Social Media Manager

Professional Experience

Sr. Management Talent Acquisitions Leader 7-Eleven May 2019 – Present

Management of Talent Acquisitions for all levels: coordinators, recruiters, Sr. recruiters, and project coordinators

Train new hires

Manage Talent Acquisitions employees

Managing full cycle recruiting for Executive, Directors, VP, C- Level, Sales, IT, Digital, and Corporate roles

Internal consultant to VP, Directors and Hiring Managers for their respective organizations to determine and fulfill their recruiting needs

Analytics – forecasting KPI’s, recruiting metrics, hiring, data analysis

Identified and qualified potential applicants.

Sourced, searched passive candidates, interviewed and referred qualified applicants to hiring manager. Utilized: LinkedIn, and by cold calling competitors (also manage team with this function)

Social Media Branding trained

Competent in all HR functional areas (staffing, compensation, learning & development, etc.), and thorough knowledge of applicable employment laws (EEOC, OFFCP)

Vendor relationships

Assist managers as on interview process and on occasion, worked with them on employee issues.

Guide workforce and succession planning/org design

Work with all executive level management on all levels

Korn Ferry - Sept 2018 – Apr 2019

•Created and executed multi-channel strategies to source candidates that met client profile and/or building talent pools for current and future engagements

•Identify & communicated continuous improvement opportunities and strategies

•Conducted role briefing with clients and set expectations for recruitment process

•Process management and sourcing

•Subject matter expert with applicant tracking systems, candidate sourcing methodologies and recruitment process effectiveness

•Follow agreed client recruitment process for recruitment delivery

•Use competency interviewing to identify and differentiate candidate in presentation and shortlist process

•Candidate relationship management

•Effectively communicate position opportunity and client value proposition

•Full cycle recruitment and sourcing for Executive level, management and all other levels including sales

•Market Mapping to strategize in finding the right candidate

•Boolean searches, Retained Search strategies

TA Operations Manager Delivery Team Lead 2015 IBM- Nov 2011 – Sept 2018

TA Lead Recruiter IBM 2012

TA Staffing Consultant IBM 2011

The Operations Manager served as a point-of-contact for the client management, the hiring managers and their staffing needs. Assisted the other Lead Recruiters in managing client relationships, redefine sourcing strategies, guide the sourcing and recruiting activity of Researchers and Recruiters on the team. Operations Managers work closely with all levels of the client management, operation management and staff to define, develop, and implement recruiting strategies and planning to provide a qualified candidate pool. This role requires strong project management and recruiting experience to successfully meet customer satisfaction goals. Management of full recruitment life cycle and various attraction and selection techniques, client management experience, emphasis on time management, reporting metrics, audits, employee production metrics, managing team production and quick response time.

•Manage the recruitment process for the specified account IBM is currently contracted with: Clients were fortune 500+ accounts like: GM (General Motors), Baker Hughes, GE, Syngenta, Bosch, Motorola Solutions, CommScope and the Apollo Group

•Managed a team of - lead recruiters, recruiters, sourcing and process specialists.

•Supported over 7 divisions Talent Acquisitions and HR functions

•Expertise in change leadership and management; Effective interpersonal skills both in one-on-one situations with all levels, and in facilitating group meetings

•Served as the single point-of-contact for stakeholders clients and their recruiting and HR needs

•Management on implementing new projects for talent acquisitions

•Manage client relationships, redefine sourcing strategies, and guide the sourcing and recruiting activity of Researchers and Recruiters on with a team

•Training and coaching new hires

•Competent in all HR functional areas (staffing, compensation, learning & development, etc.), and thorough knowledge of applicable employment laws

•Ability and comfort in handling multiple tasks, changing priorities and focuses; Excellent judgment applied to balancing tradeoff decisions

•Collaborative skills applied to influencing peers and other leaders and senior management in making business decisions and solve complex problems, resolve disagreements with informed, rational debate.

