Leslie Torbett

ECRE, PRC, CDR, CSSR, CSMR, CIR and ACIR certified

Cell: 202-***-**** Work: 703-***-****

acqjab@r.postjobfree.com

Summary:

A global talent acquisition professional with more than 18 years of experience in recruiting, human resources, and workforce management.

Increased the size of 2020 Company, LLC from 80 employees to over 750 employees in less than five years.

Demonstrates a collaborative, strategic approach to recruiting top quality candidates.

Knowledgeable in human resources law, compensation analysis, talent acquisition and workforce analysis.

Accomplished with full lifecycle recruiting and recruiting strategies for technical, functional, and cleared resources. Experienced in campus recruiting initiatives.

Adept with recruiting via social networking applications as well as traditional recruiting methods.

A dedicated team player that is solution oriented, energetic and creative.

Skillful in negotiation, coaching, and staff management.

Experienced in implementing and using applicant tracking systems, extracting and analyzing data and initiating process improvement.

Possesses excellent verbal and written communication skills.

Additional Skills:

Expert proficiency using Microsoft Word, Excel, PowerPoint, Visio, MYSQL, and Access.

Proficient with MS Project.

Experienced with Applicant Tracking Systems to include hands-on experience with ICIMS, Bullhorn, Taleo (Oracle),Kenexa Brassring (IBM), Talemetry (formerly Peoplefilter), SmartRecruiters and Silkroad (OpenHire, RedCarpet, Heartbeat and Wingspan).

Experienced maximizing aggregators such as Indeed, Simply Hired, Glassdoor, Bullhorn Reach, Local Job Network (DCjobs), etc.

AIRS Certified Internet Recruiter (CIR) and AIRS Advanced Certified Internet Recruiter (ACIR); expert level Boolean sourcing using AIRS methodology.

AIRS Certified Professional Recruiter (PRC).

AIRS Certified Diversity Recruiter (CDR).

AIRS Certified Social Media Recruiter (CSMR).

AIRS Certified Social Sourcing Recruiter (CSSR).

AIRS Certified Elite Certified Recruiting Expert (ECRE).

Advanced knowledge capitalizing on Social Media use to include LinkedIn, Twitter and Facebook.

Well versed in using salary surveys for proposal pricing and compensation analysis. Applications used include Mercer, ERI Professional Salary Assessor, Culpepper and WTPF.

Strong HTML, HTML5 and CSS coding skills.

Member of SHRM (Sitting for the SPHR in the spring of 2015).

Former Board Member, Governance Committee for Byte Back, a non-profit that provides computer training to individuals teaching skills that allow them to earn a living wage.

Active with the Northern Virginia Technology Council (NVTC) and Women in Technology (WIT).

Significant contributor with the NVTC Veteran's Hiring Taskforce/Human Resources Subcommittee.

Professional Experience:

Acentia, a MAXIMUS Federal Company (Formerly 2020 Company)

Falls Church, Virginia April 2012 to Present

Position: Director of Recruiting

Management Responsibilities:

Manages global recruiting team and tactical oversight of all recruiting function and strategy. Team size varies from 8-12 resources that are located in the US and India.

Makes recommendations for and adheres to department budget (1.5 million)

Interacts with C-level management. Reports directly to COO and President.

Sets recruiting priorities, establishes individual expectations, writes and delivers employee performance appraisals. Makes suggestions for compensation levels and promotions.

Establishes and defines functions and processes. Participates in ISO and CMMI certification process.

Has the distinction of being one of a select group of companies to be certified for CMMI Services and Development (as well as ISO certified).

Institutes, documents and administers policy and procedures for both the recruiting department and the department’s interactions with other groups.

Involved with employee and management career progression and succession planning

EEO, Affirmative Action Plan and Diversity planning

OFCCP (successfully noted with no deficiencies 6 years on a row).

Responsible for strategic management of bench resources and retention efforts.

Provides training, guidance, and assistance to recruiting staff on legal and functional activities and issues to include benefit offerings and personnel laws.

Facilitates and communicates recruiting initiatives and programs within the organization.

Utilizes social networking systems to enhance effectiveness of the recruiting efforts.

Manages the employee referral program and internship programs.

Manages recruiting relationships with colleges and universities.

Manages the vendor relationship programs.

Key player in working through the challenges acquiring a new company creates.

Provides in-depth pricing analysis for responses to proposals. Works closely with the proposals team to provide contingent staff (key personnel) for bids.

Attends Networking events and job fairs. Plans and facilitates internal job hiring events.

Company acknowledged multiple times by external organizations for diversity and veterans hiring initiatives.

Implemented OpenHire (applicant tracking system) and Red Carpet (onboarding system) during acquisition phase. Consolidated 4 different applicant tracking systems (ICIMS, OpenHire, CATS and PeopleFilter/Talemetry) into one.

Primary sectors are Healthcare IT (HHS, CMS, CDC, MHS, DHHQ, NIH, FDA), Financial (IRS, SEC) and Federal Civilian (DOC, NOAA, FAA, DOS, Dept. of ED, DHS).

