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Recruiting Manager/Consultant

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Country: United States
State: California
City: Redwood City
ZIP: 94065
Posted date: 2/15/2012   all resumes
Email: clkpoi@r.postjobfree.com
Contact Info: ****@*****************.***
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Lisa Helms
*** ******** ****, ******* ****** CA
650-***-****
clkpoi@r.postjobfree.com
http://www.linkedin.com/pub/lisa-helms/1/679/190

I will be relocating to the Indianapolis area in March of 2012

High energy professional manager with over 10 years experience working in fast paced environments and a strong history of professional advancement. Excellent interpersonal communication and relationship building skills. Demonstrated success working with teams and exceeding project deadlines.
Extensive background in the recruiting life cycle process improvement and procedures, including experience in best hiring practices, employee recruitment and retention, manager development, process mapping, interview techniques, budget and forecasting for future trends.
Strategic Thinker always “thinking outside the box” for solutions in order to improve the highly competitive competition for talent. Diverse recruiting experience in diverse markets.
Diverse recruiting experience in high energy, fast paced, start up environments. Expertise in Information Technology, Engineering, Energy and Telecommunications industries.
MANAGEMENT SKILLS
Recruitment Strategy
Behavioral Interviewing
Process Improvement
College Relations Program
Budget & Forecasting Workforce Planning
Vendor Selection/Contract Negotiation
Manager Training & Development
New Employee Orientation
HR Program/Project Management Internal Referral Programs
Training & Development
C-suite Presentations
HR/Recruiting Policies
Relocation Program
PROFESSIONAL EXPERIENCE
ASSIA Redwood City, CA
Leader in DSL solutions for service providers.
Sr. HR Business Partner 9/2011-Present
Recruiting Consultant, 5/2011-8/2011 (Contract)

Recruiting: Responsible for the full life cycle recruiting processes. Recruiting for IT (Software Developers, Testing, Help Desk), Engineering (System, Hardware Engineers), Legal and Finance.
HRIS: Conducted RPF process for selection of an Applicant Tracking System RFP (Taleo, Jobvite, and Successfactors). Implemented Jobvite, conducted internal training for management and employees.
Process/Compliance: Analyzed current interview processes and procedures in order to be more compliant with best hiring practices.
Training: Conducted workshops for management and interviewing teams, topics include improving the candidate experience, interviewing 101, legal Do’s and Don’ts and behavioral interviewing.

TRADESCAPE San Mateo, CA
Tradescape is a leading provider of billing and reporting solutions for the digital media and music industries.
HR Consultant 8/2011-12/2011
HR Director 8/2010-5/2011
Responsible for all Human Resource and Recruiting initiatives top to bottom.
Key projects:
Recruiting: Responsible for the full life cycle recruiting processes including; posting, pre-screening, onsite interview, offer negotiation, references, training hiring managers and onboarding new employees. Recruiting for Operations, Engineering, App Dev (UI), QA, BI, Data Integration and Executive.
Competitive Benefit Plans: Roll out of competitive benefit plans to retain and attract talent to the organization. Comprehensive benefit offerings include (Healthcare, Dental, Vision, Employee Assistance Program, Flexible Spending, 401K, Employee Discount Programs and Employee Referral Program).
Process/Compliance: Roll out of employee handbook, audits and expense policy/authorization process.
Performance Management: Implemented weighted performance management tool for the 2011 evaluation cycle incorporating SMART goals.
HRIS Systems: Implemented Jobvite applicant tracking system; Implemented HR Online; employee self-service site. Conducted manager and employee training to fully utilize systems.
Payroll: Responsible for completion of payroll processes on a semi-monthly basis for all employees.
Employee Relations: Work alongside managers during employee counseling, documentation and termination process in order to maintain compliance and procedures are followed consistently.
Contract Management: Management and negotiation of all contract labor documentation.

NESS USA Santa Clara, CA
Information Technology staffing provider.
Sr. IT Recruiter, 6/2010-8/2010 (Contract)
Providing additional recruiting bandwidth with vendor management system requirements of contract resources (Test/QA Analyst, Application Development (JAVA, .NET/C#), ERP, Architects). Management of the implementation of new applicant tracking system; Sendouts.

