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HR Generalist - Talent Acquisition

Location:
Minneapolis, Minnesota, United States
Salary:
70000-90000
Posted:
January 28, 2018

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SUMMARY:

A successful, proactive PHR and SHRM-CP Certified Human Resources Generalist with over 10 years of experience. Experience includes talent acquisition, onboarding, HRIS employee and payroll updates, benefits administration, performance reviews, offer and contract negotiation, vendor management, terminations, account management and consultant management. Throughout her career, Kristin has been responsible from building relationships with her teams, employees, contractors, clients and managers. Possesses strong communication and problem solving skills along with a “get-it-done” attitude and excellent attention to details.

WORK HISTORY:

Modis Engineering (Contractor at SICK) September 2016 – November 2017

Human Resources – Talent Acquisition Specialist

Responsible for recruiting a various positions within a manufacturing environment, including Project Managers, Warehouse Workers, Account Managers and Executives, Customer Service Representatives, Vision Solution Specialists, Software Engineers, Technical Support Specialists, National Product Manager and Specialists, Systems Application Engineers, Application Engineers, Application Specialists, and various contractors. Modis Engineering was previously known as Adecco Engineering & Technology.

Key responsibilities:

Meeting with managers’ to get their job requirements

Handling full cycle recruiting fill open requirements and managing positions/candidates within ADP

Conducting phone screens and face to face interviews with potential candidates

Leading post-interview meetings with interview teams to determine which candidates to move forward with

Obtaining job offer approvals and delivering candidates offers

Ensuring SharePoint Headcount Tracker remained update with positions and hire information

Assisted with training temporary recruiter covering a maternity leave

Assisted Learning and Development team on projects updating Cornerstone OnDemand with course completion information for distributors/employees and updated employee profiles and manager information

Spent 6 months covering when an employee left while maintaining my normal duties:

oEntering new hires into payroll and benefit systems (ADP, Lincoln Financial Group, VSP, Fidelity)

oUpdating employee records in ADP – salary, benefit, title or other changes

oCollecting long and short term disability paperwork and followed up with the employees about their situations

oParticipated in 2017 HR annual merit and promotion process

oAssisted the HR Business Partner for Benefits and Total Reward as needed

SNI Companies October 2015 – June 2016

Technical Recruiter

Responsible for recruiting IT professionals, focusing primarily on filling both direct hire and contract positions. Positions include Project Managers, Business Analysts, Developers, Helpdesk/Desktop and System Administrators professionals. Company eliminated SNI Technology - Minneapolis in June 2016.

Key responsibilities:

Identifying potential candidates and clearing candidates (availability, rates, skills, etc.)

Interviewing candidates and aligning them with current opportunities

Organizing candidate interviews at the clients

Mentoring and training junior team members

Preparing team projections and representing SNIT in leadership meetings for 3 months

Experis (Contractor at Wells Fargo Consumer Lending) November 2014 – October 2015

Managed Resource Recruiter/Recruiter 2

Responsible for recruiting a various mortgage positions within default servicing, including Implementation Consultants, Implementation Associates, Quality Assurance Analysts, Business Process Specialists, Collectors, Home Preservation Specialists/Work Directors, Loan Servicing Specialists, Administrative Assistants, Research Remediation Analysts, and Consumer Loan Underwriter.

Key responsibilities:

Handling full cycle recruiting and working with hiring managers to fill their open requirements

Completing paper screens to evaluate the fit of candidates’ skill for the open position

Conducting phone interviews and making recommendations for the hiring managers

Covered a full-time employee’s positions and managers needs for 7 weeks while she was on leave

Training newly hired Managed Resource Recruiters

C2 IT Solutions 2014

Senior Recruiter

Responsible for recruiting candidates for contract positions. C2 focuses on data warehousing/business intelligence, quality assurance, .Net developers, project management and business analysis.

Key responsibilities:

Identifying potential candidates and clearing candidates (availability, rates, skills, etc.)

Interviewing candidates and aligning them with open opportunities

Organizing candidate interviews with sales staff, technical staff and clients

Managing the company's LinkedIn Group and handling Twitter account

ILM Professional Services 2013 – 2014

Senior Recruiter

Responsible for sourcing and hiring full-time consultants to the ILM team. ILM is a .Net Consulting Company.

Key responsibilities:

Identifying potential candidates and maintaining candidate relationships

Interviewing candidates to determine how they fit with ILM, as well as availability and desired salary

Managing the technical evaluation process for candidates and extending offer letters if candidate passes

Handling the company's Twitter account

Tech-Pro, Inc. 2012 – 2013

Senior Recruiter

Responsible for sourcing and qualifying candidates for IT contract positions for key clients.

Key responsibilities:

Developing and maintaining relationships with candidates

Interviewing candidates to determine experience/skill level, availability and salary/hourly rate requirements

Preparing candidate resumes and submittals

SWAT Solutions 2010 – 2012

Senior Recruiter/Consultant Liaison

Responsible for recruiting Software Quality Assurance (QA) candidates for SWAT clients and SWAT Lab. This includes working with candidates available to become full-time employees and contractors. As a Consultant Liaison, responsible for managing consultants on a client site as needed.

