Global System Infrastructure Development & Process Optimization

IRMA LONG *** Winnetka Avenue, Winnetka, IL *****

312-***-**** - ***********@*****.***

PERFORMANCE SUMMARY:

Human resources talent executive known as a change agent with expertise in developing and executing critical strategies and initiatives that drive major transformation across a global enterprise organization. A leader and trusted advisor skilled at building and developing strong teams to perform at peak levels across a global and decentralized workforce. Adept at establishing strong collaborative working relationships with C-suite leadership and delivering workforce solutions to optimize and exceed business goals. Human capital advocate that creates work environments that unleash the potential and performance of organizations. AREAS OF EXPERTISE:

Strategic Program Development

Talent Management· Succession Planning, & Competency Modeling Leadership & Team Development · Employee Relations Organizational Transformation and Effectiveness

Cultural Behavior Change · Organizational Design, Development & Change Needs Assessment & Analysis · Key Talent Assessment

Human Capital Management

Diversity & Inclusion · Strategic Workforce

Career Management · Program Development

Operational Excellence

Global Systems Implementation & Infrastructure Development · M&A Financial Management· Budgeting & Planning

PROFESSIONAL EXPERIENCE:

FOLLETT CORPORATION, Westchester, IL 2014-Present

Vice President, Talent Acquisition

Reporting to the Chief Human Resource Officer, responsible for revamping the talent acquisition function to operational excellence. Specifically, I was brought in to provide strategic direction to the enterprise to the talent acquisition and talent management function.

• Responsible for the development of recruitment infrastructure and staffing models to support the organization on an enterprise basis, resulting in a 30% increase in recruitment efficiency and improving quality of service up to 50% for the business.

• Function as a change agent and oversee all aspects of recruiting for the corporation, including budgetary accountability which resulted in reducing operating expenses by 50%.

• Responsible for the development of a competency model and assessment process, resulting in an improved selection process and ratio to hire metric.

• Work closely with executive leadership team to develop cost effective strategies for executive level hiring, resulting in a 40% reduction in agency cost.

HUMAN RESOURCES TALENT EXECUTIVE

Enabling Business Transformation and Thought Leadership IRMA LONG 312-***-****- ********@*****.***

• Developed a talent assessment model, leadership framework, and a global competency model which resulted in increasing retention by 40% and reducing turnover by 30%.

• Developed enterprise employment branding roadmap, including the development of an award-winning career site which resulted in improving candidate experience up to a 3.9 rating from a 4.0 scale.

• Implemented AI (Artificial Intelligence) within the recruiting process which resulted in a 30% increase in recruiter productivity.

• Implemented onboarding and retention strategy which resulted in reducing turnover by 40% and increasing retention by 50%.

• Implemented an enterprise talent system which included automated processes through the recruitment cycle, resulting in reduction of recruitment cost for the business up to 30%. ACCO BRANDS, Lake Zurich, IL 2006-2014

Director of Global Talent Acquisition/System Implementation Architect Reporting to the Vice President of Human Resources, responsible for the development and implementation of a start-up staffing function. This included the development of a centralized staffing model for domestic headquarters and international.

• Responsible for executive recruiting on a domestic and international level, including diversity and inclusion program development. This included the development of standardized processes, systems, and strategies on a global basis.

• Worked closely with the executive leadership to develop cost effective strategies for executive level hiring and global recruiting.

• Responsible for the development of an enterprise wide Talent Acquisition Program that included succession planning, retention strategies and training to identify high potential employees.

• Provided leadership on the development of an employment branding roadmap and a global orientation program.

• As a member of a Human Resources Task force, responsible for Talent Management, including change management and the development of global policies and procedures. Co-led the development of a Talent Management infrastructure and Competency Model development.

• Developed global recruitment strategies for Corporate and Business Units. This included the use of non-traditional strategies and leadership for ongoing effectiveness in technology, programs, and processes. CONAGRA FOODS, Omaha, NE 2005-2006

Director of Staffing/Executive Recruiting

Reporting to the Vice President of Staffing, responsible for the development and implementation of a centralized staffing function. This included the development of recruiting systems and delivery of direct recruiting services for corporate headquarters (business unit & functional staff) and executive level.

