Sales Human Resources

Executive Summary

Seasoned business executive with a notable track record of achievement and transformation leading the people assets and resources of the business. A negotiator and diplomat with a solid reputation of building relationships, leading change, practical advice and delivering results. A entrepreneurial professional with strategic insight skilled in developing effective plans and hands-on delivery of contemporary programs to positively affect company growth, market dominance, financial stability and enterprise alignment in a changing workforce landscape. Polished leader with deep experience in HR functions to deliver positive energy, influence and solutions to an organization and its people.

CAREER EXPERIENCE

Young President Organization May 2106- Present

Dallas, TX- Boulder, CO

Global Talent Acquisition

(Contract role through Corporate Staffing)

Young Presidents' Organization, an international network of 20,000 CEOs dedicated to becoming "better leaders through education and idea exchange," and contributed to the organization's unprecedented international growth over the past 17 years.

My role is responsible for developing a Global Recruiting Strategy for a decentralized team of Regional Directors and Regional Managers based around the world.

Coalfire, Inc. April 2016- May 2016

Broomfield, CO

Global People Ops, Talent Acquisition Specialist

(Contract role through Corporate Staffing)

Manage the full applicant lifecycle recruiting process from the sourcing of candidates through interviewing, offer letter process, and on-boarding

Develop and execute offer strategies in conjunction with HR and Business Leaders to ensure efficient and consistent implementation of compensation practices

Defined a structured measurable improvement of the recruitment process through recruiting metrics analysis, trending and goal setting

Analyze ROI on external job boards, made recommendations for additional social media outreach channels, resulting in reduced time to fill and increased passive candidate pipeline

Spectralink Corporation October 2015- April 2016

Boulder, CO

Director, Global Recruitment

(Contract role through Corporate Staffing)

Interim Director, GLOBAL RECRUITMENT

Responsible for the redesign of the company’s recruitment brand

Manage the applicant lifecycle from the sourcing of candidates through the application; interviewing, offer letter process, and on-boarding

Accountable for the effective implementation of Talent Acquisition processes in accordance with policies, practices, EEO, OFCCP, HIPPA and other legal requirements

Consistent track record of delivery during periods of high growth and recruitment of highly specialized skills increasing close rate of top talent by 30% in a 5 month period

Actively utilized all sourcing mediums, including technology and social media to foster a proactive recruiting methodology

Develop and execute offer strategies in conjunction with HR and Business Leaders to ensure efficient and consistent implementation of compensation practices

Managed the engagement assignment and chargeability for all salaried and hourly consultants.

Negotiated mutual beneficial contract terms with consultants to simultaneously increase gross margin and retention

CSI Information Management Consulting April 2013- October 2015

Denver, CO and Washington, DC

Vice President, Talent Acquisition

(Company Lost CSI Government Contract, firm closed)

VP Talent Acquisition

Responsible for developing and executing the recruitment strategy for talent at all levels within the organization and aligning this strategy with company goals

Consistent track record of delivery during periods of high growth and recruitment of highly specialized skills increasing close rate of top talent by 18% over a 12 month period

Extensive experience with DOD, aerospace and government contracting

Responsible for the delivery and competitive positioning of the company’s compensation strategy to include base pay, variable pay, sales incentives and bonus programs

Responsible for overall leadership and development of the TA team

Coach and mentor team members, and create environment for knowledge transfer and cross-training

Developed new and sustainable methods to identify, source, evaluate and pipeline pools of diverse, qualified candidates including but not limited to utilizing lead generation, competitive intelligence gathering, social media and digital talent marketing

Assisted in educating managers on diversity and inclusion best practice in recruiting

Worked closely with community groups, military, and non-profit organizations to locate diverse candidates and build passive candidate pools

Built a collaborative partnerships with internal stakeholders and HR partners to ensure alignment of recruitment process and goals

Accountable for the effective implementation of Talent Acquisition processes in accordance with policies, practices, EEO, OFCCP, HIPPA and other legal requirements

Delivered an internal communications strategy through delivery channels to enable better decision making and more timely information sharing and response across the company and the management team

