Manager Human Resources
Resume:
LINDA ANDERSON
Orange County, California
************@***.***
OBJECTIVE
Due to my past experiences specializing in full-cycle hands-on recruiting
and management, I have the ability to instinctively listen to my intuitions
while being highly resourceful and creative in facilitating the practical
applications of recruiting. I truly enjoy finding the perfect talent for
the right position and organization. As a Sr. Recruiter my goal is to
continue specializing in full-cycle Employment Practices as a regular-
benefited employee or as contractor-temp basis.
At this point in my career, I want to focus my energy and passion in an
area that provides the most internal reward.
PROFESSIONAL EXPERIENCE
NETWORKS IN MOTION (a division of Telecommunications Systems, Inc.)
Aliso Viejo, California - 9/2007 to 2/2010
TITLE/STATUS: Sr. Technical Recruiter
Wireless telecommunications industry. International software developer of
Location Based Services (LBS / GPS)), for Navigation and Telematics
products. (Mobile Application & Handsets)
RESPONSIBILITIES:
*Full-Cycle Recruiting: Fast paced, high volume. Recruiting for both, FTP -
Regular-Benefited and Contract / Temp positions. Wrote job descriptions,
staffing approvals, advertising, search, recruiting, (direct, networking,
Internet, users groups, universities professors, etc.) Interviewing
(telephone and In-person - behavioral) testing, checked reference,
administrator for background checks, recommendation for selection, offer
negotiation, back-end hire paperwork, orientation, reports, hiring manager
meetings. (individual and group weekly) Maintain candidate pipelines, and
more... etc.
*Technical Recruiting for regular-benefited or contract status. SEI CMMI -
up to level 5, GUI, O-O Development, RF, WCF, MFC, WPF / Silverlight, SOA,
C/C++, C#, Objective-C, Java, J2EE, J2ME, J2SE, JavaFX, JavaScript, Apache,
Visual Studio, BREW, Windows Mobile, Android, RIM, iPhone, Blackberry,
XML/ SOAP, Web Services, Python, Perl, SOAP, .NET's, WebLogic, SNMP, JSP,
EJB, TCP/IP, PKI, PL/SQL, MySQL, Unix Shell Scripting, DHTML, TL1, Oracle,
Postgres, Windows API/SDK, Unix, Linux, PeopleSoft, Device Porting, SCM
Build / Release, QA Manager and Engineers, Testers, Wireless Mobile GPS
Navigation, CDMA, Embedded Firmware Engineers, Software Developers,
Software Engineers, (Server Infrastructure / Application Engineers) Systems
Administrators, Webmasters, Web Developers / Architects, Directors,
Managers, Project Managers, Team Leads..etc.
ONLINE RESOURCES CONSULTING GROUP
Newport Beach, CA. - 10/8/2005 to 9/2007 - Regular-Benefited and Contract
Status
Clients: Staff Augmentation - Several assignments based in Orange County
. Software Developers: Teletrac, (Navigation & Telematics) Epicor,
(Accounting / Finance) Viking (Aerospace) All Technical Recruiting
. Banking: IndyMac, (Mortgage and Banking) BNC Mortgage, Argent Mortgage
(Sales, Operations, some Technical)
TITLE/STATUS: ORCG, Recruiting Manager (Regular-Benefited) / Sr. Technical
Recruiter (Contractor) at several onsite assignments. (I will explain this
during a telephone conversation)
RESPONSIBILITIES: Started with ORCG as the Recruiting Manager. Managed 3
recruiters plus as a hands-on technical recruiter for house accounts
established by President/CEO of ORCG. Later worked W-2 as a Sr. Technical
Recruiter onsite at several major accounts as listed above. Technical
recruiting responsibilities are the same as listed above under "Networks In
Motion."
SOLSTICE CAPITAL
Irvine, CA. - 7/2004 to 10/8/2005 (1 year, 3 months) Regular-Benefited
TITLE: Director of Human Resource & Recruiting
INDUSTRY: Mortgage Lender, Prime / Sub-prime Major emphasis on staff due to
projected growth across all departments.