• In conjunction with Vice President of Staffing, responsible for executive recruiting on an enterprise wide basis, including Corporate and Business Segments in Omaha.

• Worked closely with the executive team to develop strategies for the executive and corporate functions within ConAgra Foods.

• Provided leadership on strategic staffing, technology, processes, and systems. Introduced new tools to improve effectiveness in staffing operations.

• Handled all large-scale recruitment projects on an enterprise basis, including but not limited to executive recruiting, college recruiting, professional and specialty hiring initiatives. NORTHERN TRUST, Chicago, IL 2004-2005

2nd Vice President

Reporting to the Vice President of Staffing, held responsibility for recruitment in the investment and institutional services area.

• Responsible for managing recruitment activity and providing comprehensive support for Corporate and two of the largest Business Units (Investments & Corporate/Institutional Services) within Northern Trust.

• Worked closely with clients to develop recruitment strategies in alignment with business needs.

• Developed strong relationships with client groups by providing strategic direction in the recruitment of complex roles.

• Developed recruitment strategy templates to guide recruitment efforts within all functional areas. IRMA LONG 312-***-****- ********@*****.***

RR DONNELLEY, Chicago, IL 2000-2004

Sr. Recruiting Manager/Program Development

Reporting to the Vice President of Staffing, held responsibility for the development of strategic staffing practices, which included the implementation of on-line tools and processes, on-boarding/new employee orientation, and tools for executive level hiring.

• Responsible for providing leadership in the development of innovative employment strategies and tactics for professional and executive level recruiting.

• Responsible for managing and communicating metrics and measurements pertaining to executive recruiting and corporate and business-unit functions.

• Worked closely with all levels of executives to facilitate the achievement of qualitative and quantitative staffing results, which included diversity hiring objectives for all salaried positions. BUDGET RENT A CAR, Chicago, IL 1992-1999

Staffing Manager/Employee Relations/Benefits Administration Reporting to the Vice President/Director of Human Resources, responsible for HR Generalist duties that included employee relations, benefits administration, compensation, training, and recruitment. Specific responsibilities included the development of procedural manuals, policies, and design of staffing and benefit programs.

• Provided strategic leadership for executive and professional-level recruiting.

• Developed College Recruiting Program with cutting-edge collateral material.

• Led the development of e-recruiting technologies that resulted in significant reduction in cost for the staffing area.

• Developed recruitment programs and guides for professional and executive-level recruitment.

• Handled employee relation issues and grievances.

• Handled Diversity & Inclusion initiatives and program development.

• Handled benefits administration which included the development of innovative employee engagement programs.

• Restructured compensation portal to simplify the benchmarking process in the market. ACCOMPLISHMENTS:

Developed and implemented strategic staffing models and structures on a domestic and international level to establish a high level of excellence in recruitment. The implementation of various strategic roadmaps led to improved metrics, employment branding, system excellence, and talent leadership assessment. Implemented Talent Management Strategies which included a leadership framework and assessment process on a global basis. Specific results achieved included higher ratios in Diversity Recruiting; Awareness and Engagement with our brand; Employee and Candidate Engagement; High efficiency ratios in recruitment through AI (Artificial Intelligence) strategies; and large-scale cost savings through the implementation of innovative strategies in Talent Acquisition and Talent Management.

EDUCATION & CERTIFICATIONS:

EDUCATION: DePaul University-M.A. with concentration in HR (GPA 3.9 out of 4.0); St. Joseph College-B.S. in Business Administration/B.S. Economics-Magna Cum Laude (GPA 3.8 out of 4.0). Currently pursuing Ph.D. in Organizational Leadership & Development. Authored a resource guide for staffing professionals. CERTIFICATIONS: AIRS (Advanced Internet Recruiting Strategies), Behavior Interviewing, Executive Leadership (Center for Creative Leadership). Pursuing Organizational Development Certification.

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