Lorna Wolff

Houston TX

630-***-****

ad2s7b@r.postjobfree.com

Summary

Seasoned recruiting professional with proactive, flexible and hardworking approach to accomplishing employer hiring objectives. Works well with job boards, LinkedIn and ATS systems. Skilled in coaching, overseeing and encouraging successful recruiters.

Skills

Diversity & Inclusion, Employee On-Boarding, Talent Acquisition Strategic Sourcing

Taleo, Workday, Kenexa Brass Ring, Peoplesoft, IQN, Vurv, Ariba, TAS, Oracle, SAP.

Interviewing- Behavioural Based

Experience

July 2022

to

August 2022

SGS Houston, TX

Recruiter

Support Talent Acquisition team with sourcing candidates, intake sessions with hiring managers, interviewing candidates and negotiating offers

Short term contract

September 2019

to

March 2020

McDermott International Houston, TX

Talent Acquisition Specialist

After layoff in 3/20, had minor surgery on knee

I am in good health and ready to resume a Recruitment role

Develop and implement sourcing strategies for current and projected hiring needs

Help with transitioning to Workday

Partner with leaders in the organization to understand lines of business and hiring needs

Partner with HR to provide best practices and customer service to hiring community

Provided staffing related metrics, which were reviewed by leadership and the business

Hired Engineers, Procurement, Quality, among other functions.

December 2018

to

July 2019

Team Industrial Services Sugar Land, TX

Senior Recruiter

Achieving organizational staffing objectives by full--cycle recruiting and evaluating potential candidates, advising managers, and managing recruiting programs through Workday

Builds applicant resources through research and networking with community programs, colleges, employment agencies, media, and online sources

Defines applicant requirements by studying job descriptions and qualifications

Identifies qualified applicants by behavioural and technical interviewing analysing responses, reviewing, and checking references and qualifications to job requirements

Organizes management interviews by coordinating schedules, arranging travel and accommodations as necessary and escorting applicants through the interview process

Enhances organizational attractiveness by recommending new practices; monitoring offers and compensation practices; highlighting benefits, perks and advancement opportunities

Manages recruiting programs geared toward creating candidate pools, relocating, and onboarding employees and attracting top talent

Maintains compliance by understanding current legislations and enforcing regulations in recruitment practices.

December 2017

to

March 2018

SABIC Americas Houston, TX

Talent Acquisition Recruiter

Identify and Interview talent for the petrochemical's division

Utilize various direct sourcing techniques through media, referrals, cold calling networking and other creative options.

August 2014

to

November 2017

Talent Acquisition Consultant Houston, TX

Producer of employment leads, opportunities and services to senior level clients in helping to identify more gratifying roles within their field or line of business using existing connections and identifying agreed upon focused industries.

September 2013

to

August 2014

AIG CORPORATION Houston, TX

Global Talent Acquisition Manager

Performed workforce succession planning and outline strategic hiring plans to meet corporate objectives

Worked with hiring managers to effectively define requirements and implement hiring strategies to meet needs throughout the organization

Developed, launched and integrated comprehensive sourcing strategies, building talent pipeline through networking, direct sourcing, and employee referrals

Built collaborative relationships with key HR partners and enhance functioning of pipeline through continuous sourcing and attendance of various industry conferences

Met with various professional groups to target top talent

Ensured compliance with company and various governmental policies and procedures, incorporating the consistent use of performance metrics to track priorities and leading indicators

Served as main career advocate for employees through coaching and connecting them with internal opportunities, facilitating internal upward mobility

Built and supported global talent acquisition program through initiatives such as hiring manager training, process improvements and technology implementation

Cultivated and closed competitive offers to ensure smooth onboarding experience for all new employees

Effectively sourced, developed and closed competitive offers, capturing 60% of interviews through direct sourcing and outreach and 20% with internal movement

Built key talent pipelines through continuous sourcing, associate web groups, employee referrals and advertising

January 2011

to

August 2013

BP BIOFUELS HOUSTON, TX

Global Resource Advisor

Led team of four in the development and delivery of strategic recruitment plans, ensuring best internal and external talent across the Global Biofuels business was effectively capture

Collaborated with HR professionals in the development of offer details and internal appointment announcements

Deployed employee value proposition effectively and globally through corporate growth strategy from within resourcing arena

