SUMMARY

Highly motivated, adaptable Human Resources leader with proven track record of consistent operation in Fortune 500 companies. My approach has produced healthy returns on all ROI goals and indexing in the critical areas. I am strategic in approach utilizing a six sigma base for design and tooling. I offer a 360 communication style that is effective at all levels. I am experienced with executing a corporate strategic balance against cost and value of compensation, benefits and talent management programs in Commercial or DOD environments. I am competent in ensuring the legal status of an organization as it concerns talent search, retention and acquisition. Experienced with Federal security clearance process utilizing company cage code, SF86, EPSQ, and security acquisition processes. Managed OFCCP requirements, offers, on-boarding, branding

My knowledge base includes: FMLA, FLSA, EEO, OSHA, Standards | Recruiting and Staffing | Organizational and Space Planning | Performance Management and Improvement Systems | Organization Development | Employment and Compliance to Regulatory Concerns | Employee Orientation, Development and Training | Policy Development and Documentation | Employee Relations counseling & separation, best place to work | Company-Wide Committee Facilitation | Policy procedure E hand book, E HRIS performance evaluation, Company Employee and Community Communication | Compensation and Benefits Administration | Employee Safety, Welfare and Health | Charitable Giving | Employee Services and Counseling

COMPETENCIES

• Skilled with all Microsoft applications; Office and Outlook
• Internet and Intranet Candidate Tracking, (Brassring) HRIS Access,recent ADP HR/Pexperience
• Staff development with strategies for monitoring performance of staffing processes.
• Ensure fiscal responsibility and planned performance expectations.
• Partnering with executive leaders, campus executives and call center management, delivering performance management learning, 360 assessments, coach and counseling, Employee Referral program incentive and teambuilding events to identify special support needs to maximize performance.
• Able to build trust and superior working relationships at all levels within an organization.
• Demonstrates effectively utilizing compelling influencing skills to inspire and develop commitments by persuading others to take appropriate action in-line with corporate goals.

PROFESSIONAL EXPERIENCE

Consultant: Installation of HRIS systems and applicant tracking systems. Resume writing. 3-08 Present
Executive Director Talent Acquisition and HR Operations
Confidential, Ft. Lauderdale, FL 3/06- 3-08

A subsidiary of the Washington Post, Confidential, is a test preparation company and a diverse online education corporation with more than $2 billion in revenue in 2008. Kaplan serves over one million students annually and has more than 27,000 employees in the U.S. and abroad. Accountable with budget of 1.2 million to manage Kaplan Higher Education Global Projects with supervision of Human Resource operations and Recruiting divisions

Talent Acquisition:
Manage a recruiting staff totaling 50+ HR employees against 5000 planned hires per year. Designed/deployed current talent branding tools driving all jobs board presence and talent search. Loaded Brassring ATS tooling over 6 months to manage reporting, requisitions creation and applicant tracking through acquisition. Manage the talent search drive for IT, marketing, accounting and payroll, KHE 75 campuses, 5 regional call centers, KHE USA medical nursing programs and executive search. Designed an on-boarding process to drive retention reducing the attrition numbers from 49% to 28% company wide over 18 months. Total hires 4800 in 06, 5200 in 07 and 500 in 08 consistent with the growth index. Redesigned the candidate manager interviewing experience using the competency based approaches and testing. Plan work flow design for new start roll offs and remote locations. Set the standards for the offer process; negotiate background search vendor standards and modes of operation.

• Benefit Dept, -1 Manager/2 Specialists engaged in the selection and administration of PPO and POS programs
• Compensation - 1 Manager building competitive strength setting market value for salary and total rewards
• Workers Compensation - 1 Executive Manager responsible for global resolution and litigation support
• Employee Relations - 3 Managers/6 Specialists developing and administering programs, procedures and guidelines to help align the workforce with the strategic goals of the company. Build best place to work benchmarks
• Training - oversight to training and development including loading the design and flow for SkillSoft companywide modules. Set training schedule, manuals, agenda for 1500 SCR for 08 budget year
• Campus and Call Center Locations - 30 recruiters, 3 directors, 4 managers.

