Marcus J. Benjamin

Bowie MD, *****

202-***-**** ac8qzm@r.postjobfree.com

Education

Business management/HR management, August 2017- Present

University of Maryland University College – Online

Diploma ( College Prep) September 1995- June 1999

Bowie High School- Bowie, MD

RightSkill Job-Readiness Verification: Essentials of Recruiting for the Staffing Industry, developed in collaboration with the American Staffing Association July 2017

Summary Statement

-Motivated self-starter with experience in, Workforce Solutions, Customer/ Clients Relations and a passion for building strong relationships, coaching, developing, and empowering others.

-Self-motivated; fast-paced environment, exceed goals, committed to core values and best practices.

-Improve processed, strengthen relationships with clients, increased loyalty, exceeded customer satisfaction scores, achieve goals

-Ability to work under pressure with proven ability to work in a fast-paced environment and provide a high level of quality and efficient service to clients.

Work Experience

SNI Companies/Goodwill Greater Washington Washington, D.C.

HR Specialist /Recruiter December 2017 – Present

-Source and Interview job applicants to match their qualifications with employers' needs, recording and evaluating applicant experience, education, training, and skills.

-Maintain and update ATS

-Review employment applications and job orders to match applicants with job requirements, using manual or computerized file searches

-Employee onboarding, Investigation ( gathering, documenting, follow ups), ADA FMLA documentation and maintenance

-Update/ maintain HRIS system

-Inform applicants of job openings and details such as duties and responsibilities, compensation, benefits, schedules, working conditions, and promotion opportunities.

-Select qualified applicants or refer them to employers, according to organization policy

-Submit daily, weekly and monthly reports ( attendance, performance, workforce)

-Hire separate and place clerical and administrative, financial, technical and professional personnel.

-Post and update job listings build talent pipeline

Mb Staffing Washington, D.C.

Talent Manager September 2017- December 2017

-Supervise, Manage, Coach, Leader a team of recruiters and support Staff.

-Focus on SALES and SERVICE to increase business revenue and opportunity. Secure, renew and expand requests for services (orders) and arrange delivery of temporary employees

-Inform applicants of job openings and details such as duties and responsibilities, compensation, benefits, schedules, working conditions, and promotion opportunities.

-Interview job applicants to match their qualifications with employers' needs, recording and evaluating applicant experience, education, training, and skills.

-Review employment applications and job orders to match applicants with job requirements, using manual or computerized file searches. Develop, monitor and analyze KPI’s

-Select qualified applicants or refer them to employers, according to organization policy. .

-Instruct job applicants in presenting a positive image by providing help with resume writing, personal appearance, and interview techniques.

-Attend and conduct workshops and demonstrate the use of job listings to assist applicants with skill building..

-Act as direct liaison between the client and associates. .

-Communicate regularly and effectively with managers, clients, associates, development, service and recruiting teams to increase business activity.

-Secure, renew and expand requests for services (orders) and arrange delivery of Contract/ temporary/ Direct -Hire employees.

-Develop, present, or respond to proposals for specific client requirements, including request for proposal responses and industry-specific solutions..

-Recommend well thought out solutions to clients to improve business relationships.

-Visit clients regularly to validate superior employee performance and service performance.

-Prepare and deliver technical presentations that explain products or services to clients and prospective clients.

-Hire separate and place clerical and administrative, financial, technical and professional personnel.

CornerStone Staffing Columbia, MD

Onsite Coordinator September 2017 – January 2018

-Supervise and manage Onsite staff

-Conduct payroll, time, attendance,

-Conduct performance reviews

-Issue corrective counseling’s, provide employee feedback

-Maintain and update ATS

-Develop, monitor and analyze KPI’s

-Employee onboarding

-Maintained relationship with client

-Submit daily, weekly and monthly reports ( attendance, performance, workforce)

Self Bowie, MD

Consultant (PT) January 2017 – August 2017

-Planned and executed planned and executed staffing solutions.

-Placed individuals with talent agencies and direct hire opportunities via referrals and networked contacts with high success rate.

-entry level Banking ( teller, financial services rep, customer service, agent managers) Team Leads, Retail department leads, entry Level IT ( desktop support, analyst,), Office Manager, HR support (assistant, coordinator HRIS maintenance)

-Provided insight and counsel for individuals seeking job placement directions via letters of recommendations, resume writing and reviews, job interview coaching and preparation and invitations and ensured that information was timely and accurate.

-Conducted research for commiserate salary expectations. Set goals for the career path and skill development

Phillips Jordan Knoxville, TN

HR Generalist August 2016 – January 2017

-Educated and advised employees on group health plans, voluntary benefits and 401(k) retirement plans.

-Developed company personnel policies, standard operating procedures and employee handbooks.

-Implemented, developed and maintained ATS ( Taleo, ICIMS HRIS,

-Audited workplace, employee and management policies and procedures.

