Darnell Clayton, GPHR

ada897@r.postjobfree.com 901-***-**** https://www.linkedin.com/in/claytondarnell04

CAREER PROFILE

Senior Human Resources professional regarded as a thought leader, trusted advisor and subject matter expert with experience in managing complex and strategic enterprise projects, and creating partnerships to influence business strategy, and align organizational capabilities. Results-focused partner, equally comfortable teaming with C-Level Executives or front-line associates to achieve first-rate results.

Core Competencies

HR Management Talent and Performance Management Recruiting Sourcing HRIS and ATS Client Relationship Management EEOC Compliance Boolean Search String HR Federal Compliance Laws Process Improvement VMS Public Speaking SLA Metric Establishment Organizational Development Talent Development ADA COBRA EEO FLSA FMLA SAP ORACLE

TECHNOLOGY AND SKILLS

WORKDAY, PeopleSoft, People Net, VMS Tools, Fieldglass, Bullhorn, Beeline, SAP, DCMS, Kronos, ICIMS, Concur Expense tools, ADP payroll tools, P&L Management, HRIS (Ceridian) and System Administrator experience with various ATS systems Implementation (Taleo, Ceridian, Workday, PeopleSoft, RTR, Greenhouse, Workday ATS)

Education & Certifications

Union University

Bachelor of Science and Organizational Leadership July 2011

Professional Certifications:

GPHR- Global Professional in Human Resources Sept 2016

Certified CE courses in MS Word, Excel, PowerPoint, Leadership and Mentor program Feb 2010

CSMR, Certified Social Media Recruiter May 2016

CDR, Certified Diversity Recruiter May 2016

CIR, Certified Internet Recruiter May 2016

CMVR, Certified Military Veteran Recruiter May 2016

Right Path: Train the Trainer Instructor Nov 2016

Professional Experience

Indigo Ag May 2019- November 2019

Associate Director, Commercial Recruitment

Creative and growth minded thought leader that developed a strategic plan utilizing social media, community engagement, university relationships, and diverse vendors and professionals groups in order to attract, recruit, and retain some of the best and brightest talent across the globe exceeding company’s aggressive goals.

SEEKING NEW OPPORTUNITY DUE TO RELOCATION RESTRICTIONS

As a Servant Leader, I was accountable for coaching, counseling, and mentoring my team with an empathetic approach thereby ensuring that each team member felt supported and empowered.

Coached, Managed and Developed a Team of 6 Senior Recruiters and 3 Recruiting Coordinators, while ensuring that the team met or exceeded their individual goals and the company’s goals.

Expanded and improved the recruitment process by identifying gaps and eliminating tedious approvals, which resulted in the hiring of 212 sales professionals, 178 supply chain professionals, and 45 executives within a span of 90 days.

Established KPI’s and Metrics for the team which included (Time to Fill, Cost Per Hire, # of Offers accepted, # of jobs filled)

Partnered with marketing team to create the best social media engagement practices for visibility and attraction, resulting to an increase of 15% of applicants from the previous year

Developed relationships with Key Diverse Professionals Groups such as, Women in Tech, Hispanic Chamber of Commerce, and Professional Diversity Network, thereby increasing our percentage of Diverse Candidates from 3% to 10%.

Collaborated with Procurement to create a new Master Services Agreement which was designed to reduce our number of staffing suppliers, save costs, ensure compliance, and ensure that contractor associates had a pleasant onboarding experience

Launched Key relationships with Local City Leaders to Promote Memphis, TN and therefore increase the chances of critical talent relocating to the Memphis commercial and field offices.

ALSAC/ST. Jude Children’s Research Hospital July 2017- May 2019

Associate Director of Talent Acquisition

Accountable leader capable of seeing the big picture and thus developing its key strategic approach around talent acquisition and Human Resources while also being responsible for balancing the team with relational management as well as results driven engagement.

