Talent Acquisition Entry Level
Resume:
ISAIAS ZAMARRIPA
*** **** ******, ********* ** **542
Cell: 612-***-**** email: *******@***.***
PROFESSIONAL SUMMARY
20+ years of Talent Acquisition & Diversity leadership in Fortune 100 companies. Demonstrated success in attracting, recruiting, onboarding and retaining top talent. Proven ability in developing TA strategies for entry level, mid level and executive jobs in highly matrixed and global companies. Strong background in working with C-level clients becoming a business partner and not just an order taker. Leader in helping mentor and grow a recruiting staff that acts proactively in sourcing best talent in the Global marketplace. Global experience helping drive employee brand and employer of choice in different countries. Have driven Talent Acquisition initiates using strong data analytics for B2B and B2C customers. PROFESSIONAL WORK HISTORY
Bristol Myers Squibb Princeton, NJ (started working remotely from Minneapolis) July 2020 - June 2022 Director of Operations & Strategy for PBRGs
Report directly to the CDO managing the 8 PBRG (People & Business Resource Groups) and doing D&I consulting for the business leads
• Led 8 PBRG leads that have a total of 150 chapters, 44 countries and 12,500 unique individuals and managing a 7 million dollar budget. Creating changes in their business plan and impact to the business
• Working with Talent Acquisition on developing their D&I Recruitment Strategy
• Working with training and development on their unconscious bias training both as an expert and as a trainer
• Developing and helping promote our PBRG leaders careers, since they leave their job and come and work full time for D&I
• Working at the business leader level in inclusion strategies to create the outcome of Belonging in our employees
• Coaching leaders in D&I and creating a more robust diverse pipeline of their employees The Kaleidoscope Group, Chicago, IL Sept 2016 - June 2020 VP of Diversity Talent Acquisition Strategy
KG is a full service diversity & Consulting firm committed to provide customized strategic solutions to address the specific needs of an organizations culture. My specialty is Talent Acquisition in sourcing, branding, candidate experience and onboarding.
• Worked with clients in developing ERGs as sourcing engines for openings.
• Worked with clients in developing company brand from university and experienced venues.
• Developed sourcing strategies across the Global regions for Global Clothing company focused on increasing their diversity pipeline
• Worked with na@onal financial service company in crea@ng a different candidate experience and sourcing strategy
• Coached and mentored talent acquisi@on staff on best prac@ces that make an impact in @me to hire.
• Developed long term community STEM outreach for Na@onal Scien@fic Center
• Clients include Akamai, Thrivent Financial, Caterpillar, CAN, VF Corpora@on, City of Nashville and Argonne Na@onal Labs. JOHNSON CONTROLS, Milwaukee, WI
Director of Global Workforce Diversity Jan 2014 - Sept 2016 Report to VP of Diversity. Responsible for creating a Global Diversity Strategy to enhance the global pipeline of diverse Leadership by using Talent Acquisition & ERG strategies. Drive change in organizational culture to be more inclusive and become a company that is able to recruit the best talent in the marketplace.
• Analyzed the company’s workforce trends to understand our hiring, development and reten@on issues.
• Worked with VP of BUs and HR to have the discussion around the talent pipeline and moving employees to the "ready now" for promo@ons category.
• Worked with Power Solu@ons on Global Strategy in increasing our female talent pipeline across the world in Manufacturing. Led teams in China, Korea, Germany, Spain, Mexico, Colombia and the U.S.
• Responsible for being the liaison and crea@ng the strategy to work with Diversity Associa@ons including Society of Hispanic Professional Engineers (SHPE), Na@onal Society of Black Engineers (NSBE) & Society of Women Engineers (SWE). Work with SWE as they brand themselves globally.
• Re-branded organiza@on for Diversity Associa@ons and developed new recrui@ng process that included the Business Resource Groups (BRG’s) which created more hires from 3 conferences in one year than in 6 conferences a year over the past 4 years. DARDEN CORPORATION, Orlando, FL
Director of Diversity & Inclusion Sept 2012 - Sept 2013 Reported directly to the SVP of Culture with responsibility for the development of a more diverse employee population by strategically impacting Inclusion, Recruitment, Retention and development of Diverse employees through ERG leadership.
• Responsible for the Hispanic Workforce Ini@a@ve, which developed the pipeline for Hispanic employee for General Managers (GM’s) across all restaurant concepts consis@ng of over 2,000 GM’s and 200,000 total employees.
• Worked closely with Talent Management, Training & Development, Talent Acquisi@on & company Presidents to develop strategic ac@on plans for their pipelines. This strategy was @ed to the Hispanic outreach marke@ng ini@a@ve of bringing more Hispanic customers into the company’s restaurants.