Developed strategic staffing plans, managed full cycle recruiting with line managers and business facing HR personnel, and personally assessed candidate applications, maintaining a portfolio of candidates

Served as key liaison and main point of contact for hiring managers in United States and globally

Conducted interview training and collaborated with external agencies as part of overall staffing plan

Simplified and standardized sourcing process, ensuring compliance with corporate policies, as well as all federal, state, and national laws and regulatory requirements

Counselled Biofuels business unit and business facing HR staff on resourcing initiatives and campaigns, utilizing global data and recruitment goals

Developed recruitment strategies and staffing plans for the Global Biofuels business, meeting annual forecast goals at 100% while increasing diversity hires by 20% from 2011-2012

Implemented new recruitment process and expansion to successfully lower average time to fill from 64 days to 24 by year-end 2012

Hired 65% of candidates through identification and targeting of quality competitor candidates by utilizing strong database mining, networking contacts, outreach through events and niche associations

Integrated vendor identification and management as part of overall staffing plan as needed, lowering agency use from 50% in 2010 to 10% by end of 2012.

June 2006

to

December 2010

AGFA, NOVARTIS CONSUMER PHARMACEUTICALS, ISMG MEDIA NJ

Staffing Consultant

GRAPHICS NJ PLANT, QUEST DIAGNOSTICS HQT

Cut costs from $7K to $1.5K per hire at Novartis by creating and implementing in-country and US strategic global staffing and policy guidelines

Significantly reduced time-to-fill from 100 days to 28

Increased diversity of functions 10-20% by posting every vacancy on diverse posting web sites/ associations

Worked with numerous clients to assist in streamlining processes and improve overall satisfaction of services

Hired top level executives and director level staff members for positions within the marketing department and other business areas

Provided support across the business unit and ensured diverse pools of candidates within various groups

Managed numerous external vendors.

January 2005

to

June 2006

DUN & BRADSTREET Short Hills, NJ

Senior HR Business Staffing Consultant

Managed team of three in execution of search strategies for specified user groups, including internal candidate assessments and selections

Launched and executed strategic search plans, including internal candidate assessment and selection

Directed sourcing and networking capabilities and worked with external recruiting firms as needed

Convinced management that based on performance metrics, more outside hiring needed to be completed, ensuring recruiters' time was used productively

Served on four project teams focused on a "Winning Culture", identifying specific initiatives based on company-wide surveys, ensuring all employee concerns were addressed.

January 2004

to

January 2005

AVAYA Basking Ridge, NJ

Senior Manager Staffing, HR Business Partner

Led a team of five direct reports, managing global professional recruiting department, while providing efficient staffing forecasts with plans to translate into recruiting strategies

Drove capabilities of data measurement and performance oversight based on metrics, qualifying and maximizing the available selection pool based on predetermined criteria

Managed initial and ongoing relationships with targeted universities, positioning the company positively for additional access to potential candidates

Effectively managed and rolled out the global Talent Selection Guide, assisting in fostering relationships with candidates worldwide

Led weekly meetings with HRBP's in US and Global (APAC) Asia Pacific and Japan and EMEA-UK, Ireland and Nordics, CALA-Caribbean and Latin America and Canada) to communicate Marketing and Sales Global Recruitment strategy, staffing plans, and metrics

Developed Undergraduate Sales Rotational Development Program and MBA Leadership Rotational Programs to provide a development of talent in our sales and marketing organizations

Presented to HR population through WebEx, behavioural-based talent selection interview guide to ensure that the information obtained from the candidate is job relevant and useful in evaluating potential success in the role.

March 1999

to

January 2004

KPMG Montvale, NJ

RECRUITING MANAGER

Managed a staff of 2 in recruitment and staffing administrative functions

National recruitment of Executive Global Directors, located in the National Support Services Group in Montvale, NJ

Managed client relationships, generated qualified candidates through alternative sourcing efforts, ensured compliance with EEO/Diversity policies and provided guidance to staffing professionals within the department

Decreased cost per hire due to an increase in Internet and direct sourcing methods, representing $11,000.00 in FY99 to $4,000.00 in FY02

Designed interviewing training to "C Level" and other client groups utilizing a behavioural based interviewing techniques presentation incorporating KPMG 8 Competencies Model

Provided policy and procedure interpretation.

Education and Training

University of Delaware

Bachelor of Arts: Psychology

Additional Information

Authorized to work in the US for any employer

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