Seeking a fast paced position that will challenge my current abilities and to allow for continued
growth within the Human Resources field.
6/2011 to HR Generalist, Confidential, Addison, Texas
Responsible for the planning and execution of policies, procedures and programs relating to all
phases of human resources activities for multiple business units within a multi-site 130 employee Mortgage Collections Call Center. Participates as an active member of the executive leadership and compliance team. Promotes and encourages positive working relationships with and between all associates as well as external contacts. Acts as communication conduit to lead team members and division/corporate HR on policies and legal compliance and the potential impact at the business unit level. Advises management and coordinates the appropriate resolution of associate relations issues, including performance management, disciplinary issues, conducting investigations and employment decisions. Lead talent management efforts, with a focus on succession planning, development of high potential talent, and career progression development. Responsible for recruiting for open positions in the assigned functional area. Completes the recruiting process by screening resumes, interviewing and working with hiring managers to select skilled applicants in order to fill any open positions. Conducts new hire orientation, open enrollment meetings and on-boarding programs. Provides training to associates on various human resources and compliance topics. Participates in high-impact, time-sensitive projects such as specialized recruitment efforts, training and implementation of HR programs. Provides communication on changes and updates on all HR programs, policies, benefits and compensation programs.
8/2010 to Recruiting Manager, Confidential,Irving, Texas
Layoff Managed 12 field Account Executives to hire effectively for their individual territory, which are
selling EFG products in 20 states. Manage the hiring process both through communication of
dealership needs, as well as continuous candidate interviewing. Provide training and coaching to
Account Executives on the recruiting process and software. Engage with dealership management
as well as provide detailed follow up of placement and performance of hires. Provide detailed
workforce solutions development strategy to dealership management and Account Executives.
Partner and direct staff to identify potential sources for locating and developing candidate sources.
Continued training to staff to understand objectives and approach to interviewing, and importance
of performing effective interviews. Establish a recruiting performance tracking process for both
number or placed individuals and performance retention of those individuals. Partner with
Recruiting Coordinator to develop recruiting relationships with targeted universities and coordinate
on-campus recruiting efforts, including the development and delivery of recruiting presentations.
10/06 to 7/10 HR Specialist, Confidential,Lewisville, Texas
National auto insurance carrier with a division staff of approximately 5000+ as of 6/2010.
Supported the Lewisville, TX Call Center with a local headcount of 325. Strategically partnered with
the management team and the business in key HR areas including recruiting, performance
reviews, benefits, employee relations, investigations, discipline approval, reduction in force
presentations and implementation, training and development and management coaching. Support
business growth activities by utilizing recruitment media, cold calling, networking and e-recruiting
sourcing as required to attract qualified candidates. Analyze interview results, conduct background
checks, extend job offers as appropriate and document acceptance/non-acceptance utilizing SAP,
PeopleSoft and Peopleclick reporting systems.
2/06 to 7/06 Senior Recruiter, Confidential,Thousand Oaks, California
Partner with hiring team members to evaluate business area staffing needs and support
development of staffing plans, workforce planning, and diversity initiatives for functional areas.
Partner with hiring managers, unit leaders and HR colleagues to analyze proposed workloads,
assess the primary tasks, determine cognitive and physical characteristics of tasks and time
required to perform the desired position. Advise and support hiring managers and leaders in
identifying commitments at-risk due to inadequate resources or insufficient time to obtain. Educate
hiring managers on staffing policies and procedures; assure that staffing activities are conducted in
compliance with corporate, local, state and federal guidelines.
6/05 to 12/05 Project Leader,Confidential,Santa Monica, California
As project leader I managed up to 4 recruiters either onsite or remotely, based upon client needs.
Consult with all levels of management nationally on all aspects of project planning, performance
management and project development, recommending appropriate actions. Assist in establishing
strategies, objectives and plans that integrate people objectives into business and HR strategies
within the client group. Provide specific expertise in performance feedback, career development,
coaching and counseling, process consultation and group facilitation for new clients and recruiting
staff. Incorporate techniques within the assigned project by evaluating the efficiency, effectiveness
and value of various HR tools and programs, i.e. performance management, recruiting strategy.
6/04 to 5/05 Senior Recruiter, Confidential,Sherman Oaks, California
Responsible for the national hiring for the Operations Group which includes Closing, Opening,
Underwriting, Processing, Training, Latino Lending, Wholesale, Sub Prime, Correspondent and
Retail Sales Division. Metrocities has a staff of approximately 1000 and is a 50 state lender/broker.
2/01 to 1/04 Senior Recruiter, Confidential,Chatsworth, California
Supported a division head count of 15,000+ and approximately 520 openings as of 1/04. Assisted
with daily staffing strategy, strategic planning and training improvement to a staff of 4 staffing
consultants and 2 HR assistants. Instrumental in the decreasing of ad costs and job fairs by
training staff on the benefits of cold calling, networking, feature and benefit selling, targeted
selection processes and career counseling. Proficient in all staffing environments including exempt,
non exempt, technical, sales, operations, college, diversity, Internal-hiring initiatives, Internet, and
agencies as needed. Successful in creating and building strong collaborative working relationships
between direct business partners and HR, increasing hires and efficiencies such as time to fill.
Education and Training
Human Resources Management Certificate Series