RESPONSIBILITIES: Startup department. Started with 102 employees, now 470
employees (three divisions, Las Vegas, Phoenix, Austin) As the Director of
Human Resources & Recruiting my department was responsible for Staffing,
Benefits, ER, Payroll and Facilities management. My direct responsibility
was to design, implement and manage all policies and procedures for the HR
& Recruiting Department, which included extensive Recruiting due to
turnover and growth. Hired and managed six employees: Administrative,
Receptionist, HR-Generalist, Facilities Assistant, Benefits Administrator,
Payroll Administrator.
ACCOMPLISHMENTS: Designed and implemented a complete HR Department to
encompass policies and procedures for the above mentioned responsibilities.
Selected a new benefits provider and broker. (Blue Cross) Selected a new
payroll provider and attended training. (Went from using Quickbooks to
Paychex's) Designed and implemented a complete employment practices /
recruiting process. Hired HR staff of employees to include administrative
and support positions. Directly responsible for recruiting of Management,
I.T., Sales, (Loan Consultants) Jr. / Sr. Processors, Jr. / Sr.
Underwriters, Funders, Credit Managers, Appraisers, Shippers, and Human
Resources. Hired a Jr. Recruiter to assume administrative recruiting
functions. This area is extensive, will provide more information during
telephone screening or interview. (C++, .NET, SOAP, XML, J2EE, Software
Developers, Web Developers / Architecture.) MS environment
TRIZETTO, INC.
Newport Beach, CA. - 11/2000 to 7/2004 (3 years, 8 months) - Regular-
Benefited status
TITLE: Director of Recruiting
INDUSTRY: Healthcare (Payer) - Software Developer (10 divisions, a total of
10,000 employees with the highest concentration of employees in Colorado)
REASON FOR LEAVING: Layoff. Vice President of Human Resources resigned.
Restructure of Human Resources to a divisional focus instead of corporate
focus. Declined relocation to Colorado.
RESPONSIBILITIES: 2 million budget responsibility. Responsible for complete
employment processes at corporate headquarters and ten divisional offices
throughout the United States to include the entire temp/contractor process.
(168 search firms, with 350 contractors) No process in place for regular
hire or contract hires. Research, design and implement a national
recruiting department. Travel within U.S. 45 %
ACCOMPLISHMENTS: Researched, designed and implemented a complete recruiting
and employment process for this headquarter start-up department.
Researched, selected and implemented recruiting /candidate resume storage
database. Designed and implemented the employee referral program, internal
applicant process, relocation program, full-cycle recruiting process
(identify, interview, present, reference check / background check, testing,
selection, offer and scheduling of orientation.) Designed and implemented
the offer letter process, hiring manager satisfaction metrics, recruiter
cost-to-hire & time-to-hire metrics, and exit interviews. Researched and
selected the Internet Job Banks. Hired and managed eight recruiters on a
national level. Designed and managed the entire Temp/Contractor process
where nothing existed in the past for 350 temp/contractors. Designed and
implemented temp / contractor tracking policy and procedures for the entire
U.S.A. Selected and managed supplemental staffing companies for temp /
contractor positions in Information Systems, Accounting, Finance, and
Administrative. Had extensive interaction with the Compensation Department
regarding company wide analysis of salary and bonus structure. Worked with
Training and Development Department and accomplished programs regarding new
hire orientation, intranet employment site, internet site design,
employment / recruiter hiring manager seminars.
RECRUITING: Direct recruiting responsibility for Headquarter positions in
Sales, High Tech ( I.T.), Accounting and Finance. Extensive interaction
with 350 hiring managers and executives across the USA. Extremely heavy
recruiting with 100 positions open at any given time. (Technology: C/C++,
Java, XML, .NET J2EE. Oracle environment.)
PROCOM TECHNOLOGY, INC.
Irvine, CA. - 7/1997 to 11/2000 (3 years, 4 years) - Regular-Benefited
TITLE: Manager of Employment / HR - Generalist. (525 employees)
525 Employees - $800,000 budget responsibility
INDUSTRY: Computer Storage. Hardware & Software global manufacture /
research and development environment.
