AREAS OF EXPERTISE:

• HR Management
• Training and Development
• Performance Management
• Diversity and Inclusion
• Organizational Development
• Planning and Budgeting
• Talent Acquisition & Management
• Reporting and Analytics
• HRIS

Highly skilled in Microsoft Office: Excel (Vlookup), PowerPoint, SharePoint, Access, Outlook and Word. Very knowledgeable in Tableau, QlikView and BI reporting tools. Experienced in Taleo, UltiPro by Ultimate Software (HRIS), Workday and PeopleSoft.

PROFESSIONAL EXPERIENCE:

Confidential

Vice President

Responsibilities:

• Lead the full cycle recruitment process for a variety of positions ranging from entry level to middle management and leadership positions. Maintain 30 - 50 requisitions across CLS, in areas such as Technology, Finance, Risk, Compliance, Legal, Confidential, Regulatory Affairs and Operations.
• Source direct candidates using Boolean searches on Google, LinkedIn and other job boards.
• Negotiate salaries and/or contracts with candidates and vendors.
• Counsel employees regarding the use of benefits, including enrollment facilitation.
• Track and report performance statistics of agency accounts; scale PSL based on need.
• Work with management to identify company training needs and establish training initiatives with a focus on recruitment.
• Create various pamphlets, PowerPoint decks, Excel tracker sheets, etc., to prove analysis of need.
• Lead the design and development of the company-wide employee engagement survey.
• Lead partnership with third-party employment agencies to help screen out candidates in the initial stages.
• Work closely with the Immigration specialist and Global Mobility to analyze the work permit needs of candidates requiring sponsorship and/or relocation.
• Manage 2 HR Recruitment Coordinators and an On-boarding Specialist.

Confidential

Responsibilities:

• Partner with Business Leaders to build and drive HR processes (talent assessment, mid-year and year-end performance reviews, bonus payouts and salary increases, promotion cycles, etc).
• Oversee the overall operational execution of the HR division including responsibility for quality assurance, process consistency, HRIS, compliance, enterprise risk management and HR metrics.
• Act as a catalyst behind critical strategic, operational, and organizational initiatives, such as business transformation.
• Collect talent management data, taking special note of points of pressure. Integrate findings in the promotion, recruitment, performance, and development processes across CLS.
• Plan and direct the establishment, and ongoing administration of UltiPro (HRIS) to support short and long term HR goals.
• Create and implement minority-specific leadership development programs, globally.
• Lead the creation of a reporting strategy, with an eye on current state versus optimal end-results. Translate findings into future strategy towards meeting objectives.
• Measure and drive improvement of key HR metrics by analyzing and scrubbing data, and providing recommendations to senior management to enable strong business decisions.
• Develop and design executive presentations, reports, and other deliverables to communicate results/findings and make recommendations.
• Deploy HR strategy, objectives and operating plan, and execute concepts, processes and solutions based on workforce metrics, with a focus on Diversity & Inclusion results.
• Foster a culture of engagement that values diversity and inclusion that demonstrates fair and consistent management practices through coaching and manager training.
• Provide guidance and issue resolution on Employee Relations matters, including conducting investigation and partnering with Legal and external counsel when necessary.
• Ensure recruiting processes and candidates align with corporate strategy and company culture.
• Implement KPI reporting and work through data sources to support reporting needs.
• Collaborate with Compensation to support the salary planning cycle, including market research and compensation recommendations, ensuring a fair compensation model to all minority groups.
• Coordinate workforce planning involving job rotations, restructurings, and reduction in staff.

