruiters/executives on sourcing process, candidate market data, and salaries.
  • Partnered with accounts managers to understand the skills and background required for each opportunity and provided expert advice and coaching to recruiters throughout the recruitment and selection process.
  • Monitor client growth, to ensure the team working on the client's positions is providing a high level of quality candidates to all positions.
  • Engage with executive management and other stakeholders on short-term and long-term resource management, strategic planning, and tactical management.
  • Review and recommend confidential compensation, client rates, subcontractor rates, margins, and profitability for multiple accounts
  • Defining metrics and analysis for resources and recruiting, including recruiters, accounts executives, team leads and managers, hiring managers, candidates, and client performances
  • Oversee and drive resource subcontractors/consultants through procurement, accounting, and legal, including POs, SOWs, and program restrictions, subcontractor-employee conversions, and unusual staffing.
  • Administer and Supporting MATS, including user management, data maintenance, template development, user-interface, implementation, reporting, and data export.
  • Developed workflow, trained recruiters, account managers, and maintained MATS recruiting software, resume databases, job postings, and compliance and reporting
  • Strategically created, researched, validated, and implemented data-based approaches to candidate sourcing, outreach messaging, and recruiter training in different markets for different programs.

Confidential

Sr. Manager

Responsibilities:

  • Lead and developed a dynamic team, Attract, Recruit and retain highly talented work force and provide an environment for ongoing growth and opportunity.
  • Associating with key stakeholders to establish workforce plans and formulate sourcing and talent acquisition strategies to fulfil on current and future hiring needs.
  • Developed and Implemented Recruitment Strategy; appropriately leveraging resources, relationships, and market analysis to successfully.
  • Generate and deliver weekly and monthly reports tracking KPI’s and weekly hiring, sourcing, and closing progress.
  • Prepare detail insights on recruitment delivery and presents monthly, quarterly business review meetings with the stakeholders.
  • Practiced numerous Sourcing Strategies including Referral Generation, Ad Placements, Position Postings, Direct sourcing/Cold Calling and networking to develop a qualified pool of candidates.
  • Maintained progressive knowledge of new recruiting methods, industry trends and market fluctuations to position strategies accordingly.
  • Recruiting PeopleSoft Consultants, Project Managers, Program Managers, Directors, and Associate Partners across all Functional and Technical modules/sub-modules (PS HCM, PS Finance, PS CRM, PS Campus Solutions & PS SCM.)
  • Extensively working on PeopleSoft RFI, RFQ & Non-ERP HigherEd, State, Federal, and PVT RFP’s Requirements. And responsible for finding quality resources with rates, project references and getting then relevant documents singed by the consultants.
  • Sourced for qualified candidates from internal Resume Database, cold calling, referrals, and Internet resources such as Career Websites (Monster & Dice), Newsgroups, and Virtual Communities, to fulfill the IT requirements of client companies.
  • Skilled in the use of advanced resume tracking tools including resume databases and Internet (Bullhorn) and update the (ATS) Applicant Tracking System - ‘Bullhorn’ on a daily basis.

Confidential

Team Leader - (RPO, Talent Acquisition)

Responsibilities:

  • Recruitment Process Outsourcing: First channel of gathering requirements, prospecting/identifying candidates, screening/qualifying, selling, negotiating, closing, reference checking and initiating background checks.
  • Lead, manage, coach and develop a team of Recruiters to ensure SITI goals are achieved.
  • Drive the highest possible level of customer service, acting as a role model to the team to respond proactively and communicate effectively with all the stakeholders.
  • Partnering with key senior management, acting as a trusted advisor to the business leaders providing guidance and coaching on key Recruitment issues.
  • Facilitate recruitment training process with team meetings, conducting training sessions in order to elevate team member knowledge and skill towards job performance expectations.
  • Oversees, coordinates with the management, and participates in the recruitment, selection, orientation, training, development and retention of high caliber staff; acts to ensure that each staff member is treated with dignity and respect; plans, assigns, and directs work; coaches employees and carries out disciplinary actions, as necessary.
  • Develop and maintain candidate, business client, and vendor partnerships, internally and externally, especially through times of change and ambiguity.
  • Analyze all submissions made by the recruiting staff and filter them in terms of Quality and TAT (turnaround time) before Client projection.
  • Analyze reports related to the day-to-day operations and overall productivity of the team to improve accuracy in forecasts and to drive performance
  • Manage the recruitment processes and (Applicant Tracking System) ATS to ensure pools of talent are available for the organization. Monitor effectiveness of recruitment program and continually seek new and creative methods to attract talent from various sources and improve recruiting performance metrics. Update the (ATS) Applicant Tracking System - ‘Recruitsharp.net and sourcesharp.net’ on a daily basis.
  • Continuously build an active inventory of potential candidate’s database for meeting future consulting needs of clients, updating the data bank of profiles/resume.

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