Manager Management

PO Box *** 440-***-****

Marshall, MN ***** **********@*****.***

Jon Cupo

Objective Highly accomplished and motivated management and recruiting professional with proven

track record of team building, resourceful problem solving and communication skills looking

to maximize career in a variety of fields.

Skills/Qualifications

NAPS (National Association of Personnel Services) Certifications

* CPC - Certified Personnel Consultant 2-14-09

Only 3% of the Nations Staffing Professionals carry this certification

Knowledge and commitment to the Full Life Cycle Recruiting Strategy

Effective use of Project Management which includes but is not limited to

Cost Management

Risk Management

Scope Management

Resource Management

Communications Management

Quality Management

Time Management

Procurement Management

Integration Management

Ability to manage small to medium to large groups of peers and employees

Strong Organizational Development Skills

Ability to control and maintain budgets at a successful level

Experience with College campus, job fair and direct recruitment processes

Ability to apply knowledge of applicable employment laws to day-to-day workplace issues,

including FLSA, FMLA, EEO, HIPAA, ADA, and Title VII

Extensive knowledge and use of Applicant Tracking Tools

Excellent verbal, written communication skills and strong interpersonal skills

Spells and constructs grammatically correct sentences with an expert command of the

English language

High standards of ethical behavior, confidentiality, professionalism, and objectivity

Proven success of Employee relations and retention

Proficient skills in Microsoft Word, Excel, Outlook and Web-based research

Possess strong organizational, analytical and problem-solving skills to meet critical

deadlines

Ability to take initiative, prioritize work, and deliver results in a fast-paced, multi-faceted

environment

Team oriented and able to work under limited supervision

Experience 2008–Current Schwan’s Home Service, Inc. Marshall, MN

Talent Acquisition/Recruiting Manager

Workforce Planning Leader involving Board of Directors Innovator of Key Talent

Acquisition initiatives

Developed Performance Management Process for Home Service Business Unit

Coach and Mentor Recruiters and Managers to identify high potential talent

Reduced field recruitment team from 17 to 9 Field Recruiters and 6 In-house recruiters;

reducing salary cost of over 100K

Estimated savings of 300K from reduction of field travel and expenses that included, but not

limited to, Company Car, insurance, meals, travel, etc.

Reduced print advertising budget by over 2.1 Million dollars through 4 periods of 2009

compared to 2008

Integrated full-fledged screening process for candidates and recruiters to better select quality

candidates.

Fully utilized Social Media networking and advertising, i.e. CareerBuilder, Monster, Yahoo,

Facebook, etc…Estimated savings of over 400K

Reduced turnover rate in 4 periods to 83% as opposed to 125% in 2008 at the same

checkpoint

Reduced time to fill positions from an average of 17 days in 2008 to 14 days through 4

periods in 2009

Primary liaison for all Recruiting Functions between 6 Regional Vice Presidents, 50 District

Managers and over 500 Location General Managers

Built Relationship Network that includes, but not limited to;

A. ArmyPays

B. Recruitmilitary.com

C. Diversityjobfairs.com

D. Womenjobfairs.com

E. Hendrick Motor Sports

F. Jeff Gordon Foundation

G. Hendrick Marrow Foundation

H. Richard Childress Institute

I. Victory Junction Camp

J. NASCAR Foundation

K. Many more upon request

2007-2008 Cedarwood Companies Akron, OH

Director of Recruiting

Responsible for Full Life Cycle recruiting process of over 250 employee based company

located across all regions of the country

Manager of recruitment efforts for such satellite company locations as Ft. Lauderdale,

Houston, Kansas City, St. Louis and Akron respectively

Recommends and develops staffing strategies based on the company's need for talent and

operations goals.

Administers the requisition process by tracking open positions and ensuring compliance with

the company's policies regarding new position approval. Works with hiring manager to

document requirements of job openings as required for opening requisition(s).

Administers the job posting process, both internally on the company's intranet and externally

on the company's website and other Internet job sites. Determines appropriate recruiting

sources for advertising and posting positions.

Surfaces candidates and develops networks of people and processes to support a strong

pipeline of qualified candidates. Pre-screens resumes and evaluates effectiveness of

electronic candidate evaluation tools.

Documents candidate evaluation and interview process.

Negotiates and/or supports hiring manager in developing new hire compensation

package/offers.

Coordinates all aspects of the hiring process, including extending offers, conducting

orientation programs, requesting background checks, facilitating equipment and work-station

requests, preparing paperwork and providing guidance to hiring managers

Ensures compliance with federal and state regulations regarding maintenance of applicant

records.

Conducts exit interviews and processes termination paperwork. Ensures that timely

notifications are provided to IT and Operations to terminate access to company network and

operating systems.

Manages vendor relationships for recruiting, temporary employment, relocation, immigration

services, and background checks. Negotiates contract terms. Ensures accurate processing

of invoices for services provided.

Manages immigration activities in employment by guiding managers and employees through

the immigration and work visa process, coordinating with outside counsel when needed, and

ensuring compliance for on-going employment and legal work status.

Administers the company's relocation program and related activities. Provides information

and guidance to employees who are relocating.

Trains and provides guidance to managers in the areas of recruiting, interviewing and hiring.

Plans and participates in recruiting events, such as job fairs.

2001–2007 84 Lumber Company Eighty Four, PA

Talent Acquisition Manager

Managed in-house recruitment staff of 12 recruiters and 6 Field Recruiters covering 9

regions

Led team of recruiters for staffing all store level positions and in-house corporate positions

Provided professional support and advice on recruitment to line and department managers;

Advised managers on best practice recruitment and selection;

Prepared job descriptions and person specifications;

Wrote job advertisements and deciding how and where jobs will be advertised

Designed and devised application forms, including developing online processes;

Prepared other recruitment material depending on the type of organization, for example,

brochures and further particulars;

Developed creative recruitment solutions if the organization is experiencing difficulties in

attracting the appropriate level and quality of staff;

Screened application forms and short listing applicants;

Devised, ran and evaluated selection processes including interviews, psychometric tests,

personality questionnaires and various group activities;

Kept up to date with current employment legislation and ensuring that line managers are

effectively briefed on any relevant changes;

Ran selection centers for graduate recruitment and more senior vacancies;

Trained staff in interviewing techniques and on the role of the assessor at a selection center;

Developed plans to relocate staff to new departments and jobs due to restructuring within an

organization;

Assisted in the implementation of redundancy programs, which may include the

development of early retirement packages and voluntary redundancy schemes.

1996–2001 Papa John’s Pizza Berea, OH

Area Supervisor

Hired as local recruiter to staff 3 new stores including Berea, Strongsville and North Royalton

Implementation and use of Full Life Cycle Recruiting Strategy

Began coursework and training on HR Generalist/Representative-Internship through

University of Kentucky-Located in Louisville, KY

Became Area Supervisor in summer of 2000 for the 3 respective stores

Increased Sales Percentage by 23% over 9 month span

Managed and supervised over 30+ employees for stores that generated $600,000+

respectively

Direct liaison in setting up Papa Johns/Cleveland Browns relationship at Browns

headquarters in Berea, OH

Education 1997–2001 University of Kentucky Lexington, KY

B.A in Communication and Integrated Studies

Relevant experience, but not limited to, Human Resources, fields of advertising, public

relations and direct response communication

Contact this candidate