Human Resources Project Manager

DONNA J. WUCHISKI

** ***** ******, **** ***, 203-***-**** (h)

Norwalk, CT 06851 203-***-**** (c)

*********@***.***

SUMMARY

Results-driven Human Resources professional with strong expertise and true

passion for talent acquisition/recruitment. Proven track record with

direct sourcing - saving time, money, and resources. Recruitment partner

who creates effective solutions through cultivating productive

relationships, building trust and loyalty, influencing positive results.

Resourceful, standalone recruiter advocating company branding and acting as

an evangelist in all candidate communication while driving the full-cycle

recruitment process in a fast-paced, high volume environment.

EXPERTISE * Talent Acquisition * Full Cycle Recruitment *

Compliance

* Direct Sourcing * Client Service Delivery

* Process Improvement

* Pipeline Development * Relationship Building

* Project Management

PROFESSIONAL EXPERIENCE

Energizer Personal Care

6/13-Present

Contract Recruiter

Introduce and drive a direct-sourcing effort, implementing new creative low

cost/no cost techniques for identifying quality marketing talent to fill

top-tier brand, shopper-marketing and ecommerce marketing roles. Enhance

existing recruitment processes; introduce more state-of-the-art candidate

sourcing strategies, while ensuring a positive candidate experience.

Advocate and use Linked-In Recruiter and other social media avenues to

greatly reduce talent acquisition expenses and more effectively connect

with today's talent pool.

Charter Communications

10/12 - 6/13

Contract Recruiter/Talent Acquisition Consultant

Long-term, standalone recruitment assignment to spearhead and manage a

massive full-cycle recruiting effort for the Stamford hiring of 50+ key

roles within the online marketing and sales functions. Deliver on-time

results while partnering with hiring managers to identify necessary talent

for new headquarters. Relied upon only no cost candidate sourcing

strategies including my own professional network, Linked-In and job boards

to meet the demands of extremely high volume.

Morgan Stanley

07/11 - 02/12

Contract Consultant/Human Resources

Full-cycle recruitment for hard-to-fill, key finance positions through

creation and management of creative direct sourcing strategies. Manage all

aspects of full-cycle recruiting while interfacing with generalists on

internal processes, compensation, negotiation and execution. Partner with

hiring managers providing external market intelligence around competitor

organization structures, functional trends and candidate compensation data.

First County Bank

08/10 - 01/11

Contract Human Resources Recruiter/Generalist

Full-cycle recruitment for high-priority openings within Marketing, Finance

and Commercial Lending. Utilized low cost/no cost sourcing methods to

identify and hire the required talent including my own professional

network, resume mining, job boards, website postings, Linked-In and local

print media. Managed performance management program; ensured timely

statute compliance; resolved employee relations matters for head

office/branches.

Stepping Stones Museum for Children

04/10 - 8/10

Contract Recruiter

Full-cycle recruitment focused on identifying qualified candidates for

several key open positions within Marketing and Finance. Recruiting

strategy included deliberate utilization of direct sourcing methods,

including area networking groups/professional associations, resume mining

and Linked-In.

Terex Corporation

2008 - 2009

Corporate Recruiting Project Manager

Streamline and standardize full cycle recruiting process for corporate

positions/ business segment roles including sourcing strategies,

acquisition processes, and candidate experience, significantly improving

the quality of hires, reducing time to fill, and cultivating hiring manager

confidence in the Talent Acquisition department.

. Evaluated and selected effective recruiting sources, monitored applicant

flow, and validated response and utility of individual sources.

Negotiated all outside search firm fees; managed e-recruiting efforts

including resume database mining and online job posting resulting in a

$700,000 savings in outside recruiting costs in first year.

. Subject matter expert for global ATS (applicant tracking system) to

ensure Federal and State compliance, maximize operational efficiency of

department, enhance data intake and ability to report metrics, while

leveraging online recruiting resources to diversify candidate pipeline.

DONNA J. WUCHISKI Page Two

Human Resources Consultant

2006 - 2008

Assumed long-term talent acquisition roles for Terex Corporation

(subsequently hired directly) and Affinion Group.

. Performed all phases of full lifecycle recruiting in high-volume

environments including sourcing, validating job specifications, pre-

qualifying candidates, interviewing, formulating / negotiating offers,

and on-boarding.

. Created and enforced new selection / hiring policies & procedures,

reducing 3rd party, contingency-based hires.

. Drove the acquisition and development of talent, building knowledge and

pipeline of talent to ensure full utilization of internal capabilities

across businesses.

Sikorsky Financial Credit Union 2002 - 2006

Human Resources Business Partner

Led organizational change initiative to strengthen and promote credit

union's competitive position in the marketplace, while performing as a

standalone senior HR generalist managing all aspects of human resources for

headquarters/branch offices.

. Developed and directed strategic process improvement action plan to

redesign management structure and provide coaching and support for

existing leadership team, effectively driving culture change.

. Implemented employee climate survey; organized and facilitated team

meetings to address the top areas of concern; identified workforce

challenges; devised innovative solutions and developed strategies for

continuous process improvement, resulting in improved morale and a 15%

decrease in employee turnover.

Independent Human Resources Consultant 2000 - 2002

Assumed human resources generalist roles to manage recruitment, employee

transitioning (Reduction in Force), employee relations, performance

management and other HR projects. Clients included Avon, Clairol, Primedia,

and First County Bank.

. Identified, attracted, qualified, interviewed potential talent; conducted

reference and background checks; formulated and extended offers.

Managed college recruiting initiative and on-campus recruitment.

. Performed full scope of generalist responsibilities including benefits

administration, compensation planning / internal equity, and policy

interpretation, ensuring consistency and compliance.

Cendant Mobility 1999 - 2000

Human Resources Manager

Delivered human resources services to 550 employees within the accounting,

operations and information technology functions of the relocation services

business. Deliberate emphasis on staffing and selection, performance

management, staff recognition/reward, employee counseling and partnering

with the management team to achieve company objectives.

. Introduced talent management and career development strategy and

conducted management training on key elements of performance evaluations,

progressive discipline, improvement action plans, and direct supervision.

. Enhanced competency-based selection criteria model for identifying

critical skills required by the business units with an aim to

significantly reduce employee turnover and improve hiring effectiveness.

Simon & Schuster (Pearson Education) 1991 - 1999

Human Resources Manager

Total human resources responsibilities, reporting to the Presidents of both

the $28M medical publishing sector and the $60M direct mail operation of

Pearson Education, for a total of 225 employees. Accountabilities included

advisor to senior management team, partnering with Presidents to achieve

business unit objectives, project management, policy implementation, talent

management, and corporate human resources programs/initiatives.

. Established Human Resources department as a partner in the strategic

planning process, improving organizational performance, minimizing

management-by-crisis and the impact of emerging change.

. Developed and conducted performance management workshops, increasing

employees' effectiveness and productivity. Standardized performance

evaluations and implemented progressive discipline practices.

. Introduced a group-wide climate survey to 600 staff, addressing

employee concerns and motivational factors, resulting in improved

employee relations, company morale and increased productivity.

. Initiated the TAP (Talent Assessment Planning) Program, a formal

career development model for top performers, which increased

management's awareness of employee talent and maximized individual

capabilities within the organization.

EDUCATIONAL/PROFESSIONAL AFFILIATIONS

B. S. Business Administration, Fairfield University, Fairfield, CT

1991

Society for Human Resource Management, National and Southern CT Chapter

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