-Developed and facilitated all new-hire orientations. Implemented, and managed Full life Cycle recruiting and job placement

-Developed company personnel policies, standard operating procedures and employee handbooks.

-Conducted Salary research, job analysis and job evaluations, resulting in quality job specifications.

-Built a comprehensive employee recruiting strategy.

-Conducted investigations, provide advisement to employees, managers and staff with matters of recruiting, discipline, various tyope4s of LOA, compensations and attendance

-Prepared and successfully passed EEOC Audit.

USAA Consumer Loans Division / SITEL Operations Oak Ridge, TN

Operations Manager Contact Center April 2013 – November 2016

-Established operational objectives and work plans and delegated assignments to management team.

-Completed performance reviews each quarter, offering praise and recommendations for improvement.

-Compiled and draft weekly, monthly, quarterly and yearly reports on sales progress, trends, attrition, retention and individual and employee development.

-Manage 12-18 front line supervisors that are responsible for managing the day-to-day operations of a team of 20 Agents, support staff of 15-20

-Insure client, corporate service, quality, and contribution goals, financial, metric and associate satisfaction goals within the site are met, conduct and participate in all client conference calls. Traveling to client headquarter at a minimum bi- yearly basis.

-Develop, conduct and oversee all departments full life cycle recruiting, salary research, HR functions, on- boarding, benefits, payroll, internal and external job postings, ATS, ADA, FMLA, employee conflict resolution and mitigation

-Utilized ATS, People soft, HR Connect, Kronos, ADP

-Recruited Contact Center (Auto/ Mortgage/ Personal loan officers, MSR’s, Team Managers, financial service reps, SME) Office Staff (department assistant front office coordinator, receptionist), Financial Support ( accounting analyst, reporting analyst, workforce coordinator), IT Support ( Telephonic admin emulator maintenance, desktop support, support desk supervisor, programing and credentialing)

-Develop and implement induction processes to foster development of new hired, increase retention, knowledge and customer satisfaction ( focusing on empathy, efficiency, and identifying “why behind the why”)

-Develop and implement parody amongst third party support with client and contractors

-Develop, implement and manage performance improvement initiative (while simultaneously developing the current and next generation of leadership) with a metric based, performance step increase monthly program for lower performing agents with increased engagement, goal setting and knowledge based initiatives.

-Participate and oversee leadership workshops and boot camps. ( DISC, Act. Training, identifying learning styles profile training)

Department of Defense / DTM Protection Services Arlington, VA

Project Manager August 2005 – August 2011

-Established operational objectives and work plans and delegated assignments to management team.

-Develop, conduct and oversee all departments full life cycle recruiting, HR functions, on- boarding, benefits, payroll, internal

-Responsible for approximately 200 employees on a DOD security contract. 10 direct reporting supervisors

-Reduced employee turnover by 5% each year for 3 years.

-Established and maintained 3 government, client and building owner partnerships (DOD, building owners/management and DTM Corp).

-POC and client relations liaison

-Establish operational objectives and work plans,performance reviews ( every 6 months) and feedback

-Maintain safety and integrity of building procedures ( Post Orders) via feedback, conflict resolution and union participation

-Perform inspections Analyze data and conflicting facts and arrive at well-reasoned solutions while

-Shop Steward for union ( 2 years)

Kenney and Co. Clinton, MD

Talent Acquisition Client Relationship Manager June 2003 – July 2006

-Established operational objectives and work plans and delegated assignments to management team.

-Develop, conduct and oversee all departments full life cycle recruiting, HR functions, on- boarding, benefits, and payroll.

-Primary point of contact for client and talent (approximately 40) .Primary resource for client/ talent on-site visits.

-Recruited/ Placed talent for administrative and IT position for, Federal agencies ( secretary, travel aids), law offices (executive assistants, paralegals, front desk coordinators), call centers( insurance agents, IT help desk, B2B sales), marketing firms

-Researched and improved media contact effectiveness. Updated client information for web application.

-Posted all articles and advertisements regarding clients according to client needs.

-Maintain ATS, build and maintain talent pipeline, deliver feedback as needed to client, agent, and office staff

-Cultivate and improve client relationship and bridge new relationships with new candidates and potential clients

-Recruited personnel read, reviewed, and submitted resumes. Interviewed potential clients and talent

-Negotiated talent/ client wage

Professional Development

Via SITEL U

-Certified coach, Learning Specialist, Leaning Manger, Operations Manager, Recruiting Specialist, Conflict Resolution, developed manages and maintains and skills enhancement program that enhancements retention, employee metric, subject matter composition and leadership development for 13 consecutive months until departure.

Technical Skills

-Experience with Microsoft Word, PowerPoint, Access, Excel and Outlook; CRM; E-Qip, Avaya, ADP, HRIS, HR Connect, VM ware, Kronos, Citrix, Avionte, Bullhorn, Dayforce, ICIMS and Taleo People Net Internet Explorer. Experience with both PC and Mac platforms.

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