2020 Company, LLC (Acquired by Acentia)

Falls Church, Virginia January 2007 to April 2012

Position: Director of Recruiting

Management Responsibilities:

Managed recruiting team to include tactical oversight and management of recruiting functions. Team size varies from 6-8 resources.

Made recommendations for and adhered to department budget.

Interacted with C-level management.

Set recruiting priorities, established individual expectations, wrote and delivered employee performance appraisals. Made suggestions for compensation levels and promotions.

Established and defined functions and processes. Participated in ISO and CMMI certification process.

Instituted, documented and administered policy and procedures for both the recruiting department and the department’s interactions with other groups.

Involved with employee and management career progression and succession planning

EEO, Affirmative Action Plan and Diversity planning

OFCCP (successfully noted with no deficiencies 5 years on a row).

Responsible for strategic management of bench resources and retention efforts.

Provided training, guidance, and assistance to recruiting staff on legal and functional activities and issues to include benefit offerings and personnel laws.

Facilitated quarterly brown bag learning sessions for hiring managers on topics such as FLSA, OFCCP, Writing Effective Job Descriptions, Behavioral Interviewing and other relevant topics.

Facilitated and communicated recruiting initiatives and programs within the organization.

Utilized social networking systems to enhance effectiveness of the recruiting efforts.

Managed the employee referral program and internship programs.

Managed recruiting relationships with colleges and universities.

Managed the vendor relationship programs.

Provided in-depth pricing analysis for responses to proposals. Worked closely with the proposals team to provide contingent staff (key personnel) for bids. Additionally provided all pricing support for 2020’s Mobis and GSA schedules. Wrote proposal responses as needed.

Attended networking events and job fairs. Hosted internal job hiring events.

Successfully implemented ICIMS as our solution for compliant applicant tracking.

Recruited for corporate level roles to include operations personnel, project management, director and executive level positions.

Recruited for difficult to fill roles. Recruited and sourced for any roles that the other members of the recruiting team are not able to identify a sufficient candidate pool.

Managed and maintained full life-cycle recruitment process from sourcing of candidates to assessment of skills and placement. Collaborated with hiring managers to obtain necessary approvals to extend offers. Negotiated offers, and managed the full lifecycle process until candidate was successfully onboarded.

CGI-AMS (formerly American Management Systems)

Fairfax, Virginia March 2000 to October 2006

Position: Recruiter

Recruited for a variety of roles based on group’s needs including technical staff, business analysts, quality assurance, documentation experts, and network administration. Recruited for state and local governments and Federal government projects. Recruited for roles with security clearance requirements, roles requiring 100% travel and roles that required specific and hard to find qualifications.

Managed and maintained full life-cycle recruitment process from sourcing of candidates to assessment of technological skills and placement. Collaborated with hiring managers to obtain necessary approvals to extend offers.

Acted as liaison with external recruiting sources (agencies) and on-line posting providers. Worked with hiring manager to obtain job description and placed ads as directed.

Arranged recruiting job fairs on and off-site as needed.

Position: Human Resources Consultant

Responsible for the day to day Human Resource function for approximately 400 staff members. Duties included adeptly reconciling employee relation issues, assimilating new hires and handling terminated employees, settling workplace conflicts, serving as liaison between immigration attorneys and staff going through the Visa process, handling member leave with short term disability claims and FMLA requests, ensuring our compliance with FSLA and other government regulations, providing benefits information. Worked with legal department to minimize company exposure to liabilities in the workplace.

Attended weekly high level meeting and reported on HR activity. Provided detailed analysis as requested. Worked with management to determine workplace policy. Worked with managers on a monthly basis to collect annual salary information, member evaluations and member expectations. Worked with managers on employee retention programs, award programs and promotions. Responsible for scheduling and implementing member development and training,

Compiled and distributed a semi-monthly newsletter for the staff.

Conducted weekly new hire orientation, and conducted brown bag lectures as needed.

Position: Strategic Workforce Manager

Responsible for strategically moving staff between projects based on the current needs. Job function included pipeline assessment, needs gathering, future projections, bench tracking and bench management.

Prepared utilization reports and other high level reporting and analysis. Reported on staff skills and demographics.

Relationship management with Project Managers, Business Area Managers, and Strategic Business Partners. Served as liaison between employees and senior management.

Network Storage Solutions Chantilly, Virginia May 1996 to March 2000

Position: Business Operations Manager

Coordinated the day-to-day activities in a fast paced office requiring exceptional organizational, project management and interpersonal abilities. Responsible for all aspects of business operations including human resources, recruiting, payroll, purchasing, marketing, and conference planning.

Solely responsible for identifying, negotiating and setting up new office space for the company. Worked with contractors to set-up the new office with respect to telephone system, build-out to include electrical permits, and installation of DSL. .

Easily accommodated “emergency” situations. Examples of these situations include planning the Networld + Interop conference with less than two week’s notice, and extensively aiding our company in its efforts to obtain venture capital.

Education:

Old Dominion University,

BS in Psychology, Graduation expected 2016.

Northern Virginia Community College

Associates of Science Degree, 2014

University of Mary Washington

Business Administration Student, 1984-1988

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