TALENT ACQUISITION PROFESSIONAL

Full-Cycle Recruiting Performance Coach Employee Relations

Proven success building strong TA organizations and optimizing high-volume recruiting infrastructure

Versatile talent acquisition leader with expertise in building, managing, engaging, and coaching teams to high-performance. A trusted advisor with strong ability to place multi-disciplined exempt & non-exempt talent within public and private sectors.

Super User of all mainstream Applicant Tracking Systems. Highly skilled in maintaining candidate and hire quality by leading productive and innovative sourcing, effective screening, interview, and pre-hire processes.

Effectively partner with senior management and department hiring managers to understand and anticipate needs and provide talent strategies and workforce planning to attract top talent and reduce time to fill.

Subject Matter Expert on leveraging innovative candidate sourcing: social media, company website, and job boards, etc. to drive market penetration, branding strategies, and recruitment activities.

Superb relationship manager that can deliver scalable & innovative hiring strategies that meet business objectives. Able to manage competing priorities, resolve complex problems, and drive efficiencies.

Business Critical Skills

Legal Compliance & Labor Laws

Human Resources Generalist

Budget Management

Networking & Job Development

Career Fair & Conference Management

Payroll Practices & Timelines

EEO, OFCCP Regulations

Team Building & Motivation

Mentorship, Learning & Development

Employment Contracts

Sourcing, Diversity, Outreach & Recruiting Strategies

Federal, State & Local Regulatory Knowledge

Technical Knowledge

Microsoft Office Suite

Applicant Tracking Systems

Metrics & Reporting

Time Card Management Systems

Social Media Management

Workforce Management Systems

Relevant Career Progression & Select Accomplishments

SENIOR MANAGER, RECRUITING & STAFFING UNIT HealthCare Partners, A DaVita Medical Group El Segundo, CA 2007-2018

TURNAROUND LEADERSHIP: Took over failing department and successfully restructured team based on an assessment of core strengths and skill gaps. Exited less effective staff and revamped on-boarding training for new recruiters and support staff.

TEAM BUILDER: Increased mentorship, peer-to-peer coaching, and cross-team communication to build a more effective and multi-disciplined recruitment team of 12 tasked with sourcing, interviewing, hiring temporary and direct hires.

RESULTS-ORIENTED: Within 6 months increased candidate flow, and temp pool by 100% and new hires by 300%.

METRICS-DRIVEN APPROACH: Maintain recruitment goals, define KPIs, and build standard reporting tools to increase department structure and accountability. Rebuilt trust with internal clients to realize $3.5M in cost-to-acquire savings.

RECRUITING STRATEGY: Targeted marketing and built social media presence as a core part of the new strategy. Coordinated job fairs. Standardized metrics reporting that resulted in improved talent management of hundreds of clinical and non-clinical temporary staff.

RECRUITER CONSULTANT Rockwell Collins Commercial & Government Systems Tustin, CA 2005-2006

RECRUITER CONSULTANT Los Angeles Times Tribune Company Publishing & Broadcasting Los Angeles, CA 2005

RECRUITER CONSULTANT United Airlines Los Angeles, CA 2005

FULL CYCLE RECRUITING AND SOURCING: Strategically posted jobs on niche databases to fill exempt and non-exempt positions in the aerospace, airline, publishing & broadcasting industries, within ad sales & marketing interactive, Finance, and IT. Consistently reached recruiting goals by successfully filling 95% to 100% of positions within 3 months.

CONSULTATIVE PARTNER: Established in-person and weekly calls with hiring managers to increase engagement and guide them throughout the selection process and coordinate with talent through offer stage. Reduced time to fill by 20%.

LEVERAGED EXTENSIVE NETWORK: Engaged active and passive candidates during 6-month full cycle recruiting contract to fill 150 engineers, IT and general labor jobs. Recruited the best talent and filled all open roles 30-days ahead of schedule.

CANDIDATE SCREENING: Analyzed candidate specifications and scope job requirements, completed resume screening and qualification matching to job requirements. Conducted 20-30 screens daily to assess skills and competencies.

SENIOR HUMAN RESOURCES PROCESS SPECIALIST FPMI Solutions (Transportation Security Administration) Huntsville, AL 2003-2005

HUMAN RESOURCES MANAGER/STAFFING SPECIALIST NCS Pearson (Transportation Security Administration) Bloomington, MN 2002-2003

DIRECTOR OF RECRUITING NexStaffing Executive Search Firm & Entertainment Cerritos, CA 2000-2001

SENIOR EMPLOYMENT SPECIALIST City of Long Beach (UAW/LETC) Long Beach, CA 1999-2000

BUILT STANDARD PROCESSES: Selected as part of the “Red-Tag” team accountable for creating initial processes and recruiting procedures for a newly formed Federal Agency, The Department of Homeland Security Transportation Security Administration. Led a human resources & recruitment team to hire 72,000 of Federal Security Airport Screeners, Directors, and critical airport personnel nationwide within 12-month deadline.

CANDIDATE EVALUATION: Reviewed 100+ applications daily and evaluated Knowledge, Skills, and Abilities (KSAs) to determine basic qualifications to fill internal and external administrative and managerial exempt and non-exempt vacancies for the Department of Homeland Security Transportation Security Administration nationwide.

TEAM COLLABORATION: Partnered across a team of 50 to administer structured interviews to assess candidates for technical skills and competencies. Co-created and revised of the Transportation Security Administration candidate instructions handout for completing federal paperwork including the SF-85P and SF-86 Questionnaires.

SCREENING & BACKGROUND CHECKS: Administered and scored the Farnsworth D-15 Color Vision test for the Transportation Security Administration screener candidates and performed quality assurance checks of candidate’s federal security clearance paperwork.

JOB DEVELOPMENT: Developed subsidized and unsubsidized exempt and non-exempt multi-disciplined jobs for candidates. Networked with community-based organizations, coordinated job fairs, and placed candidates in on-the-job training programs to increase skill building and facilitate long-term placements.

Education & Development

M.B.A. The University of Phoenix, Phoenix, AZ

B.S. Public Administration, California State University – Dominguez Hills, Carson, CA

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