Call Center Summer Internship
Resume:
E.H. White Resume
ERNEST H. WHITE
650-***-**** ********@***.***
Talent Recruitment and Human Resources professional with experience developing robust recruitment plans for in house and RPO teams. Responsible for managing and creating sourcing plans for hires using leading social media outlets. EXPERIENCES
Full Cycle Independent Recruitment Contractor - Bay Area – December 2018 to Present Tri Counties Bank – South San Francisco, CA
Senior Recruiter – Talent Acquisition – December 2019 – March 2020 Full life cycle (solo) recruiting efforts for all company functions for the western region. Cytokinetics – South San Francisco, CA
Senior Recruiter – Talent Acquisition – November 2018 – July 2019 Full life cycle (solo) recruiting efforts for all company functions. Also responsible for internship program and various recruiting projects.
Senior member of G & A talent team
Partnered with Finance, Strategic Sourcing, Human Resources, and Facilities, Employee Success, IT and Legal to fill open positions. Gilead Sciences – Foster City, CA
Senior Recruiter – Talent Acquisition – March 2016 – April 2018 Lead full life cycle recruiting efforts for G & A functions. Develops recruiting strategy and act as lead for recruitment of candidates for open requisitions with hiring managers. Utilizes a proactive approach with excellent leadership to build rapport with clients, colleagues and interface with individuals at all levels to fill open requisitions.
Senior member of G & A talent team
Partnered with Finance, Strategic Sourcing, Human Resources, Employee Success, IT and Legal to fill open positions.
Source and contact passive candidates in addition to review and selection of numerous applicants
Full cycle recruiting (from sourcing to hire, including scheduling).
88% acceptance rate on all offers extended.
Led process improvement project lead “Assessment Center” (Mass) interview days. (Streamlined entire interview process.)
Team lead for all G & A summer internship processes (Responsible for 30 internships.).
Negotiated compensation packages with candidates and analyzed current compensation of similar incumbents to ensure internal equity FinancialForce – San Francisco, CA
Senior Talent Specialist, August 2015 – January 2016 Managed the Recruitment process, sourced candidates in support of the Sales Engineering and Enterprise Sales teams that are obtaining customers via products that are supported and built on the Salesforce platform.
Guided Hiring Managers through Recruitment and selection process (es).
Identified key behavioral and technical competencies that drove success, shared sourcing strategy, set expectations around process and timeline(s).
Drove the process in order to improve quality, reduce turnover, increase skills match and reduce time to fill.
Conducted behavioral interviews using behavioral – based competency talent selection methods.
Monitored, managed and forecast audit in order to meet short and long-term hiring goals. Kaiser Permanente – Oakland, CA
Recruitment Operations Manager, September 2013 – August 2015 Reporting to the Director of Talent Acquisition, this role was responsible for leading all day-to-day talent enablement and operational programs for a geographically-dispersed recruiting organization. Provided thought leadership and consultative support through the development and management of recruiting programs, defines, reassess processes and procedures that address strategic business needs of all new hires in Talent Acquisition. Lead and set strategic direction on all elements of employment branding and marketing, systems, tools selection (and management), vendor selection (and management), recruiting administration, reporting, analytics and compliance.
Oversee recruiting operations for internal and external candidate recruitment processes.
Manage employee roster that consists of 30 members that filled over 8,000 positions and posted 23k positions for 2 regions in 2014.
Provide and direct consultation to local area managers and key medical facility leaders to assure an efficient and compliant recruitment process.
Performs in-depth analysis of recruiting strategies, metrics (SLA’s), identify trends in the field, process improvements, and provides recommendations for improving recruiting processes, as well as employee satisfaction, performance, and retention.
Develop ongoing effective screening, interviewing and assessment tools and implement strategies to create candidate pools.
Act as internal guru to client groups on candidate sourcing, niche sites, social media, use of networking, and targeting diversity programs/organizations as well as professional organizations.
Develops, assists, builds and maintains relationships with hiring teams and viable candidates through ongoing sourcing, communication and managing future interest candidate portfolios.
Responsible for maintaining and updating my staff on applicable laws, regulations, and trends in recruitment, organizational policy, benefits and compensation, EEO, relocation and all collective bargaining agreements. E.H. White Resume
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IBM –Philadelphia, PA
Recruiting Operations Director, May 2008 – September 2013 Designed and implemented the recruiting and retention strategies for client groups. Also identified continuous improvement opportunities for recruitment activities and employee retention. Manage third party vendor relationships. Ensures compliance with Company's standards to meet FCC and OFCCP guidelines regarding hiring reports and records. Optimize service delivery, maximize client satisfaction, hit goal targets, and contribute to the overall profitability, success and positive image of IBM with the client (Last assignment on site at Ford Motor Company for over 18 months.).
Lead a team of thirty recruitment personnel and responsible for over two thousand hires a year for five client groups in the Tech Industry, Start-ups, Medical Devices, Industrial Manufacturing, Automobile (Ford) and Oil & Gas while also sourcing for requisitions that I was responsible for closing.
Created and implement in depth sourcing, staffing and retention strategies that support business staffing objectives, improve employee workforce, business performance, and gain a return on investment for the business (Tech Positions filled – Systems / Infrastructure engineers and Architects, Front & Backend Engineers.).
Performed in-depth analysis of recruiting strategies, identify trends in the field, and provides recommendations for improving recruiting processes, as well as employee satisfaction, performance, and retention.
Ongoing operational management of all service delivery across North American (Including Mexico and Caribbean.), ensuring fulfillment, SLA overachievement and cost efficiency.
