Manager Sales

Talent Acquisition/HR Business Partner

A strategic, passionate talent acquisition and human resource leader that brings more than twelve years of hands on expertise with start up to Fortune 500 companies (NCR, Coca Cola, GE). This includes program development, being an HR Business Partner, technology integration, branding execution utilizing social media, referral programs, compliance, diversity and building out sourcing strategies along with driving maturity of the solution within multiple countries.

My experience also includes working with global teams, managing talent acquisition specialists in different geographical locations globally and changing strategic mindset from recruiters to talent acquisition advisors. Extensive experience driving organizational change while driving a more talent, customer centric, data driven mindset with senior leaders and hiring managers.

HR Experience (NCR, Hughes Telematics, SITA)- Workforce Planning, Business Advisor, Compliance, Employee Relations, EEO/AA Programs and Reporting, Employee Engagement, developing Employee Resource Groups, diversity and inclusion, internal mobility programs along with driving strategic planning.

As a talent acquisition leader, I’m also hands on carrying a full requisition loads of at least 25 to 40 open positions that are broad based but mainly focused on IT (Program, Project, Mobile Development, Internet of Things technologies, Data Center, Network, Marketing, and Social Media Experts and many others) Over the years, I’ve sourced candidates in IT, Sales, Legal, Finance, HR, Program and Product Development and many others by building referrals and seven years of executive talent acquisition.

Areas of Focus

Drive better, more efficient processes to facilitate speed and quality of hire. (Sourcing, Scheduling, Interviewing, candidate debrief to hire processes)

Workforce Planning Experience

Executive Talent Acquisition (Director, Senior Director, VP, CFO, CEO)

Internal Mobility (Special Events for internal audiences)

Driving diversity strategy and outreach

Process Improvement (STAR Interview Format and targeted selection training)

Candidate/Hiring Manager Experience

Data Driven (EEO, OFCCP and creation of reports in Oracle OBIEE)

Building and Executing Sourcing Strategies globally

Increasing Hiring Manager and Candidate Satisfaction

Highlights of Professional Experience:

Building outreach programs aimed at diverse talent by partnering with colleges, universities, professional associations, state job centers and military organizations.

Automating processes using HR and Applicant Tracking systems technologies helping to drive compliance throughout the organization (EEO, Affirmative Action, OFCCP and have managed programs working with legal teams to define and administer compliance programs)

Building and managing diverse teams globally (Largest 10)

Implement and manage recruitment metrics (KPIs and SLA's)

Create and manage recruitment dashboard reports

Build sourcing strategies that increase quality of hire.

Reduce agency spend by more than 75%

SITA

3100 Cumberland Blvd

Atlanta, GA

July 2015- Present

Actively Looking: Role being outsourced to IBM.

SITA is a technology global leader within the air transportation industry with more than 3000 clients, revenues over one billion, locations in 120 counties and 5500 employees across the globe. The America’s being their largest region in geography, number of employees and revenue.

Senior TA Manager, America’s

Center of Excellence Leader

My role is to manage the talent acquisition strategy throughout the America’s region. This includes driving best practices, creation of metrics, program development, driving candidate and hiring manager experience along with building and executing new programs.

Responsible for hands on Talent Acquisition of Senior Leader Roles (Sales, IT, Finance, Legal, HR, Cloud, Data Center and many other roles that would be Director of above)

How:

Building Manager Capabilities (Behavioral Interview Skills, Candidate Experience, Manager Portal for training on Interview Process and better selection.

Training of Managers and executive team on best practices within TA (Lunch and Learns, regular meetings to discuss metrics along with programs around workforce planning, driving 3 year strategic plan with senior level input and driving business priorities)

Driving America’s talent acquisition strategy and execution (U.S. Canada and all of Latin America) Manager of 4 internal senior TA Advisors and indirectly oversee 4 IBM Resources.

Training TA Team on sourcing strategies, utilization of existing tools and developing alternative sourcing strategies- Facebook, Twitter and Linked In. (Canada, United States and Latin America)

Building Talent Acquisition Capabilities (RPO Model) (Recruiter to talent advisor)

Diversity and Inclusion Strategy and Execution (Startup Program)

Internship/Graduate Programs (Startup Program)

Manage all escalations for the America’s Region

Global input into all TA initiatives. (120

Rolling out of global branding campaign within the America’s Region

Training of Managers and Senior Leadership team on Talent Acquisition Priorities and Programs.

Implement the Employee Value Proposition within the Americas region

Program Development: Competitive Intelligence, rolling out of RPO model within the America’s and getting teams and senior leaders aligned, dashboard development, Internship/Graduate Program, Social Media Strategy and execution along with increasing quality of hire by better interviewing skills of hiring managers and TA Specialist, responsible for working with Oracle to build dashboards along with EEO and OFCCP Reports.

Results:

Directly increase Manager Satisfaction, TA communication, Quality of Hire and level of service scores through execution of the RPO Solution.

Significantly reduce agency spend by as much as $300,000

Built and executing our diversity outreach efforts and driving more diverse candidates to the slate of candidates being presented to managers for review.

Integrated a new RPO model within the America’s smoothly (Twice)

Building a more robust referral program along with regular outreach to internal populations through creating of a Monthly Hotlist which significantly increased referrals throughout the organization.

Drive increased reporting capabilities through Oracle OBIEE within Taleo. This provides weekly dashboards for the business communicating KEY Metrics.

Training of managers on STAR Interview format which directly increased manager participation in the process along with increasing quality of hire.

Building of outreach efforts to Georgia Diversity Council, Technology Association of Georgia, WIT (Women In Technology) along with many sponsorship events at colleges and universities.

