Grace P. Wolfe

** ******* **** ***

Benson, NC **504

adz5ob@r.postjobfree.com

973-***-****

HR COMPETENCIES

,

Full Life Cycle Recruiting and Management, Leadership Development Assessment, Community Involvement and Outreach Programs, Internship/Leadership Development Programs, HR Communication and Strategy, Performance Management, Culture Development

Consumer Products, Life Science, Healthcare, Specialty Chemicals/Materials, Real Estate/Property Management, Retail/Sales

Systems Experience – Success Factors, Paychex, ADP Virtual Edge, Peopleclick, ADP WorkForce Now, Peoplesoft, Taleo

Experience

Maine Pointe 1/22 - Present

Manager, Talent Acquisition and Resource Management

Supply Chain Management Firm – Consulting Talent Lead for All Practices and Projects Teams

Partner with Business Development and Delivery Team Leaders to create high performing teams whose purpose is to effect significant and sustainable improvements to clients’ supply chains.

Identify and attract high level subject matter candidates/experts to ensure the success of delivery teams.

Maintain relationships with large contractor-based consultant pool.

Manage skills matrix, identify gaps, and create talent acquisition plans to ensure all gaps are filled and back up resources identified.

Manage CRM database/ATS and ensure data is up to date and accurate.

Provide RMS reporting as needed.

Translate business plans created by BD leadership and Delivery Directors to an executable staffing plan for every client engagement.

Ernst & Young LLC 9/19 – 1/22

Experienced Hire Recruiter, Business Consulting West

Advisory – Technology Risk, Enterprise Risk, Transformation, Design & Execution, Supply Chain, Finance Transformation, CREAS

Manage Talent Acquisition Efforts to Ensure Delivery of Client Serving Talent, Driving Overall Performance for Experienced Hire Opportunities

Independently drive the planning, coordination, and delivery of recruitment for above service lines. Collaborate with Partners, Directors and Senior Managers to ensure best practices, market knowledge and the ability to source exceptional talent. Serve as an ambassador, embodying the EY culture and reputation.

Deliver appropriate sourcing strategies, paying particular attention to diversity initiatives and creative sourcing techniques.

Ensure a full understanding of the business, the external talent market and trends.

Develop the branding strategy in the recruitment lifecycle.

Collaborate with the practice and US People Team by using sound business judgment and outstanding communication skills to ensure the ultimate hiring decision and excellent candidate/new hire experience.

Collaborate with team to develop a firm wide Reverse Mentoring program to increase desired visibility for our Seniors, bridge generational gaps, and increase knowledge of new and cutting-edge technological developments in the Industry for our Partners.

Develop and deliver job seeking strategies LIVE, providing suggestions and guidance on staying relevant when seeking work, part of an effort to leverage the Recruiting Talent in our function to make a difference for others during a challenging time in history.

Collaborate with project team to nationally expand awareness of internal career support center, provide guidance to Partners on career support offerings, educate on how this can be leveraged for key external clients.

ABB, Inc., Electrification Products Industrial Solutions 9/18 – 8/19

Talent Partner (one year contract)

NRT LLC, Division of Realogy 4/17- 7/18

Manager, Executive Talent Acquisition (one year contract extended to assist with system transition)

Spearhead Talent Acquisition Efforts to Improve Overall Performance for Management to Executive Level Opportunities

Reduced Agency Use in 2017 by 70% over 2016 by leveraging current tools and maximizing opportunities and partnering with hiring departments to network opportunities for maximum exposure

Partner with executives in hub offices nationally on talent improvement needs and elevating performance.

Spearhead talent improvement efforts that impact the screening/new hire/hiring/onboarding process.

Identify opportunities and process issues that improve quality of hire, seamless on-boarding, long term retention, and a quality pipeline of fresh talent.

Ensure compliance with all policies and procedures and national initiatives.

Develop improved recruitment strategies for management level and hard to fill opportunities, including LinkedIn recruiting, social media maximization, job board optimization, and recruiting marketing materials.

Design and develop a strategy to build a pipeline of recent college graduates for hard to fill entry level opportunities.

Initiate and develop relationships with local universities and technical schools to promote the company as an employer of choice for new graduates.

Design a job fair strategy to increase community awareness and increase knowledge of Realogy as an employer of choice.

Cytec Industries, Inc.

Global HR Generalist/Global Corporate Recruiting Manager 12/13 – 10/16

Generalist Support of Global Corporate Procurement – Direct/Indirect and Global Customer Service and Logistics. Global Recruitment Support and High Priority Special Projects for Internal and External Talent Identification and Development. Accelerated Hiring Process to Complete an 80 Requisition Global Hiring Initiative in Support of a Strategic ERP Implementation in 90 days.

Develop a proactive recruitment strategy, including job posting optimization, recruiting marketing channel development, social media strategy, job board procurement, digital and non-digital employment marketing, comprehensive recruitment campaign planning, and talent planning.

Manage the global recruitment process and lifecycle, including initial assessments, interviews, offers, onboarding, and orientation programs.

Initiate and manage university relations and campus recruiting efforts including internship programs and the leadership development program.