Key responsibilities:

Sourcing and interviewing QA candidates to determine their past work experience and skill level, availability and salary/hourly rate requirements

Handling consultant issues at the client site

Preparing and giving consultant reviews

Key accomplishments:

Consultant Liaison to 23 consultants (15 full time employees and 8 contractors)-including handling reviews, merit increases, onboarding, disciplinary actions and career advisement

Added to the on-site QA lab, increasing by over 25 new hires of contractor/employees while maintaining the current staff

In just under two years, added over 50 consultants to the SWAT team

Latitude Group 2010

Contract Recruiter

Contracted to update the status of past QA candidates and source new candidates for Latitude’s recruiters.

Fulcrum Consulting 2010

Senior Recruiter

Responsible for matching candidates to client needs.

Key responsibilities:

Preparing candidate resumes and submittals

Sourcing and interviewing candidates to determine the best fit for client opportunities, based on their past work experience and skill level, availability and salary/hourly rate requirements

Ajasa Technologies 2009 – 2010

Senior Technical Recruiter

Responsible for sourcing candidates for IT contract positions.

Key responsibilities:

Developing and maintaining relationships with candidates

Interviewing candidates to determine experience/skill level, availability and salary/hourly rate requirements

Preparing new hire paperwork, candidate resumes and submittal forms

JPerzel & Associates 2006 – 2009

Account Manager/Recruiter

Responsible for sourcing candidates and managing the recruiting and placement processes for permanent and contracting positions within IT including Project Managers, Business Analysts, Developers, Database and Network Administrators. Also actively participated in a variety of sales activities and managed multiple client accounts.

Key responsibilities:

Developing and maintaining relationships with clients and potential candidates

Defining client staffing requirements

Interviewing candidates to determine experience and skill level, availability and salary/hourly rate requirements

Preparing candidate resumes and submittal forms

Managing interview schedules and feedback from both clients and candidates

Closing the client and candidate on requirements

Preparing new hire paperwork

Managing the JPerzel & Associates LinkedIn Group

Developing and documenting company recruiting policies and procedures

Training new recruiters and sales staff on recruiting processes and systems

Key accomplishments:

Developed a database of over 1000 candidates while maintaining 200+ continuous candidate relationships

Averaged eight (8) billable consultants per month over a three year period

Generated $2.6 million in total candidate billings from 2007 through June, 2009 - $961,000 in 2007, $1,227,000 in 2008 and $427,000 in 2009

Posted $188,833 in gross margins from billable consultants in 2007, $326,064 in 2008 and $121,254 thru June of 2009

Produced $20,930 in 2007 and $65,200 in 2008 for direct hire placements

Strategy1 Consulting 2005 – 2006

Associate Consultant

As an hourly consultant, actively participated in the development of a variety of project management methodologies and has a hands-on, working knowledge of Strategy1’s disaster recovery and business performance improvement methodologies. Specific consulting assignments included:

Saint Paul Public Schools - Played a key role in an IT organizational assessment that evaluated the District’s decentralized IT support structure, assessed existing staff skill sets and recommended a new, consolidated structure.

American Dental Partners – Developed matrices which documented the organization’s ability to comply with Sarbanes-Oxley requirements.

Internal Marketing Support - Prepared marketing materials supporting Strategy1’s Disaster Recovery marketing campaign.

Financial Recovery Services 2005 – 2006

Account Manager

Responsible for collecting on Out of Stature debt and retail accounts for the company’s major clients. Named Rookie of the Month (September 2005).

Robert Half, International 2004 – 2005

Program Manager

Responsible for account management and customer service for UnitedHealth Group, a leading RHI client.

Key responsibilities:

Conducting candidate prescreens, interviews, and reference checks

Managing confirmed assignment orders and new employees start dates and set-ups

Distributing new client requirements on a national basis, conducting resume searches, submitting candidates for client review, setting up client-candidate interviews, preparing background checks, and monitoring candidate placement updates

Managing the administration and processing of weekly timesheets and payroll adjustments

Updating and maintaining corporate billing forms

Resolving employee and customer issues

Assisting in Sarbanes-Oxley audit preparation

TRIADvantage Credit Services/AllianceOne 2002 – 2004

Account Representative

Calling debtors that are delinquent for over 6 months on their credit card obligations through the use of a dialer and collection resource systems program.

Key accomplishments:

Exceeded monthly projection goals 16 of 20 months

Named Employee of the Month in August 2002, February 2003, May 2003, and October 2003

Completed the Next Step Managerial Training Program

CERTIFICATIONS:

PHR, HRCI, December 2014

SHRM-CP, SHRM, February 2015

EDUCATION:

St. Cloud State University May 2002

Bachelor of Science in Business Computer Information Systems

RECRUITING RELATED TECHNICAL SKILLS:

Candidate Tracking Systems: ADP, Wells Fargo Online Recruiting (OLR), Recruiting Information Support Exchange (RISE), PeopleSoft, Bullhorn, Sendouts, ACT!, JobDiva, Gopher, CBiz, Fleetware, MicroJ/MicroJ Plus, Webpas, Shajar (Proprietary)

Social Media: LinkedIn, Google Plus, Twitter, Bullhorn Reach

VMS: IQ Navigator, Beeline, Fieldglass, Peopleclick, Chimes

LMS: Cornerstone OnDemand

Software: MS Office

PROFESSIONAL AFFILIATIONS & GROUPS:

Twin Cities Human Resources Association (TCHRA)

MN Recruiters

First Tuesday

Minnesota Technical Recruiter Network (MNTRN)



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