Human Resources Resource
Resume:
ANTWAN D. JONES
Atlanta, GA *****
acr14y@r.postjobfree.com
www.linkedin.com/in/antwandjones
SUMMARY OF QUALIFICATIONS
Human Resources Professional and Military Veteran with a Secret Security Clearance and 20 years of extensive experience in leadership focusing on talent acquisition management, training and employee briefing. Possess a vast understanding of customer relationship, management, computer networking, and applicant databases. Well-versed on FMLA, OSHA, EEO, and HIPAA Compliance, Employee Grievance, and job description development. Promotes employee advancement and development, with the ability to focus on employee needs while continuing to support organizational goals. Possess extensive knowledge in leadership, strategic planning, market analysis, risk management and critical thinking. Proven success in sourcing and hiring full time and part time postings. Able to manage and maintain multi-million dollar budgets and mitigate losses. Received of multiple awards and decorations for outstanding performance and professionalism. Career supported by completion of a Master of Business Administration/Human Resources and a Bachelors of Science in Business Administration.
Strategic Management
New Employee Orientation
Plans and Policy Development
Interviewing / Sourcing
Public Speaking
Benefits Management
Organizational Leadership
Hiring/Dismissal
Performance Management
Total Rewards/Wages
Team Building/ Mentoring
Organization / Communication
Budget Analysis/Management
Employee Training/Development
Process/Operation planning
PROFESSIONAL EXPERIENCE
United States Army – Various Locations (Transitioning after 20 years of Honorable service) 1995 – Present
District, Senior Recruiting and Placement Advisor/ Guidance Counselor 2013 – Present
Serviced seven district companies with 350 Talent Acquisition Agents, while conducting daily operations in support of the district's yearly comprehensive staffing and placement goals. Collaborated with senior leaders to ensure all agents organizational and operational plans aligned with the organizations goals. Reviews and approved initial background checks; assess varying degrees of job qualifications in the interest of National Security.
Conducted daily quality assurance measures that identified applicants mentally, morally and physically-qualified to apply for postings; provided training to District Directors to improve processing procedures; advises on procedural and regulatory requirements governing promotions, special assignments and career retention goals
Conducted recruiting operations to fill postings for all military occupations; specialized in Healthcare Professionals, Military Intelligence, Human Resources Specialist, Logistics, Combat Arms, and Mechanical Maintenance personnel; conducted interviews, background investigations and full-cycle recruiting activities
Ensured that operational strategies were in line with the best industry practices, which improved yearly application audit rating to 96% compliance. Initiated investigations on suspected improprieties during processing
Advised candidates of benefits and compensation packages resulting 100% daily placement; personally responsible for 30% of districts production
Director, Health Care Talent Acquisition Recruiting Department 2010 – 2013
Director of the New Orleans, Louisiana Human Resource Office manned with 6 Talent Acquisition Coordinators and Specialist responsible for sourcing and filling 60 new hire full time and part time postings over a period of three years. Developed and maintained training to lead the Recruiting Department to drive creative and innovative strategies that produces a first-class pipeline of healthcare talent to serve under the office of The Surgeon General. Responsible for constructing and driving a Recruiting Strategy designed to accelerate the Army’s goal of becoming and maintaining a reputation for providing healthcare professionals who are able to respond to cultural and organizational transformation. Specialized in creating and maintaining processes and improving activities across the full-cycle of recruitment, which is measured by the metrics of Quality, Cost Efficiency, Timeliness, and Market Intelligence Development.
Managed 24,950 square mile area that included 12 medical schools, 140 large and small hospitals with 117 residency programs; tasked to fill 16 to 18 new healthcare postings within 117 healthcare specialties each year; led the six man team of recruiters to build a pipeline and source candidates aligned with the Army’s current and future business strategies; researched and developed recruitment solutions and strategies that improved the commands retention mission flexibility
Served as the link between the organization and staff; tasked with developing a team to focus on organization goals and policies. Conducted quarterly executive briefings that assisted with strategic development; counseled staff on appropriate recruiting policies and procedures.
Utilized social media and medical staffing job boards to announce internal and external job opportunity announcements; conducted follow up activities using the Applicant Tracking System that enabled the staff to identify potential candidates for placement and nominations; resulted in exceeding the organizations goals for placement processing time by 30 days
Improved the stations overall performance each year which resulted in an 85% increase in production and was recognized as the “Top Center Commander” for fiscal year 2012 by training on sourcing and interviewing techniques best practices.
