Executive Manager
Resume:
Daniel J. Hansen
Atlanta, GA
**************@*****.***
I am an experienced, global talent professional with a proven track record of delivering results within blue chip organizations. I am culturally sensitive, with significant experience across a broad range of geographies and functions.
LexisNexis Risk Solutions
LexisNexis Risk Solutions is a leader in providing essential information to help customers across industry and government assess, predict and manage risk.
Contract Talent Acquisition Partner (2018-2019)
●Accountable for executing recruiting assignments and managing the complete talent needs of multiple client groups.
The Federal Reserve Bank of Atlanta
The Bank is part of the central bank of the United States. The Federal Reserve System—the Fed, as it is often called—consists of twelve Reserve Banks located around the country and the Board of Governors in Washington, D.C.
Lead, Talent Acquisition (2015-2018)
●Acted as both individual contributor and lead of 3 talent acquisition professionals to deliver permanent, contract and contingent labor hiring for the Bank.
●Conducted an end-to-end review of current processes to identify inefficiencies and create a scalable process for the Bank.
●Designed, deployed and refined recruitment metrics dashboard that has been adopted for use across the entire Federal Reserve System.
Serta Simmons Bedding, LLC.
Serta Simmons is the leading bedding holding company in the U.S. with nearly 7000 employees in the U.S., Canada and Caribbean.
Manager, Talent Acquisition and Relocation Services (2014-2015)
●Hired to create the first ever recruitment function for a recently formed, private-equity owned consumer products producer with an expected annual hiring volume of approximately 1500.
●Manage all executive level hiring across the organization (Sr. Director FP&A, VP, Product Design, VP Labor Relations).
●Led the Talent Acquisition Team to deliver a consistent high quality service to key stakeholders.
●Initiatives included the implementation of a Recruitment Process Outsourcing (RPO) relationship for high volume hiring needs in manufacturing, design and launch of new applicant tracking system (ATS) and development of a Managed Service Provider (MSP) for contingency labor workforce.
●Managed complex relocation program involving the moves of approximately 150 employees annually.
The Coca-Cola Company
Coca-Cola is the world's leading manufacturer, marketer, and distributor of nearly 400 brands of non-alcoholic beverages.
Manager, Talent Acquisition - Europe (2011-2014)
●Led, coached, mentored and directed day-to-day activities for team of Recruiters and Staffing Coordinators across entire 40 country European business – expanded to manage recruiting for Eurasia and Africa during short-term maternity cover for peer.
●Responsible for executive level searches for world-class talent across all functional areas within the geography.
●Diagnose and redesign end-to-end hiring, including, implementing common metrics, tools, processes and technology solutions delivering higher quality hires and annual savings of over $3M across Europe.
●Built internal talent sourcing capability of recruiting team to recruit top quality talent. Integrated and trained entire team on LinkedIn recruiting solutions to increase direct candidate sourcing results.
●Created a regional preferred supplier list of search partners composed of both global and regional firms.
●Designed and activated key management routines and metrics to ensure continuous forward movement of organization to best in class vision. Activated global scorecard with key leading and lagging indicators to optimize productivity.
Senior Executive Recruiter – Atlanta (2009-2011)
●Responsible for establishing an in-house sourcing function for the Corporate Center
●Global responsibility for leading sourcing to proactively identify and develop executive level talent across key functions within the Company resulting in higher quality hires at reduced costs to the organization.
●Partnering with HR to deliver external talent for key positions across Marketing, Commercial and Franchise Leadership.
●Co-developed and executed in partnership with Dir. Executive Recruiting for CEO sponsored initiative to recruit global General Management talent for emerging geographies.
●Talent Mapping and pro-active building of external talent pools aligned to future business needs
●Partner with Global Talent Acquisition Leadership team to develop vision, structure, processes and tools to build talent acquisition function as a strategic investment for the Company.
Talent Acquisition Partner – Atlanta (2005-2008)
●Accountable for executing on individual executive searches and managing the complete talent needs of multiple global client groups.
●Lead the department in delivering against hiring objectives in terms of individual external hiring, days-to-fill, total compensation recruited for, number of hires and diversity results with the Company.
●Develop and sustain effective consultative and collaborative relationships with clients, candidates, peers and both internal and external business partners at all levels.
●Team lead to execute against key organizational build-out initiatives and restructures for Strategy & Planning, Information Technology, Global Human Resources and Global Public Affairs client groups.
●Extensive knowledge of candidate evaluation/interviewing, client relations, employee referral programs, employment law/EEO-AA, college recruiting/internship programs, internet-based recruiting, live event recruiting, offer negotiations, relocation practices, resume management systems, targeted-research based recruiting, test administration, industry and skill specific compensation levels and visa/immigration practices/procedures.
Korn/Ferry International
Korn/Ferry is a leading provider of worldwide executive search and other human capital consulting services.
Senior Associate - (2000-2005)
●As a Senior Associate, was responsible for managing the entire search process and management of client relationships around senior level searches. Search assignments have ranged in size from the $300,000 level executives to $1,000,000 salary level executives. This entailed full responsibility for managing the search process to include search strategy development, target company identification, name generation, complete candidate development, behavioral-based interviews and reference checking. Also responsible for complete client management, regular client updates, offer negotiation and closure during the search process.
MBA, International Management - Mercer University, Atlanta
BA, Government and Politics - University of Maryland at College Park
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