Key advisor to the CEO and senior team on all people issues, organizational design, executive development, succession planning, policy and teambuilding. Mentor and coach to senior and operational management, resulting in maximum business performance

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Treliant Risk Advisors, Washington, DC August 2012- April 2013

Director, Talent Acquisition

(Lost key business, downsized staff by 75 %)

Added $1M hard dollars to the bottom line in 11 months at Treliant

Responsible for developing and executing the recruitment strategy for talent at all levels within the organization and aligning this strategy with company goals

Responsible for leadership and development of the TA team

Coach and mentor team members, and create environment for knowledge transfer and cross-training

Built a collaborative partnerships with internal stakeholders and HR business partners to ensure alignment of recruitment process, goals and results with business needs and objectives

Launched internally focused marketing campaign which included an internal communications strategy and plan to engage employees and build commitment and loyalty across a virtual workforce. The campaign included the development of a new employee value proposition in collaboration with the operational groups and was implemented through emerging media technologies and social networking channels resulting in an increase in employee commitment and satisfaction of 12%

Developed a program to identify and fast track high-potential employees

Oversaw the creation and implementation of a comprehensive career advancement model complimented by individual development plans, identification of milestones, learning roadmaps, skill and certification requirements by level

Responsible for the building of an in-house vertical matrix recruiting organization to include sourcing, candidate management and induction resulting in a reduction of both cost per hire by 21% and time to fill by 37%

Redesigned applicant tracking system (ATS) to encompass a truly customer centric model. The new model leveraged previous work done at Treliant that resulted in continuing growth at four (4) times the addressable market rate and nearly three (3) times that of previous ATS

Sarbanes-Oxley Compliance and SEC reporting

Key advisor to the CEO on all people issues, organizational design, executive development, succession planning, policy and teambuilding. Mentor and coach to senior and operational management, resulting in maximum business performance

Global Criminal Justice Solutions (GCJS)

Washington, DC and Reston, VA

Vice President of US Recruitment March 2010- Aug 2012

(Company lost GCJS Contract, position eliminated)

Delivered new recruiting strategy to support aggressive growth and attract top talent - New strategy resulted in cost savings of $1.15MM gross savings in eleven months and a decrease in time to fill of 37%

Extensive experience with DOS, and government contracting

Restored the integrity of the Performance Management process to reflect outstanding effort and a pay for performance philosophy

Launched a comprehensive recruiting program at local military bases, government agencies and local Universities Campus

Responsible for overall leadership and development of the TA team

Coach and mentor team members, and create environment for knowledge transfer and cross-training

Managed the applicant lifecycle from the sourcing of candidates through the application; interviewing, offer letter process, and on-boarding

Accountable for the effective implementation of Talent Acquisition processes in accordance with policies, practices, EEO, OFCCP, HIPPA and other legal requirements

The Mergis Group a SFN Company March 2005– March 2010

Mid- Atlantic Regional Managing Director of Recruiting and Human Resources

(Spherion group of companies sold to Randstad, EU)

Responsible for the talent acquisition and retention strategies and organizational development initiatives including leadership, training, diversity, and engagement

Oversaw sales and recruitment operations for a $60M dollar 4 State Region

Responsible for overall leadership and development of the Sales team

Coach and mentor team members, and create environment for knowledge transfer and cross-training

Strengthened a losing division of the Spherion group of companies to become a market leader in Accounting, Finance & Information Technology.

Lead Sales Manager, individual contributor and Million dollar producer.

Hands on management of the full cycle recruiting process.

Community Interests:

Society of Human Resources, SHRM- Vice President of Strategy and Development

Active Volunteer: Ronald McDonald House 2010-16

Board Member Kenilworth Club 2010– 2016; Membership & Philanthropy Chair

Former member Young Presidents Organization (YPO)

Lynn University, Boca Raton Florida;

BA Business, Minor Marketing

Technical Skills:

Expert with Applicant tracking systems (ATS) Workday, Taleo, Jobvite, PeopleSoft, ADP, and Paylocity

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