MIDWEST ISO Carmel, Indiana
The Midwest Independent Transmission System Operator is an essential link in the safe, cost-effective delivery of electric power for 30% of North America. www.midwestiso.org
Lead, Talent Acquisition, 2008 to 2010
Sr. Staffing Analyst 2006-2008
Staffing Specialist 2005-2006

Leader in the development of Midwest ISO recruiting processes, policies and initiatives. Management of employee’s and contract resources. Strategic business partner to hiring managers in the recruitment effort of bringing top talent to an employer of choice in the energy industry. Recruitment of top talent for the IT Applications (Test/QA, .NET, C#, JAVA), IT Operations (Data center, NOC, Help desk) Electrical Engineering (Control room, NERC certification), Market Operations (Settlements), Finance, Communication, Legal, Executive and Human Resource departments.
Key projects:
Preferred Vendors: Initiated this joint project with the Finance department in an effort to decrease costs paid to external recruiting services. RFP process to finalize the list to 8 from the initial 25. Result was a cost savings in the first year of 400K and negotiation of contract to pre-pay for hard to find candidates in a specialized industry at a discounted rate per hire.
Process Improvement: Completed process maps for improvement on recruiting processes for example: budgeted/unbudgeted headcount, recruiting lifecycle and onboarding. Result was decrease in time to fill metric of 85 to 70 days.
Employee Referral Incentive Program: Management of the ERIP. Boosted participation in the program in 2009 by introducing trinkets as rewards in a tiered program. Result was employee referrals up to 43% in 2009 vs. 26% in previous years.
Interviewing Workshop: Conducted training with hiring managers and interview team members for example: Legal Do’s and Don’ts and Behavioral interviewing techniques. Rolled out program where interview team members must be certified to meet compliance requirements and best hiring practices.
New Employee Orientation; Restructured New Employee Orientation based on feedback received in focus groups of newly onboarded employees. Introduced onboarding gifts of Midwest ISO merchandise. Result was a more interactive and enjoyable experience for new employees.
HRIS: SME for the recruiting module of a large HRIS system upgrade. Process included initial vendor selection process, data gathering of requirements, weekly calls, issue logs and user testing. Result was a seamless transition from old system (Icims) to new (Authoria) for candidate experience.
Budgeting and Forecasting: Wrote recruiting budget for 2009 to include vendor, marketing, training, intern and co/op programs. Monthly re-forecasting to stay on budget with minimal variances.
College Relations (Internship & Co/Op program): Oversight of college relations program. Headcount for summer internship program for 2010 is 36 interns. Participation in college recruiting season including onsite lunch and learn programs.

PROFESSIONAL EXPERIENCE (CONTINUED)
SKIPFIRE ENTERPRISES, LLC Carmel, Indiana
Corporate recruiting services. Clients included Information Technology consulting/IT business services.
Managing Member 2003-2005
Project based recruiting process outsourcing solutions for IT consulting companies. Business awarded by referral basis. Recruiting of application development, testing analyst, business analyst and project managers for staff augmentation projects.
Key Results:
Partnered with clients to put in place recruitment procedures and processes.
Full lifecycle recruiting including sourcing, building candidate pipelines, pre-screening, interview scheduling, offer negotiation and onboarding.
Organization of networking events and career fairs for client representation.
Saved client budget dollars by augmenting HR staff.
Developed RFI/RFP for vendor selection process and implementation.

EDUCATION & TRAINING
Additional training:
Leadership Challenge Workshop 12/2009
HR Certificate – Indiana University Purdue University Indianapolis 12/2009 – coursework included: Behavioral Interviewing, Total Rewards and Compensation, Employment Law, Introduction to HR Benefits and Organization in the HR Department.

AFFILIATIONS
Society for Human Resource Management (SHRM) - Member
Staffing Management Association (SMA) - Member
IndySHRM – Director of Special Interest Groups 2008 – oversight of Staffing and Management group and HR Consultants

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