Senior Health Care Talent Acquisition Recruiting Coordinator 2008 – 2010
Served as the Senior Talent Acquisition Coordinator for a team of five Human Resource Specialist. Responsible for conducting full-life cycle recruiting plans to fill new hire placements in the healthcare field. Implemented processes that drove active and passive candidates through the pipeline, which reduce time to hire. Evaluated resumes and applications during the life-cycle recruiting process; recommended the best candidates for the Army’s Healthcare System; Work with local of agency officials, including personnel officers, service chiefs, and other human resources staff, management and program officials in VA Central Office and other Federal agencies on recruiting and examining issues pertaining to retention and future operations
Conducted interviews with potential candidates of compensation and benefits options in 118 areas of concentration. Coordinated with local medical schools, hospitals, and medical associations to identify the best-qualified candidate healthcare postings; increased organization production by six postings (28%)
Personally sourced and interviewed physicians, dentist, veterinarians, and nurses to fill positions within the Army’s healthcare system; identified top candidates to present to the Office of the Surgeon General as Commissioned Officers
Implemented sourcing activities in assigned medical schools, which increased the propensity to apply for available education and employment programs; filled 200% of the organizations assigned nursing postings during the first year
Assisted senior leaders by developing justification for the use of special recruitment bonuses, fiscal year funding for key events, and market expansion; helped save the command $125K over 12 months by negotiating reduced rates for recruiting operations
Director, Talent Acquisition Recruiting Department 2006 – 2008
Director of the South Houston Human Resource Office manned with 10 Talent Acquisition Coordinators and Specialist, responsible for sourcing and filling 156 new hire full time and part time postings per year. Directed staff members on the use of online sourcing techniques that streamlined the recruitment process. Responsible for sourcing, interview and conducting pre-hiring activities for over 300 military positions; specialized in identifying top candidates for Military Intelligence, Human Resources, Communications and Global Security, Healthcare Professionals, and Logistics Specialist
Reviewed and approved coordinators sourcing plans as well as develop assigned specialist knowledge of full life cycle recruiting; Worked closely with clients to minimize confusion during processing; conducted quality control and spot checks on lower level staff members work as needed to ensure the appropriate actions were taken during the recruitment process
Implemented key techniques that saved the organization $1.5M in resources and man hours; briefed senior leaders on a broad spectrum of staffing issues that cover all aspects of full-cycle recruiting operations
Maintained an operational budget of $1.7M in resources and equipment resulting in zero losses; reviewed and adjudicated 24 applicant appeals for employment eligibility; saved the command over $240K in resources by taking the lead on all appeals
Trained and mentored staff that resulted in 102% achievement of yearly new hire placements
Director, Talent Acquisition Recruiting Department 2004 – 2006
Director of the Las Vegas Human Resource Office manned with 8 Talent Acquisition Specialists. Responsible for filling a yearly assignment of 108 new hire full time and part time postings. Spearheaded recruiting and sourcing events such as campus recruiting and job fairs. Performed effective and efficient candidate sourcing by using various techniques; developed and implemented sourcing strategies with best-known practices. Leads the recruiting team in building a pipeline of viable candidates that are aligned with the Army’s current and future business strategies; responsible for sourcing, interview and conducting pre-hiring activities for over 300 military positions; specialized in identifying top candidates for Combat Arms, Combat Engineers, Language Interpreters, Healthcare Professionals, and Military Security Forces.
Conducted vetting interviews with potential candidates and advised of the compensation and benefits options in 118 areas of concentration; provided onboarding training for all candidates prior to training
Managed equipment, facilities and the operational budget of $1.2M, resulted in zero lost resources; monitored employment and compensation market trends, which helped leadership deploy the best assets and resources to offer competitive offers.
Developed and mentored junior employees; focused on improving the overall competency and strength of the organization. Provided guidance among the field along with performance improving corrective action
Exhibited explanatory knowledge with labor trends that resulted in personal performance 150% average placement and 97% retention of new hires
EDUCATION / TRAINING
Strayer University Master of Business Administration - Human Resources (Summa Cum Laude) – September 2015
Cardinal Stritch University Bachelor of Science in Business Administration (Cum Laude) – August 2010
United States Army
Primary Leadership Development Course – April 1999
Army Recruiter Guidance Counselor Course – October 2000
Basic Non Commissioned Officers Course – December 2001
Army Recruiter Station Commanders Course - April 2005
Advanced Non Commissioned Officers Course – October 2006
Army Healthcare Recruiter Course – November 2008
Army Guidance Counselor Course – January 2013
AWARDS
Meritorious Service Medal
Army Commendation Medal (8x)
Army Achievement Medal (8x)
Recruiters Gold Badge with 3 Sapphires
Recruiters Gold Ring for Excellence
Glen E. Morrell Medallion & Ring
Contact this candidate