Senior-Level Human Resources executive with over 10 years of success in corporate/contingent talent acquisition, talent management, and human resources leadership in start-up, growth, and mature organizations.

Selected Career Achievements:

• Responsible for North American Internal Recruiting Teams, First-Tier Staffing Vendors, and Sub-Tier Staffing Vendors
• Developed strategic sourcing process, organizational goals, objectives, and a roadmap for effectively implementing change within the organization
• Worked with Global Human Resources Teams to leverage Talent Resources from other parts of companies internationally
• Kept first year of employment turnover under 1%
• Lead recruiting team to achieve a 0% Paid Staffing Fees for 60 consecutive months
• Established processes to decrease open position averages from 14% to 2.5%
• Actively worked with Universities and Colleges to supply and cultivate new talent for the organization
• Reduced recruitment cycle for openings, increased quality of candidates, and improved overall customer satisfaction
• Selected and implemented ATS, RMS, and VMS systems with recruiting polices from the ground up
• Effectively managed groups up to 12 persons

Academic, Professional Credentials:

• Bachelor of Arts in Organizational Psychology / University of Michigan
• Professional Human Resource (PHR) Certification
• Society for Human Resources Management (SHRM)

Career History:

Talent Acquisition / Management Consultant Confidential/ 2009 – Present

Corporate Human Resources / Talent Acquisition Manager Confidential/ 2006 – 2008

Recruiting Manager Confidential/ 2000– 2005

Recruiting Consultant Confidential/ 1999 – 2000

Career Track:

Talent Acquisition / Management Consultant Farmington Hills, MI Confidential January 2009 – Present

• Quickly recruited top talent and built bench strength in large corporate environments. Departments included: Merchandising, Marketing, Information Technology, Store Operations, Finance, Sales and Human Resources
• Implemented customer centric processes for HR and business partners to cultivate a recruitment culture and drive hiring initiatives
• Leveraged online recruiting resources and in-house ATS to identify and recruit top candidates
• Drove diversity hiring objectives by developing contacts and sources (colleges, professional organizations, websites, job fairs, etc.) to increase the diverse applicant pool for open positions
• Developed re-organized and re-aligned corporate HR departments and provided strategic long-term contributions that directly relate to company missions and objectives
• Transformed leadership’s view of HR from a cost center to a profit center while strengthening internal operations and expansion goals through system selection and process automation for numerous clients
• Successfully partnered with management, to develop proprietary cost effective programs that allow organizations to maximize their HRM employee initiatives by providing hands on administration of policies, employee relations, training and development, performance management, coaching, compensation, benefits, and policy interpretation
• Facilitated relationships with external parties and streamlined implementation of cutting edge e sourcing, and Talent Acquisition strategies to build employer-branding

Confidential January 2006 – October 2008

• Facilitated ongoing Vendor and Talent Acquisition Processes including recruitment, succession, and development planning for Corporate and External Customers
• Subject matter expert for ATS, RMS, and VMS systems, for T-Systems AG. (Systems Include: Taleo, Ceridian Recruit Center, Kenexa BrassRing, PeopleClick, Peoplesoft, SAP, and IQ Navigator)
• Responsible for daily activities for North American Internal Recruiting Teams, 15 First-Tier Staffing Vendors, and 30 Sub-Tier Staffing Vendors, for internal and external projects
• Evaluated employees’ positions and role descriptions to determine appropriate alignment within the global organization
• Worked with T-Systems HR Global to leverage Talent Resources from other parts of the company internationally
• Responsible for Sarbanes-Oxley (SOx) compliance within the Talent Acquisition Department

Confidential June 2000– December 2005

• Developed with Executive Team, strategic sourcing process, organizational goals, objectives, and a roadmap for effectively implementing change within the organization
• Kept first year of employment turnover under 1%
• Lead recruiting team to achieve a 0% Paid Staffing Fees for 60 consecutive months
• Consulted with Hiring Managers on constructing appropriate compensation model to maintain competitiveness in the External Human Capital Market
• Actively worked with Universities and Colleges to supply and cultivate new talent for the organization
• Selected and implemented RMS Tool and Recruiting polices from the ground up

• Implemented and established recruiting action plans
• Reduced recruitment cycle for openings, increased quality of candidates, and improved overall customer satisfaction within assign accounts
• Responsible for identifying customers and successfully recruiting staff on their behalf
• Developed marketing materials, coordinated and conducted pre and post interviews, negotiated offers, structured relocation packages, and wrote recruitment advertisements
• Interfaced with External Management to determine needs and create job requisitions

Key Words:
talent acquisition, leadership and high potential development, succession planning, search strategies, candidate sourcing, assessment, on-boarding, succession, planning, implement, 360 feedback, mentoring, coach, development, innovative talent, develops, partners, leadership, metrics, results, processes, diversity, proactive sourcing, pipeline, develops, identify, partners, industry performance benchmarks, time to fill, cost per hire, customer satisfaction, quality of hire metrics, monitors, recruitment processes, potential, state-of-the-art, methodologies, strategically