Coca Cola- Global Talent Acquisition Team

World Headquarters, Atlanta, GA

Global Technology Services Group

Technology Center of Excellence

Contract Role-July 2013-July 2015 (Left for manager position within SITA)

As a senior talent acquisition partner, my role is to work with senior leaders to drive talent acquisition processes, strategic sourcing and provide world class services to the HR/TA Team and the business. Best Practices include utilization of Target Selection Interview Format, Candidate Debriefings along with the collection of Data to support hire.

Groups Support: Global Business Services Group and Bottler Investment Group within Coca Cola World Headquarters.

Source, Screen and hire some of the best technology talent in the world! My role is to partner, build candidate pipelines and delivery of quality candidates to key leaders within the Coca Cola organization.

Talent Acquisition includes: (Key Hires)

Internet of Things and Mobile Technologies

Innovation Leadership Roles (Filled a number of key roles within Innovation)

Global Network Operations/Security (Senior Level roles)

Senior Business Managers (Project Work for the Olympics, Time Square and World Cup)

Director roles in Branding (Sports Brand Global Director, Global Brand Director Fanta, and other marketing director roles for Coca Cola, Director of Marketing PMO)

Director of Social Enterprise, Managing Patent Counsel, Counsel Trademarks, Global PMO Leaders and Directors of Business Services (Interactive, Global Business Services, Technology Infrastructure, Service Governance and others)

Hughes Telematics (Acquired by Verizon Business Solutions)

Senior Talent Acquisition Manager/HR Business Partner

(Full time role)

Atlanta, GA

May 2009-July, 2013 (bought by Verizon)

Corporate Summary: Hughes Telematics Inc. (HTI) aggregates best in class wireless services into robust and adaptable solutions that can be tailored to any platform.

My role is to drive the talent acquisition vision and strategy within a complex, rapidly growing organization. This includes building talent acquisition processes from sourcing strategy, driving manager and candidate experience metrics and onboarding programs.

As a Senior Manager, my responsibilities include hands on, full lifecycle recruiting supporting at least Seven Senior VP’s with hiring needs in IT, Engineering, Operations, Sales, Product Development and Executive leadership roles. Open positions could be at least 20-40 roles at one time with just me supporting.

My role was to build a talent acquisition organization from scratch while driving organizational change. This was done through execution of workforce planning, building a robust talent acquisition strategy along with aligning managers and senior leaders with TA strategy and goals of the business.

Key Results:

Hands on full lifecycle recruiting within a fast paced, high volume technology environment. As a Talent Manager I’m responsible for all recruitment within the organization globally. (Roles- Oracle BRM, Fusion, Database, Network, Engineering, Software Engineers, Hardware, Finance, Sales,

Senior Managers in Logistics, Billing, and many others. Directly source, hire and on board all new hires. I am directly responsible for hiring at least 96 people within in 2010. Hiring at least 85 people in 2009.

Managing immigration process for foreign nationals and expats.

Implementing and managing proactive recruitment strategies that include using social media, headhunting, professional organizations, utilization of references and many other creative solutions to attracting top talent.

Spearheading and driving recruitment processes through automation within Taleo. My role includes being able to better utilize Taleo from applicant tracking, documentation and helping to support HR along with Recruitment processes including on boarding of candidates. We have been able to successfully utilize Taleo for compliance purposes and building out of numerous Recruitment and HR Processes.

Developing and managing our vendor list for Hughes Telematics. Responsibilities include interviewing prospective vendors, developing our standard agreement, managing the internal processes and programs associated with selection.

Ensuring that recruiting and employment activities are in compliance with government regulations and organization policy and procedures (OFCCP/EEO). This includes establishing monthly internal audits of key documentation such as I9’s.

NCR Corporation/Teradata Professional Services

Senior Executive Staffing Manager/HR Business Partner

Atlanta, Georgia

May 2006-May 2009

Corporate Summary: NCR is a Fortune 500 global leader within the self-service technology space with clients all over the world. The company has annual revenues of more than 5 billion

Key Results:

Responsible for all executive staffing within North America. These are positions at a Director level or above. This includes helping to coordinate background checks, equity discussions along with relocation packages. Roles include CFO, Director along with Vice Presidents in Product Development, Engineering, Communications, Finance, Legal, Sales and Information Technology.

Partner directly with senior leadership team in driving KEY hires along with proactively search confidential roles at an Executive level.

Utilizing proactive recruitment strategies across multiple disciplines, including headhunting, traditional sourcing along with using social media, referrals, visiting and presenting at professional organizations, headhunting and working with an RPO global organization in which had to work with overseas recruiters to better understand our jobs, environment, etc to drive cost control along with quality of hire.

Ability to handle high open position work load of at least 20-30 executive roles across multiple disciplines from Product Development, Legal, Sales, IT, Finance, Operations, Program Management, etc.

Partnering with Senior Leaders on Compensation, Benefits, Orientation Programs and Succession Planning.

Building and executing multiple HR Programs aimed at reducing employee turnover, yearly surveys on employee satisfaction, Affirmative Action along with building a world class Executive Diversity program.

EDUCATION & CERTIFICATIONS

Clarion University of Pennsylvania

Masters in Communication/Training and Development

Clarion, PA

Slippery Rock University, Slippery Rock, PA

BA in Communications

Additional Skills and Professional Associations

Affiliations:

oSociety for Human Resource Management (SHRM)

oSHRM (Atlanta)

oStaffing Management Association (SMA)

oGeorgia Diversity Council

oTurknett Leadership Training

Computer Skills:

• Siebel/Oracle Databases/SAP HR Modules, Peoplesoft HR

• Taleo, Icims, Brassring, Peoplefluent, Virtual Edge,Workday

HireRight, PeopleSoft HR, Oracle Cloud HR

• Paycom (Payroll System)

• Autobene (automated benefits program)

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