•Recruited roles: Executive Management, Sales, HRIS, IT, Finance, Legal, Medical, Accounting, and the HR division. Accounting, Supply Chain, Engineering, C&P, HSE, Corporate, Legal, Medical and Chemical

•Worked closely with all levels operations management and staff to define, develop, and implement recruiting strategies and planning to provide a qualified candidate pool

•Proven Application of Business Acumen; Knowledge and experience with team dynamics and applying Organizational Effectiveness principles

•Strong project management and recruiting experience to successfully meet client satisfaction goals

National Recruitment Manager (Remote) Golden Living Apr 2010 - Nov 2011

•Golden Living was a multi-billion-dollar industry in the Healthcare industry.

•Managed the Talent Acquisitions for all levels: coordinators, recruiters, Sr. recruiters, and project coordinators

•Full cycle recruiting for Directors, VP, C- Level, Sales, Technical IT, Corporate and Accounting positions

•Implemented and managed pilot program project to hire RNAC MDS coordinators for all of the 340 facilities, became permanent program that I managed

•Managed bi-weekly report for the executives and board of directors

•Internal consultant to VP of Sales, Operations, Logistics and Hiring Managers for their respective organizations to determine and fulfill their recruiting needs

•Identified and qualified potential applicants. Prescreened, interviewed and referred qualified applicants to hiring manager

•Projected bi-weekly recruitment statistics for the RNAC project to the senior level Executives including month end reports documenting monthly activities

•Sourced passive candidates via LinkedIn, Monster and CareerBuilder and by cold calling competitor

•Social Media Branding trained other colleagues on this as well

•Competent in all HR functional areas (staffing, compensation, learning & development, etc.), and thorough knowledge of applicable employment laws

•Assisted managers as on interview process and on occasion, worked with them on employee issues

•Guide workforce and succession planning/org design

•Work with all executive level management on all levels

Corporate TA Manager (HRBP) Berendsen Fluid Power Apr 2007 – Arp 2010

Berendsen Fluid Power has 45 offices throughout the United States and Canada.

Managed the recruiting department

Partner with business leaders to support achievement of business objectives through people strategy

Develop people and culture strategy, develop programs that enhance the work environment for all employees

Performance Management: Drive and champion performance management process – goal alignment, monitoring

Oversee tactical processes: terminations, provide turnover insights and recommendations, conduct complaint

investigations and make recommendations on course of action

performance calibration at midyear and year end

Succession Planning and leadership development

Evaluating talent and planning for retention of high potential team

members through challenging career path planning and personal career development

Provide professional coaching for leaders and individual contributors

Provide compensation analysis and recommendations for new hires and internal actions

Process and policy interpretation

Oversee tactical processes: terminations, provide turnover insights and recommendations, conduct complaint

investigations and make recommendations on course of action

Recruited for all positions ranging from Clerical to Executive level and fluid power sales executives.

Functioned as an internal consultant to VP of Sales, Operations, Logistics and Hiring Managers within their respective organizations to determine their hiring needs

Identified and qualified potential applicants

Social Media Branding

Prescreened, interviewed and referred qualified applicants to hiring manager. Initiated assessments and background checks and checked references

•Coordinated travel and lodging for selected applicants

•Projected yearly recruitment expenditures for budgetary control

•Completed month end reports documenting monthly activities

•Sourced passive candidates via LinkedIn, Monster and CareerBuilder and by cold calling competitors. Placed ads on job boards

•Assisted managers as how to interview and on occasion work with them on employee issues.

•Managed all vendor relations for the recruiting department.

•Develop new policies and procedures in the analyses of pertinent operational functions of major process controls

•Managed and processed all on-boarding/training of new employees

Executive Recruiter Wolters Search Group MRI Jan 2005 – April 2007 Recruiting FirmAs an Executive Recruiter, specialized in searching for talent in all levels for various types of companies. Including the following industries: Oil & Gas and Accounting. My duties included: cold calling, search assignments, recruiting, background checks, reference checks, networking and placing ads.

Education: VBC LBC: AA - Theology 3.5 GPA (major: Business, Finance), TTC - Accounting and Business Management courses (2 additional years) PHR certified in 2010

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