Confidential

Talent Management Partner

• Provided strategic recruitment guidance and support to the business functions across all areas including Finance, Technology, Risk, Audit, Confidential, Compliance, Journalism, and Media.
• Handled an average of 35-65 permanent roles globally, securing direct hires for about 33% of the roles.
• Networked both internally and externally to secure referrals and connections with the most qualified talent.
• Partnered with HR Director to create, implement and administer recruitment policies, practices, programs and processes that supported the business in the quest to forecast and fill senior roles.
• Sourced direct candidates via LinkedIn, Monster, and Indeed.
• Maintained the time to hire at or below 60 days, with many recruitment processes closing out within 2-3 weeks.
• Provided strategic HR guidance and support to the business functions across all areas including talent management, employee development, performance management, and change management and employee relations.
• Partnered with HR Director to create, implement and administer policies, practices, programs and processes that supported the business in a wide range of areas (i.e. leadership, talent development, retention, benefits, compensation, staffing, employee relations, organizational effectiveness and diversity) with a steady focus on efficiency, value, employee experience and excellence.
• Managed talent reviews and succession planning discussions and worked with the business to ensure plans were actively put into practice.
• Drove the implementation of HR strategy in support of short and long-term business goals by building partnerships and alliances throughout the organization.
• Developed and maintained client relationships aligned by business group, and drove Operational Excellence throughout HR.
• Continuously reviewed and improved business practices and people processes, ensuring Diversity and Inclusion was robustly embedded within the company.
• Seized opportunities to enhance leadership excellence, management capability and the employee experience to impact business performance.
• Took advantage of external debates and agendas to drive internal progress. Attended networking events, participated in forums, and completed market research. Built business cases and set key objectives for launching Diversity and Inclusion programs.
• Partnered with relevant stakeholders (HR Shared Services, HR Business Partners & COE's) to provide consultations and advice on complex HR / employment matters, offering strategies, options and risk assessment for both individual employee situations, as well as special initiatives and broad business changes.
• Provided regular and relevant management information on trends / issues and potential opportunities; monitored case management database and provided input into executive level reporting to identify trends, thereby ensuring awareness across the organization; Identified and escalated issues having broad corporate implications / risks.
• Encouraged different regions to consider the impact and support they may bring to the agenda of Diversity and Inclusion, ensuring a consistent philosophy within the company without a total conformity globally in how Diversity and Inclusion is run.
• Maintained a culture of risk management and control, supported by effective processes and sound infrastructure to achieve a strategic balance of risk mitigation.
• Completed ad hoc reporting and analysis to benchmark the department against best in class, took part in the Summer Internship and Specialized Selection programs, partnered with the hiring community for interview training workshops. Focused specifically on sourcing interns from schools with proven diversity ratios. Met a 4:1 ration of protected/non-protected class hires.
• Managed (dotted line) a team of 8 Recruitment Coordinators as well as a Sourcing Specialist (directly).

Confidential

Confidential Manager/ Talent Acquisition Partner

• Maintained the organization’s staff by establishing a recruiting, testing, and interviewing program; counseled managers on candidate selection; conducted and analyzed exit interviews; recommended changes.
• Maintained employee benefits programs and informed employees of benefits by studying and assessing benefit needs and trends; recommended benefit programs to management; directed the processing of benefit claims; obtained and evaluated benefit contract bids; awarded benefit contracts; designed and conducted educational programs on benefit programs.
• Initiated job details meetings with hiring managers, put together job descriptions and posted jobs online; Collaborated with the hiring community and the HR Business Partners to ensure proper recruitment strategy development and compliance with Federal and State regulations.
• Generated reports and initiated efficiency meetings with hiring managers in order to discuss and correct the analysis findings (time to hire, cost per hire, turnover, etc).
• Managed hiring managers’ expectations throughout the recruitment lifecycle and maintained close communication with both, the managers and the candidates, following the completion of the hire in order to ensure successful integration of the new employee.

Confidential

Recruitment / On Boarding Specialist

• Managed applicant eligibility, resolved benefits administration queries, and confirmed New Hire Orientation enrollment.
• Improved process efficiency by gathering metrics to statistically measure performance.
• Utilized Six Sigma knowledge to re-engineer processes and optimize daily operations within the Confidential department.
• Responsible for final facets of the recruitment process including offer processing and delivery, candidate pre- screening, and full on boarding process.
• Collaborated across teams in the recruitment process including interview scheduling, hosting, and collecting feedback and input of all actions into the Taleo and PeopleSoft databases.
• Processed employment verifications, monitored I-9 documentation, and tracked employee vacation, sick leave and flexible time (PTO) usage.
• Maintained EEO policy and Affirmative Action Plan, FMLA requests, and ensured OSHA compliance.
• Administered & maintained Employee Report database using Excel & Access.
• Designed and implemented actions and conducted monthly Focus Groups to improve turnover numbers.
• Trained new coordinators and recruiters in procedure and the Taleo Enterprise/ PeopleSoft software.
• Oversaw Special Compensation payout and piloted quarterly Employee Relations Surveys.
• Responsible for routine and ad hoc reporting on headcount and recruitment trends, monthly population reports, new hires, terminations, promotions, and status changes.

Bloomberg LLP

Recruiter

• Sourced resumes and coordinated telephone and in-person interviews for local and out-of-state candidates.
• Scheduled and conducted meeting with both the internal personnel and external vendors to ensure smooth recruitment procedures.
• Supported 9 Hiring Managers and 4 recruiters in filling 120 IT and 160 Financial Software Developer positions.
• Extended employment offers and negotiated salaries for prospective employees.
• Trained in-coming employees on the Bloomberg HRIS System as well as HR policy.
• Worked closely with the Immigration Department to synchronize the Hiring process with Visa (H1B, L1, TN) transfers and sponsorships.
• Tracked and logged all changes to the Bloomberg hiring practices, as well as daily routines for the recruitment coordinators through Procedure Writing.
• Created a database currently in use for tracking all personnel information, including new hires, benefits, terminations, changes in personal information and increases/decreases in salary