Conducted exhaustive top-down evaluation of hiring trends, training needs and personnel needs of the team(s).
Successfully own and manage a 12M P&L annually.
Lead implementation efforts of all processes and new recruitment software in order to solidify processes.
Co – Lead for project with Providence Healthcare in Seattle Washington (New warehousing division.). DENTSPLY International, Inc. – York, PA
Area Human Resources Manager, 2007–2008
Corporate Director - Diversity and U.S. Staffing, 2003–2007 Promoted to positions with increasing levels of responsibility at world’s largest dental products manufacturer. Oversaw two administrative divisions and two manufacturing divisions encompassing 2400 staff; acted as liaison between individual sites located in several states including a call center and corporate headquarters. Managed the sourcing, recruitment and selection of all exempt positions for North America. Area Human Resources Manager, December 2007– May 2008
Championed employee productivity by designing and implementing company-wide strategies improving work processes, controlling costs, and ensuring that employees followed federal, state and local regulations to boost HR and Safety compliance; resulted in resulted in fifteen percent less downtime and reductions in work stoppages, and idling.
Cultivated trust with unions consisting of up to five thousand represented employees, coaching, working carefully to balance employee needs while effectively representing company interests with SEIU labor groups.
Owned and managed budgets and trendy for both teams.
Increased sales production ten percent within sixty days by developing employee engagement plan to overcome staff resistance to implementation of new commission-based sales programs; created survey asking twelve team members to take ownership of redesigning own job descriptions to foster involvement in compensation restructuring process.
Administered all corporate area human asset strategy development and implementations, including developing tactics for quality candidate sourcing, screening, interviewing, and filling of exempt / nonexempt technical (Front end software team members and managers.) and non-technical positions in multiple US office locations; consistently met diversity, gender, (Clinical) sourcing, and recruiting goals for hiring.
Improved employee relations by fostering open dialogues between managers and employees, encouraging leaders to provide clear performance expectations and development plans via online 360 peer review tool allowing employees to access past performance reviews, current objectives, and opportunities to better manage talent and create succession planning strategies.
Coordinated and administered salary and benefit programs, including fixed and variable compensation plans. Corporate Director - Diversity and U.S. Staffing, March 2003 – December 2007
Identified to lead newly centralized staffing department; transformed fractured divisions with widely varying recruitment policies and procedures into single, smooth-functioning unit with consistent hiring practices. Reduced time required to fill positions by more than thirty days within two years of creation of centralized department. Also filled openings for Medical Affairs, Drug Substance, and Engineering and Science departments. (Frontend software team members and managers.).
Restructured entire Sales Force via strategic and aggressive sourcing plans.
Led design and implementation of first-ever corporate diversity strategy by guiding organization into incorporating industry best practices in diversity recruitment, resource groups, training, and community services; integrated initiatives into vendor management polices as well.
Realized $5.5 million in cost savings over 4 calendar years by negotiating rates with on-site sourcing companies; leveraged past fill rates and forecasted openings to reduce commissions by ten thousand dollars per senior – level placement and fifteen percent on all other openings.
Built proactive company succession planning programs and collaborated with senior management to create initial Leadership Development Program.
Coached managers in the areas of screening applicants, development, retention, orientations and administrating exit interviews administration to ensure a positive and consistent for candidates and new hires. Braun Medical, Inc. – Allentown, PA
Senior Manager - Human Resources, January 2002 – March 2003 Directed comprehensive human resource functions for two medical device manufacturing facilities, call center operations and one warehouse with total employee population of approximately 450, advising workforce o n personnel policies and procedures such as equal opportunity, anti-discrimination, and occupational health and safety programs. Monitored employees for signs of attempts to organize areas of the business not under Bargaining Unit control. Also participated in the recruiting efforts for many Senior and Management roles.
Built employee relations to new favorable levels, including establishing grievance committee meeting weekly to consider employee complaints; established proper channels for issue discussion that lead to an increase in team productivity.
Instituted proper policies and procedures including initiating the use of identification badges, time clocks, and effective tracking of sick and vacation time; designed and implemented new benefits / compensation packages and employee appraisal procedures.
Developed e – learning and implemented new training programs geared to foster a more hospitable workplace; conducted anti-discrimination training, EEO compliance provided education to managers regarding 360 feedback sessions, delivered new hire orientations, and provided explanations of new time/attendance system and procedures to employees. E.H. White Resume
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Hill-Rom, Inc., Hatboro, PA
Manager - Human Resources, Safety and Facilities, June 2000 – December 2001 Administered team of 8 staff and oversaw $8 million budget; worked collaboratively to cultivate positive working relationship with (BAC) International Union of Bricklayers and Allied Craft Workers, and re-designed facilities to meet corporate ergonomic initiatives and implemented wellness program for employees. Directed all human resource functions during company and facilities closures. EDUCATION
Bachelor of Science in Marketing
Johnson & Wales University – Providence, RI
Executive Leadership Degree
University of North Carolina – Chapel Hill, NC
Professional Development:
Graduate, Center for Creative Leadership - Senior Management Leadership and Learning Management Program Certified General Electric Six Sigma Green Belt
AIRS Certified Internet & Diversity Recruiter (Boolean Searches) Certified Benchmark 360 Facilitator
Graduate, Society of Human Resources Management – Villanova University Human Resources Certification Program ATS Experiences:
Taleo, Jobvite, Greenhouse, iCims, Brassring, Peoplesoft, Success Factors, Peopleclick and ADP. AFFILIATIONS / INVOLVEMENT
Member, Society for Human Resources Management – National and Local Member
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