Key Accomplishments:

• Delivered branding campaigns to stabilize global attrition to 28%. Securing 4,000 hires per year in all business units.Exceeded head count according to budget in 2006 and 2007.
• Identified opportunities that increased the recruiting division to provide quality performance deliverables.
• Managed the development and maintenance of the Human Resources sections of the Internet page, to drive recruiting, impact the culture and company’s brand presence on the internet & Intranet sites.
• Restructured the ERP (Employee Referral Program) to deliver 49% of all referred hires globally.
• Defined all Human Resource responsibility providing necessary education and materials to managers and employees including workshops, manuals, employee handbooks and standardized reports in order to stabilize the talent search process for IT, Faculty, Marketing, Executive, Exempt Management, HR, Call Center and Customer Service facilities.

Executive Director and HR Business Partner (DOD Projects) Confidential
Reston, VA 6/02- 3/06
Provided strategic leadership for International and USA DOD talent acquisition contracts with specific deliverables to the Middle East and other cleared projects utilizing a staff of 60 professionals. Supplied senior level strategies increasing referrals and staff acquisitions by 42% for each statement of work. Ensured competitive compensation for federal cleared talent against the competition. Managed $3M budget to aid talent management for all USA projects. Ensured the burn rate, risk insurance, combat pay, project completion pay and re-assignment comp. Structured benching techniques to retain evergreen and hard to find talent. Established standards for OFCCP staffing audit and candidate tracking. Managed a staff of 60 permanent hires and contractors to support recruiting/retention projects operating in military zones. Managed projects requiring TS/SCI full scope Poly.

Manager, Talent Acquisition Confidential
Atlanta, GA 9/00 - 3/02
Lead a recruiting staff of 8 to secure the staffing selection and retention for BCO IT E-Business. Oversight to staffing for BCO B2B sales operating in the USA , supporting SuperDome network operating systems for the experienced outside sales force of 1300 professionals servicing .com accounts.

Human Resources Talent Lead Confidential
Fairfax, VA 1/98 - 8/00
Manager of Talent Acquisition and operation for performance improvement. Lead PWC’s acquisition initiative for a professional group of 6 recruiters. Sourced IT, accounting and financial exempt professionals. Supported business units of 1600 with 20% growth factor. Source and hired executive level and management talent. Managed the employee tracking PeopleClick database. Managed advertisements on E-online search engines.

Recruiting Manager, Confidential
Durham, NC 1/96 - 1/98
Managed the human resources department with a professional staff of 6 IT recruiters. Managed the selected vendor program, trade journals advertising expense account.

Workers Compensation Contractor 1987–1996
Mid-Atlantic and California.
Contractor to Gallagher Bassett and Liberty Mutual. Support court testimonies and litigation to encourage case settlement with plaintiff attorney through The Workers Compensation Commission.

CAREER NOTE
Additional past experience includes; Human Resource Talent Lead, Recruiting Manager and Workers Compensation Benefits Contractor. Professional in Learning and Performance (CPLP), Myers-Briggs Type Indicator (MBTI) Life Style Indicator (LSI) Coaching, 360 Feedback (Lominger\PDI) Performance Consulting.

EDUCATION

Bachelor of Science – Sociology
Professional and/or Technical Training for Worker's Compensation Management Certification - U.S. Dept. of Labor, 1997, Labor Relations and Supervision Certification

MANAGEMENT STYLE

Supportive of Six Sigma 360 communication. Employee involvement is my management and leadership philosophy enabling employees to contribute to continuous improvement and the ongoing success of their work organization. I choose to lead and be the person others choose to follow. Can articulate vision for the future, provide inspiration making others feel important and appreciated. I live my values and behave ethically. Encourage independent thinking, collaboration and partnerships consistent with business methodology. Able to work in a team environment and individually. Understand the sense of urgency and able to build strong commitments and alliances with my honesty and courageous integrity. Whereby, setting standards, exceeding goals and recognizing achievement throughout an organization.