• Set corporate diversity goals for all func@ons in headquarters and the field including the Execu@ve Team, which created clear accountability and results driven ac@on plans.
• Provided leadership and direc@on to all of the company’s ERG’s. Directed the re-branding process and transi@oned Employee Networks to ERG’s being @ed to business results.
THREE DEGREES FROM ISAIAS, Minneapolis, MN Jan 2010- Sept 2012 CEO
Created a recruitment agency focused on consulting and recruiting diverse employees in corporate America.
• Provided consul@ng on diversity, employee networks and execu@ve recrui@ng.
• Retained by General Mills to help outsource candidates.
• Consulted on employee networks with Travelers Insurance, Ecolab, Wrigley and Amoco
• Made placements at Dannon, Google, J&J and Land-o-Lakes.
• Addi@onal client engagements with Hormel, Cargill and Travelers Insurance. GENERAL MILLS, Minneapolis, MN 1999 - 2009
Director of Diversity & Talent Acquisition 2005 – 2009 Brought in initially as an experienced talent acquisition professional to help increase the diversity of corporate jobs in Minneapolis. Expanded responsibilities to impact and drive General Mills to be a more Diverse and Inclusive workplace, had responsibility for all the ERG’s.
• Led all the ERGs and helped their leadership develop larger pipelines of diverse candidates, which resulted in a 50% increase in diversity candidates who were promoted internally.
• Developed reten@on programs that significantly reduced the turnover of diverse employees by 50%.
• Increased the hiring of diverse candidates by implemen@ng an abrac@on, recruitment and Onboarding strategy that led to the highest number of diverse candidates hired in a year in the company’s history.
• Worked closely with Divisional Presidents in the development of diverse strategies for the increase, reten@on and development of a future leadership pipeline within the divisions.
• Created a strategy for experienced staffing & passive candidate mining that was used over 8 years.
• Managed recrui@ng managers to develop a recrui@ng strategy across all func@ons which significantly decreased hiring cycle @me and increased the number of diverse candidates.
Director of Experienced Staffing & Diversity 2003 – 2005
• In charge of all external hiring at corporate headquarters.
• Developed and implemented a senior management accountability strategy providing clear and measurable goals. This helped create the Diversity Scorecard that each VP had to review with the CEO.
• Involved in all high level searches at the organiza@on.
• Par@cipated on the Branding Team which helped re-direct our recruitment brand.
• Selected to be on the Integra@on Team for staffing with the company’s purchase of Pillsbury. Director of Experienced Staffing & Diversity Sourcing 1999 – 2003
• Created and executed first “Bring a Friend Night” which involved all ERGs to help source candidates.
• Worked with Canada and Mexico on staffing HR & Plant Managers.
• Worked with leaders of each func@on to tailor the recruitment process to their needs.
• Worked on the re-branding strategy for our campus outreach.
• Developed a Hispanic recrui@ng strategy for the organiza@on with a focus on Marke@ng talent.
• Created ‘Hispanic Revisit Weekend’ that was highlighted in the Hispanic Corporate Council as a best prac@ce in Corporate America for recrui@ng Hispanics.
• Worked closely with diversity-focused networks to ensure significant representa@on of candidates during the hiring process leading to the highest Hispanic recrui@ng year in the company's history.
• Reduced the use of outside agencies from over 70% to less than 19% of total hires. Created vendor agency agreements that reduced the number of agencies used from over 100 to 15 in the first year. AMOCO CORPORATION, Chicago, IL 1995 - 1999
Recruiting Manager
• Managed a team of five.
• Through diverse strategic methods (college recruitment, experienced hires and employee referrals), increased minority representa@on across all func@ons.
• Sourced 75% of placements, elimina@ng the use of outside agencies, saving the company over $8 million in placement fees. Increased diversity hires by 67% and staffed 40% of all outside recrui@ng during tenure. EDUCATION, RECOGNITION LEADERSHIP & PROFESSIONAL AFFILIATIONS COLUMBIA UNIVERSITY Graduate School of Business, New York, NY MBA, Human Resource Management
• Full tui@on scholarship from Cigna Corpora@on
MARQUETTE UNIVERSITY, Milwaukee, WI
BA, Psychology and Interpersonal Communications
National Society of Hispanic MBA’s Leadership
• Corporate Board of Advisors, Member, 2000 - 2010
• Corporate Board of Advisors, Chair Elect, 2007 - 2009
• Brillante Award Execu@ve of the Year Winner, 2009
• Minneapolis Chapter Founder
• Houston Chapter Founder
The Chicago La@no Film Fes@val Board of Directors 2000-2007 Na@onal Conven@on Speaker over 15 years at NSHMBA, NNMBAA, CGSM, SHPE,NSBE, SWE The Ordway Board of Directors, Minneapolis 2010-2016
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