REASON FOR LEAVING - Third round reduction in work force. 525 Employees at
start date, 60 employees by the end date.
RESPONSIBILITIES: All Human Resources activities. Recruiting for all
departments. Create and implemented all the policies, and procedures for
this start-up HR department. Responsible for full-cycle HR processes in
Employment, Compensation, Benefits, ER, and Performance evaluations.
MANAGEMENT: Managed two. Managed all requisitions, job necessity
determination, approval process for new positions, and job descriptions.
Manage all ads, promotions, marketing, and direct headhunting to attract
high quality talent. Perform and manage the entire interview process from
phone screen to interviews, reference checks, testing when applicable, and
offers/negotiations. Conducted all exit interviews. Oversee the
administration of Worker's Compensation, Unemployment benefits and the
administration of all leaves of absence and ensures compliance with federal
and state laws.
ACCOMPLISHMENTS: Created and implemented a formal recruiting process,
employee referral program, reference checks, background checks,
compensation guidelines, cost-to-hire and time-to-hire metrics evaluation
programs, orientation process, relocation program, flex hour program and
exit interviews. Creation of programs reduced cost-per-hire from $18K to
$3.5K, and time-to-hire from 6 weeks to 3.5 weeks. Worked with the
President and Vice President of Operations regarding company wide analysis
of salary and bonus structure. Worked with Training and Development
Department regarding the company employment website.
RECRUITING: All Departments - 75% Software and Systems - Sales, Pre-Sales
Systems Engineer, Field Technical Support Engineers, Marketing, (MARCOM,
Product Development, Product Management) Operations, Accounting/Finance and
Administrative. (Technology: C/C++, XML, Java, Windows, etc. Windows
environment)
CANON USA
Irvine, CA. - 9/1996 to 6/1997 (9 months) - Contract
TITLE: Technical Staffing Manager
INDUSTRY: Consumer Electronics - Division in Irvine dedicated to R&D of
printers, copiers, fax machines, sold into retail environments. Another
division in San Jose dedicated to R&D of Medical optics sold into the OEM
sector.
REASON FOR LEAVING: Start of the down turn in the USA economy caused
several project cancellations. Division was folded into another Canon
division.
RECRUITING: Full cycle process. High tech recruiting for all departments.
C/C++, J2EE, Java, SML, OO Design & Development, WebLogic, SNMP, JSP, EJB,
TCP/IP, PKI, SQL, DHTML, TL1, Embedded Firmware Engineers, Set Top
Development, Algorithm Development, Image Processing, Advanced Windows
Development, and Color Scientist.
EDUCATION & AFFILIATIONS
University of Windsor - Bachelor's Degree - Business Administration,
Concentration: Human Resources Management - SPHR/HR Certification
Additional Education:
> Instructor: Saddleback College, Supervisor Certificate Series -
Interviewing & Employee Selection.
> Member: National Human Resource Association.
> Certification Programs: AIRS, Performance Coaching, Customer Service,
Situational Leadership, High Impact Hiring
> Harassment / Sex Harassment, "Train the Trainer"
> Database Instructions: PeopleSoft, Oracle, Vurv- Recruitmax. Others:
Webhire, Projectex, Also worked with no database at all mostly using
MS-Word and Excel.
SUMMARY
Over the past 10 years I have worked as a hands-on HR Manager and Director
of Recruiting and recently or for the past four years as a Sr.
Recruiter / Sr. Technical Recruiter. I have experience and resources at all
levels within Software Development, Wireless, Information Technology, Staff
Augmentation, Telecommunications, Medical and Mortgage Banking industries.
I have worked within high-volume and multi-site environments. I have
specialized in strategic full Employment Practices for start-up departments
and/or for established departments working in cohesion with CEO's, Vice-
Presidents, and Directors to establish and/or provide stellar staffing
solutions. As a Manager of a Recruiting department functions included
establishing policies and procedures for each of the following areas:
Recruiting, Interviewing, Testing, Selection Offer and Orientation, with
several subsets in each of these categories.
Reference will be provided at an interview.
Contact this candidate