Talent Acquisition Human Resources
Resume:
Lori L. Sharum
PO Box **, New Albany, MS 38652
Mobile Phone: 630-***-****
E-mail Address: **********@*****.***
HUMAN RESOURCE LEADER
Purposeful and forward-thinking Senior HR Leader with a proven track record in strategic HR and Talent Acquisition initiatives across healthcare, manufacturing and engineering. Expert in aligning human capital with business objectives, driving growth, and fostering a culture of excellence. Skilled in influencing executive teams and stakeholders. Significant experience in:
• Strategic HR Consulting & Planning
• Program Implementation
• Training, Coaching & Development
• Employee Relations
• Performance Management
• Workforce & Succession Planning
• HRIS, ATS & Software Technology
• Employment & Labor Laws
• Innovative HR & Recruitment Marketing
• Mergers & Acquisition
• Relationship Management
• Compensation & Benefit Management
• Process Improvement
• Culture & Change Management
PROFESSIONAL EXPERIENCE
New Albany and Union County School Districts, New Albany, MS Aug. 2023 to Current Career Coach & Substitute Teacher Outreach & Mentorship Employ, Enroll & Enlist all Seniors Hired to work with students of all ages, especially 11th and 12th graders. Charged with exposing, preparing and connecting students to industries, schools and occupations in order to ensure students graduate with a plan for their future. Significant Accomplishments
• Exposed students to a variety of industries, universities and US military branches by inviting representatives to the College and Career Readiness class, which all Juniors and Seniors have taken.
• Prepare students for higher education by arranging tours to various colleges and universities, with the goal to educate students about specific programs and degrees.
• Connect junior and senior students to various businesses and industries. Ensure they have the opportunity to participate in externships and internships. For example, arranged over 25 juniors to participate in various externships during Christmas break of 2025.
• Taught resume writing, interview skills and professionalism to students in preparation for mock interviews.
• Collaborate and build relationships with many community and industry leaders in order to secure tours, classroom visits, externships and internships for students. North Mississippi Health Services, Tupelo, MS Sept. 2019 to Jun. 2023 System Director of Talent Acquisition 7000+ Employees TA Team of 10 Recruiters Recruited to rebuild a culture of trust in HR and provide hands-on leadership during a period of rapid growth. Developed and executed new talent acquisition tools system-wide, which included ATS implementation for the healthcare system. This was a new concept for the healthcare system, which had never been done prior to my arrival. Oversaw all talent acquisition and support of strategic business goals aligning with human capital throughout the system, which includes 8 hospitals, 4 nursing homes, outpatient surgery centers and over 50 outpatient clinics in 24 counties in northeast Mississippi and northwest Alabama. This occurred while simultaneously managing the challenges COVID-19 presented the system. Significant Accomplishments
• Strong relationship development with NMHS department leaders, VPs, Directors, and Administrators to ensure successful systemization of Talent Acquisition.
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o Created a plan and executed it to ensure “systemization” of all community hospitals, community clinics, home health, hospice and nursing homes was successful. o Met with and forged relationships with all leaders throughout systemization process to ensure they were
“heard” and included in the new, centralized talent acquisition function. o Talent Acquisition was the first to become “systemized” and success was due to collaborative, discovery meetings, which were weekly. The transition was complete by August 24th, 2020. This was all done during the beginning of COVID-19 outbreak.
• Consistently analyzed Human Resources and Talent Acquisition needs and areas of opportunities for improvement through communication, recurring meetings, data presentation & partnering with multiple departments to achieve successful outcomes.
o Managed two weekly huddles with all direct reports and individual meetings on a rotating schedule.
Tuesday huddle focused on reporting numbers/ TA statistics from the following week.
Evaluated as a team organizational changes, concerns, and corporate communication and expectations.