Responsible for Managing 6 recruiters and 1 IT headhunter by implementing best practices to effectively measure time to fill, source effectiveness, and retention rates, as a result, the team was able to increase the average of jobs filled per month from 17 to 35.

Promoted to Associate Director of Talent Acquisition after 6 months and Oversaw the implementation of Workday Application Tracking System which helped lead the way for digital transformation of recruitment by incorporating electronic signatures, advanced reporting and mobile friendly applicant features, this resulted in the following number of New Hires for the year of 2018 : 406 Full-Time Employees, 277 Interns, 60 Part-Time Call Center Specialists and 200 Contractors Associates across all 50 states with 75% relocating or working in Memphis, TN .

Partnered with Legal Division in order to administer New h1b Program that focused on customer service, timely responsiveness, and knowledge transfer of changing laws that affected 70 FT employees who are recipients of h1b, green card, ead, and etc.

Implemented and Redesign Contractor and Temporary Labor staffing needs by placing strategic SOP’s that emphasized on quality and time to fill. Renegotiated with Vendors in order to ensure that ALSAC was getting fair and market comparable bill rates thus incorporated a new VMS tool that allowed for streamline approach of hiring Contractors and temporary employees under the correct compliance parameters.

Strategically implement modern creative sourcing and business development activities to include cold text recruit, consulting hiring managers, and establishing working partnerships with local and national organizations reducing time to fill from 67 to 46 days.

Partnered with Diversity and Inclusion Advisor to develop and implement innovative and effective diversity sourcing strategies thus leading to an increase of candidates from Diverse Backgrounds by 15%.

ADP, RPO Division

Global Talent Acquisition Client Relationship Manager May 2014- May 2017

Responsible for managing the TA department by using analysis and experience to link problems and symptoms in identifying underlying root cause thus allowing my broad knowledge, logical thought progression, methods and theories to address and resolve complex issues in a timely manner.

Lead a Team of 4 Global Talent Acquisition Specialist, that specialized in Corporate Recruitment

Collaborated with internal and external counsel to handle H1-B and Green Card Sponsorships.

Point person for all Employee Relations issues, with a Strong Understanding of COBRA, FLMA, EEO, ADA, and OSHA

Contributed to the successful hiring of 100 technologists in 100 days.

Partnered with HR Specialist and Employee Service Center on areas such as Compensation, Benefits and Talent Acquisition.

Google Inc.

Sr. Manager, Talent Acquisition January 2010- April 2014

Managed a Team of 6 recruiters by driving the day-to-day talent pipeline strategies in alignment with service delivery metrics, methodologies, and processes to achieve short-term and long-term talent recruitment strategies.

Strategically implement creative sourcing and business development activities to include cold calling, consulting hiring managers, and establishing working partnerships with top tier Universities within the local market.

Supported Assigned clients by working flexible hours including weekends, to ensure that an HR rep was present and visible.

Provided overall direction and management for recruiting strategy, guidelines and procedures concerning talent acquisition best practices, systems, and methodology

Developed operating budget for the Human Resource functions and ensure that all functions operate appropriately.

Provided direction to staff engaged in developing, recruiting, and selecting talents and create a competitive edge.

Formulated & updated company policies, procedures, and benefits based on industry and marketplace research.

Managed the performance review, talent management, and salary administration processes for salaried exempt and non-exempt employees.

LG Electronics Distribution

HR Business Partner December 2005- December 2009

Managed the overall recruiting and employment related activities specific to the concentrated area, while assuming responsibility for oversight of daily operations in regard to the identification, screening, interview, hire, pre- employment screening process and the initial on- boarding of new employees into the company.

Provided HR guidance and direction to managers on performance related issues.

Audited HR practices and procedures and develop roadmap to establish and implement best practices: streamlined interview process to include behavioral interviewing, managed compensation study to benchmark salaries and implement base salary structure

Partnered with managers to ensure 100% compliance with state and federal requirements.

Advised managers on organizational policy matters such as equal employment opportunity and sexual harassment

Mediated all cases with the Georgia Department of Labor.

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