Talent Acquisition Human Resources

BARBARA SALVADOR GIGLIO

************@*****.***(**7) 515-4484 https://www.linkedin.com/in/barbarasalvadorgiglio

PROFESSIONAL PROFILE

Senior level Talent Acquisition Director with proven achievement transforming national recruitment operations

by implementing innovative systems and tools that optimize workflow for hiring managers.

Organized leader who directs meaningful change management initiatives using industry trends and emerging technologies to measure, improve, and automate recruiting processes. Insightful strategist with expertise attracting high quality talent by enhancing employer branding and value proposition. Strong experience helping rapidly evolving, matrixed businesses scale successfully by collaborating across functional areas to create the best recruiting infrastructure and talent strategy. Expertise working with corporate executives, staff, and company-wide leaders to design talent development frameworks that support retention and employee satisfaction.

KEY STRENGTHS

Talent Acquisition Operations

Recruitment Management

Project Management

Technology Implementation

Team Coaching & Mentoring

Process Improvement

Corporate-Level Communication

Generative AI Technology

Metrics Analysis & Reporting

International Business

Remote & Hybrid Environments

Performance Management

Software: UKG, BrassRing, ICIMS, ICIMS Text Recruit, Lever, Trakstar, Taleo,

Workday, Greenhouse, Bullhorn, Peoplesoft, SuccessFactors

AI TECHNOLOGY TRAINING

“How to Boost Your Productivity with AI Tools” “Intro to Prompt Engineering for Generative AI”

“How to Research and Write Using Generative AI Tools” “Generative AI for Business Leaders”

WORK EXPERIENCE

National Retail Systems, Inc. – North Bergen, NJ

Director – Recruitment and Onboarding (2024 – Present)

Direct talent acquisition and onboarding operations while leading staff of 10 specialists in New Jersey, North Carolina, and California, on-site, as well as remotely. Travel from East to West Coast offices to execute operations and implement initiatives. Partner with driver recruiters across the country to overcome their resistance to major strategic changes by providing the systems and software required for them to succeed. Build relationships with multiple business groups. Improve communication between recruiters and executives by instituting main structure and best practices such as regular reporting to keep all teams updated on progress. Use modern technologies such as artificial intelligence tools and UKG to source and track talent, identifying the best candidates for the organization’s needs.

Key Achievements:

As company’s first Director of Talent Acquisition, transitioned all talent acquisition functions from regional recruiters. Drive cultural change.

to Human Resources Department, enabling standard recruiting operations for all positions, both driver and non-driver roles.

Restructured recruiting team by solidifying roles and creating a culture that improved morale and performance.

Implemented UKG to automate processes, for recruiting and onboarding.

Activated talent acquisition and recruiting operations for non-driver positions within 6 months while navigating critical time of year when fall and winter merchandise is received and distributed to stores for holiday season.

Positioned company as an employer of choice by improving employment branding, value proposition, and DEI program.

Improved hiring strategy by using business intelligence reporting, and survey reporting to measure growth and drivers that influence

employee retention rates, hiring trends, and succession planning, resulting in a more efficient hiring process.

Midea America Corp (Consumer Electronics Fortune 500) – Louisville, KY; Parsippany, NJ; Toronto, Canada

Talent Acquisition Partner (2021 – 2024)

Counseled executive team on their talent acquisition needs while managing full lifecycle recruitment for tax, accounting, finance, human resources, executives, engineering, and corporate support roles. Leveraged accurate metrics to evaluate effectiveness of existing recruitment strategies and ensure optimal talent pipelines for high-priority areas. Balanced substantial volume of requisitions with quick time-to-hire while leading efforts to build a diverse workforce. Systemized screening process to define ideal culture profile for the business. Served as Strategy Ambassador for modernizing operations, processes, and technologies across the United States, Canada, and Mexico. Managed every phase of candidate interviews, from phone to video-conference.

Talent Acquisition Partner (Continued)

Key Achievements:

Improved training impact by hiring a training partner for workshops and a specialist to co-create a training program.

Streamlined process efficiency and increased compliance by researching and integrating new recruiting software.

Coordinated and managed a national project to launch a new career site that served North American operations.

Developed and implemented company branding initiative, recruiting strategy, and cultural programs that increased

employee engagement and social media presence, while working with marketing team to create brand content.

Upheld high employee retention and consistent operations during transition from remote to onsite and hybrid work.

Hired and supervised 2 recruiting consultants and an intern to effectively manage recruitment operations.

Fiducial – New York City, NY

Director of Talent Acquisition – Recruiting and Operations Business Partner (2017 – 2019)

Defined vision for a recruiting team who sourced, interviewed, and onboarded qualified candidates. Managed all recruiting activities for tax, finance, accounting, and corporate support positions. Oversaw and measured vendor performance to ensure efficient service delivery. Coached employees to execute change management projects for the organization. Provided expert guidance to ensure talent acquisition functions delivered on commitments. Led technical innovation by integrating talent acquisition tools. Analyzed complex information, identified trends, and designed plans to safeguard adherence with corporate policies and talent acquisition strategies.

Key Achievements:

Established strategic direction for the company’s recruiting operations and led organization-wide change initiatives.

Partnered with business leaders to design plans for successfully onboarding, developing, and retaining employees.

Managed career path program for employee development and ensured value proposition aligned with career track.

Improved outcomes by measuring talent acquisition results against industry best practices and leading improvements.

Independent Consultant – Morristown, NJ/Remote & Onsite Locations

Clients: Precision Health Economics, DTCC, Metlife Investments, Capitol One, PNC Bank, KPMG, Novartis (2009 – 2017)

Managed full lifecycle domestic and international recruiting for executive, corporate-level, and junior associates. Organized sourcing strategies for clients and advised executives on effective management of recruiting plans. Built and maintained relationships across a wide range of industries, including health economics, sales, auditing and finance, tax, wealth, and corporate support. Compiled daily intelligence data crucial to ensuring the success of global sourcing operations. Executed campus recruitment programs.

Key Achievements:

Designed comprehensive metric reporting system that included EEO data and other critical recruiting metrics.

Contributed to post-integration change management initiatives for staffing after the Royal Bank of Canada merger.

Instructed hiring managers on interviewing methods, recruiting best practices, and candidate selection.

Developed and executed a domestic growth plan that supported major growth initiative in wealth management.

Recruited scientists, sales, advisory, and business operations professionals for Precision Health Economics.

ADP – Parsippany, NJ

Team Lead/Senior Recruiter (2006 – 2009)

Directed team of sourcing recruiters to manage the full recruiting lifecycle for highly skilled professionals, managers, and executives across the United States. Managed high profile projects focused on transforming regional recruiting operations. Worked closely with executives, hiring managers, and human resource business partners to refine and develop staffing strategies for executive recruitment based on current market trends. Administered forecasting and planning for regional affirmative action reporting. Enhanced strategic communication between Chesapeake and New York metro regions.

Key Achievements:

Developed an internship program to attract new business leaders and co-designed campus recruiting strategy.

Earned “Recognition Award” for improving internship program while maintaining excellent client service levels.

Managed process improvements and training in diversity recruitment, serving as subject matter expert for the team.

Executed human resources technology projects alongside talent management team and internal executive client.

Filled 30 positions in 1 month during large-scale talent management initiative in collaboration with executive staff.

EDUCATION

Bachelor of Arts in Psychology, Siena College – Loudonville, NY

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