Friday huddle focused on “CARES” values and a motivational message. Friday’s meeting also focused on mental health and wellness.
o Created reports, scorecards, and Talent Acquisition statistics to communicate success stories, and opportunities for improvements with leadership and TA team. o Used data to restructure TA team and implement an alumni campaign targeting RNs, LPNs and CNAs that had left the system. Invited the nurses back to NMHS, which was successful, as we were able to re-hire over 50 nurses.
o Analyzed and restructured contract staffing vendor relationships, processes, and pricing, which saved the healthcare system $500,000.
o Re-implemented and expanded the college, university, and high school recruitment outreach in 2021 when various schools and states reopened after the 2020 COVID shutdown.
• Work closely with leaders throughout the system to solve their unique employee relation issues. o For example, organized a meeting with the entire CRNA team, which consisted of 20+ mid-level CRNA employees, Chief CRNA and VP to understand retention issues. o Created and implemented a new referral program for existing CRNAs and an improved sign-on bonus program for new hire CRNAs, which included expanded offerings to be more competitive in the market.
• Designed TA’s recruitment marketing plan for the system. Worked closely with HR Systems Communication Coordinator to ensure TA had a social media, marketing and advertising strategy and presence. This included targeted ads, social media, advertising, brand campaigns, video campaigns, geo-fencing, search engine marketing, retargeting, Chatbot, paid social ads, targeted email campaigns, and video creation to tell the NMHS story. Also used marketing material on LinkedIn, Indeed, Facebook, Instagram, Twitter, and many other websites depending on organizational needs.
• Analyzed new vendors and developed relationships to refine talent acquisition marketing, social media, and TA processes. This includes price negotiating and some examples are: PreCheck, Outmatch, Harver, LocalIQ, Checkster, Matchwell, HireVue, GoodJobs, Healthcare Source, and Cross-Country Staffing. Northwestern Medicine, Warrenville, IL Oct. 2015 to Sept. 2019 Talent Acquisition Senior Recruiter 50,000+ Employees West TA team included 24 team members Brought on board the West Talent Acquisition team during a time of transition to a new Applicant Tracking System, Taleo. Having a great deal of experience and knowledge of Taleo, my skills were immediately used to train recruiters and end users. Directed hiring managers in the areas of employee relations, recruitment, retention, compliance of state and federal employment practices.
Significant Accomplishments
• Assigned to manage HR and TA projects by the VP of HR. Page 3 of 4
o Corporate restructured the Convenient Care Clinics in the West, given the task to solely managed the project by collaborating with the leaders in seven clinics and driving the project to success. Reported directly to the VP of HR on the success of the recruitment project, which consisted of replacing 65 RNs with immediate care technicians (CMAs or Paramedics). o This was a remarkably successful project, which was completed three months early to projected plan.
• Trained new recruiters within the West talent acquisition department.
• Heavy relationship management with NM senior leaders/ directors and physicians.
• Manage all open requisitions in quantity from 60 to 100. Manage recruitment for the following locations: RMG and NMG Neuroscience and Research, NMG Reproductive/ Infertility Clinic and Research, Cancer Centers, Oncology Research, Proton Center, RMG and NMG Ortho, RMG Cardiology, NMG Plastics, NMG Dermatology, Convenient Care Clinics, NMG Ophthalmology, Pharmacy in Delnor Hospital and Central DuPage Hospital, Business Office, Call Centers, and Operators.
• Full cycle recruitment working on all types of positions such RNs, APNs, PAs, Dosimetrist, Radiation Therapist, Financial Analyst, Neuropsychologist, Genetic Counselor, Embryologist, Medical Physicist, Research Assistant Physicist, Psychometrist, CMAs, Phlebotomist, Data Analyst, Patient Service Reps, Credentialing Specialist, Physician Liaison, and many other science based/ healthcare positions. o In depth knowledge of TA problem resolution within specialized roles, therefore assigned responsibility for similar roles across NM’s healthcare system, which were outside of the West TA recruitment structure.
• Strong knowledge of cloud-based Talent Acquisition tools, such as: LinkedIn, Taleo, PeopleSoft, SkillSurvey, HireVue, HireRight, Healthcare Source, CareerBuilder, Indeed and ADP.