Manage career development initiatives, workforce planning, and succession planning by analyzing staff capabilities, projecting demands, identifying the gaps between the two, developing solutions, and measuring the success of the solutions.

Mentor and develop two HR Assistants including train them in recruiting, basic HR initiatives/skills, time management, communication skills to encourage their development as well as improve department efficiencies.

Partner with global departments to continuously improve the effectiveness of the performance management process.

Manage and guide development of corporate culture team initiatives and performance management process.

Develop and implement employee appreciation programs and team building events.

Head the Leadership Assimilation Program for new leaders.

Support employee relations activities including performance improvement planning and internal investigations.

Ensure compliance with all Cytec human resources initiatives and processes in alignment with corporate goals.

CCA Industries, Inc. 11/12 – 11/13

Manager, Employee Development (downsized from 150 EEs to 10 EEs)

Establishment of the Talent Identification and Management, Employee Development, and Culture Improvement Initiatives for the Corporate offices, Sales Force, and Distribution Center of this $70M consumer products company. Implemented cost savings initiatives resulting in $160K savings in recruiting fees by sourcing candidates directly. Developed and implemented best practices in onboarding/orientation/talent management process.

Implemented career development, workforce planning, and succession planning by analyzing staff capabilities, projecting demands, identifying the gaps between the two, developing solutions, and measuring the success of the solutions.

Partnered with business units to continuously improve the effectiveness of the performance management process.

Developed and implemented employee appreciation programs and team building events.

Championed both external and internal hiring efforts (internal recruitment- assessment of employees for different or more senior roles.)

Identified and sourced appropriate talent for current open roles within the organization.

Developed the recruitment process and lifecycle, including initial assessments, interviews, offers, onboarding, and orientation programs.

Develop relationships with local businesses to provide opportunities to our employees who were being laid off due to company downsizing.

Serve as an advisor for those being released to polish resumes and identify possible opportunities, prepare them for their first interviews.

Robert Half International 7/11 – 11/12

Recruiting Manager

Development and management of relationships with key accounts across all industries.

Recruited finance and accounting candidates for positions within various industries.

Screened, developed, and educated candidates on the interview process.

Negotiated offers and finalized employment agreements.

Generated new business relationships as a result of networking contacts.

Attended and participated in new business meetings and consulting contract negotiations.

dressbarn, inc. 9/06 – 7/11

Manager of Recruiting

Establishment of the Talent Acquisition function for the Corporate Headquarters, Field Sales Management Team, as well as the Distribution Center. Conducted executive searches for positions including the VP level, total cost savings of $300K in fiscal 2008, $350K in 2009, and $350K in 2010. Improved quality of hire, in both education and years of experience. Increased retention rate of new associates hired by 14%.

Partner with executives to develop recruitment strategies for open positions at all levels of the organization.

Recommended innovative sourcing ideas to generate qualified candidates.

Partnered with outside agencies, to generate candidate flow when needed.

Maintained strong relationships with external network, contacts, and vendors to leverage this resource to improve time to hire.

Ensured a thorough, comprehensive screening process and positive candidate experience.

Conducted and trained associates in evaluative behavioral based interviewing.

Established a SOX compliant recruiting process in conjunction with Internal Audit to bring company into compliance.

Checked supervisor references, conducted specific background checks and drug screenings as required.

Lead new system design, training, and implementation from the TA side.

Developed a new hire mentorship and buddy program to increase engagement and productivity.

Established internship programs and university relationships to improve entry level hiring program in key areas.

Designed a positive new associate experience through internal coordination of work area, systems, orientation, and onboarding training schedules prior to arrival.

Managed new hire follow up at intervals of 30 days, 90 days, and 1 year and collect feedback to improve process.

Supported the distribution center staff in Suffern NY, as the DC was being moved to Ohio. By developing and leveraging relationships with local companies, distributors and agencies, all staff was placed by the time the Center closed.

Bayer Consumer Care 6/04 – 9/06

Senior Staffing Specialist

Consumer Care Organization/North America, US based Global Consumer Care Employees, as well as the Bayer Healthcare Organization’s Procurement Function.

Designed and implemented SOPs for staffing process, onboarding process, and background review requirements.

Developed promotional recruiting materials and oversee inventory of recruiting materials, incorporating a cohesive Employer of Choice image.

Developed and implemented college recruiting, professional association, and job fair strategy.

Analyzed the effectiveness of recruiting strategies by generating cost/benefit reports and benchmarks best practices and industry standards.

Provided strategic staffing activities to attract and hire diverse non-exempt and exempt level positions. Technical Operations, Regulatory, Clinical Research, Product Development, Sales, Marketing, Finance, and Administration, etc.

Partnered with line managers in the development and implementation of recruiting strategies for all requisitions and overall site, including diversity sourcing, and specialized recruiting efforts.

Provided advice to management concerning market availability, selection criteria, and competitive salary offers.

Utilized BEI question database and recruiting applications, and provided training on system usage to managers and assistants.

Lead role in the development of new BEI questions for Key Divisional, Leadership, and Technical competencies.

Education

University of Delaware Newark, DE

Pre-veterinary Science (incomplete)

Fairleigh Dickinson University 1/2016

SHRM CP/SCP preparation course

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