• Vendor relationship management with recruitment firms. LS2HR, Plainfield, IL Apr. 2011 to Sept. 2019
HR Consultant Principal Owner Clients in the Chicagoland Market Created a Human Resources consulting firm designed to assist organizations in meeting business objectives through effective human resource practices, such as employee relations, training, development, recruitment, and performance management. Partnerships with manufacturing companies, civil engineering firms, electronic/ automotive companies, graphite processing plants and healthcare companies. Significant Accomplishments
• Provided OSHA training, employee coaching, counseling, and training. Also provided employee relation solutions, full cycle recruitment solutions, which included on boarding and new hire orientation.
• Taleo implementation and utilization at 2 different client sites, solid understanding of the ATS.
• Recruitment for electrical, software, computer, mechanical and civil engineers. Recruitment for business development directors and manager, CFO, controller, CTO, financial analysts, engineering directors, quality technicians, program managers, marketing support, manufacturing technicians, healthcare directors/ administrators, OT, COTA, PT, PTA, RN, and various senior level positions. IncreMedical, St. John, IN Feb. 2010 to Apr. 2011
Vice President of Human Resources 500 employees Nationwide PT/OT Clinics & Therapy Departments Selected and brought on board to transition HR from a strictly administrative function to an inclusive team, focused on best practices for talent acquisition, employee engagement, performance management, benefits, payroll system and support of strategic business goals, including mergers and acquisitions. Significant Accomplishments
• Created and implemented a new employee orientation program for the entire company, nationwide.
• Responsible for all vendor management and selection of insurance brokers, benefit carriers, payroll and timekeeping systems and staffing agencies. Through the selection process and implementation of new HR services the company was able to save $95,000.
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• Responsible for all HR initiatives and new employees that were a part of multiple mergers and acquisitions.
• Coached and assisted all managed clients, facility managers and VPs with all recruiting and HR needs. This included new customers' on-boarding process, visiting clinics throughout the country for train purposes, created succession plans, and ensured policies/procedures were followed.
• In charge of compensation analysis, which included updating salary/ wage ranges and job descriptions.
• Trained HR team to ensure cross training within the department was achieved. The Morey Corporation, Woodridge, IL Aug. 2006 to Feb. 2009 Recruiting Manager 850 employees Electronic Manufacturing Company Recruited to oversee and manage all hourly manufacturing and warehouse employees and temporary employees along with all salary new hires. This includes all corporate level roles within accounting/ finance, engineering, procurement, process improvement, quality, and sales departments. Significant Accomplishments
• Exceeded monthly hiring and recruiting goals during record growth within the company. 475 employees in 2006 to 850 employees at the beginning of 2009.
• Collaborated in HR to ensure union avoidance was secure and hourly employees were retained by giving proper attention in a timely manner to avoid issues and resolve concerns.
• Streamlined and created a more effective new hire orientation and employee retention program.
• Created and conducted training classes for directors, managers and supervisors pertaining to employment laws and behavior based interviewing techniques.
• Created and managed the RFP process when analyzing the use of onsite staffing vendor to manage hourly workforce. Invited vendors and collected all proposals.
• Selected top universities in IL. and IN. to recruit from for engineering internships and entry-level salary positions.
• Used conversational Spanish language skills with hourly employees and candidates when needed. PREVIOUS EXPERIENCE
Volt Service Group, Portland OR Area Manager (responsible for 3 P&L/ branches) Supplemental Health Care, Fort Lauderdale FL Division Manager of Nursing and Allied Staffing Spherion, Houston Richmond Office TX Sr. Branch Manager Adecco Employment Service, Houston Galleria Office TX Sr. Branch Manager Adecco Employment Service, Houston Champions Office TX Branch Manager Adecco Employment Service, Houston NW Satellite Office TX Recruiter EDUCATION
Bachelor of Science: Business Management & Communications emphasis Brigham Young University-Hawaii Laie, Hawaii
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