Program Manager Talent Acquisition

LINDSEY J. DAM, PHR, SHRM CP

***** ******* ***** ****, **** C, Woodbury, MN 55129

Phone: 612-***-****; Email: ***********@*****.***

CAREER OBJECTIVE

Seeking a hands-on leadership role in an organization in which I can utilize my comprehensive background, strong operational talents and proven management skills to align the organization’s people strategy, talent and employment compliance to meet their strategic business initiatives and support employee experience. PROFESSIONAL EXPERIENCE

Delta Air Lines – Atlanta, GA 2019 – Present

Delta Air Lines is the U.S. global airline leader in safety, innovation, reliability and customer experience. Powered by our 119,000+ employees around the world. Delta is dedicated to the philosophy of putting people first approach. HR Program Manager 01/2022 – Present

Responsible for overseeing program development and audit component to align Delta’s compliance with the TSA’s RAP Back Mandate. Project and program management of company-wide initiative impacting all divisions and employees at Delta Air Lines

• Project Management: enterprise-wide project to meet Rap Back Mandate compliance and enroll 110,000+ covered individuals

• Identified scope, built framework, developed policy and SOP, dashboard metrics, key milestones, reporting, strategic vendor sourcing and setup and audit strategy to sustain compliance.

• Collaborated and partnered cross divisionally with stakeholders to build acumen, leader influence/promote awareness of new mandate and requirements of Delta, leader training role/responsibilities and actions needed to support adoption and compliance.

• Developed and implemented simple and intuitive program audit strategy that is conducted daily, monthly and annually to support internal and TSA audits of 110,000+ enrolled individuals - successfully passing 3 TSA audits

• Direct Daily/Monthly Project Support: daily/monthly/annual audits, enrollment/unenrollment of employees/contractors, job code audit of SIDA job attribute in 14,788 job codes, training and continuous program development activities. HR Diversity Outreach and Compliance Specialist 11/2019 – 1/2022 Delta’s TA division started in Nov 2019; it was 100% vendor managed prior. Responsible for building compliance by design into the talent acquisition program and development of the diversity outreach strategy to align company’s goal of reflecting the communities we serve and AAP goals to support compliance with OFCCP.

• Developed outreach strategy to support hiring programs by expanding reach to diverse markets through identifying critical partnerships, job distribution, job platforms, marketing, diversity organizations and networks, and recruitment programs.

• In 2019, established, implemented and trained Talent Acquisition OFCCP compliance program and reporting.

• Primary SME for TA supporting 8 OFCCP establishment audits, to include: complex applicant reporting of >1.5 million applicants, research and analysis, good faith effort/outreach documentation and all other audit support as requested.

• Oversaw strategic diversity outreach in influencing alignment to affirmative action goals in partnership with DEI/BRG/business.

• Implemented Salesforce CRM as a solution to promote 365 visibility and manage vendor partnerships cross divisionally and document partnerships, corporate sales, spend, activities, conversations, donations, sponsorships, etc.

• TDY during Covid: SAP HRIS Admin on HR COE/HRSD team: served as a primary lead supporting MSS transactions in SAP, i.e.: employee movement/status/pay changes/BU/dept/job setup, ServiceNow, Success Factors onboarding & LMS

• Compliance related projects: EEO, OFCCP, ADAA, Alternative Assistance Program (APA) in TA, job accommodation, TA

(GDPR) Privacy, compliance postings, CO Equal Pay for Equal Work, eWage Compliance and other AA/EO related projects. The Hartford Insurance Group – Hartford, CT 2018 – 2019 The Hartford is a leader in property and casualty insurance, group benefits and mutual funds. The Hartford sells its products primarily through a network of independent agents and brokers.

Assistant Director, HR Compliance 11/2018 – 7/2019 Responsible for Affirmative Action and Equal Opportunity Programs and regulatory reporting. Established, communicated and maintained affirmative action and EEO policies and practices in compliance with applicable federal, state, county and city laws, rules and regulations.

• Applicant reporting, preparation and delivery of 2018 affirmative action plan and goals

• Manages emerging risks, complex employment requirements and developed communications

• Aligned and trained department D&I Scorecard metrics with Affirmative Action Plan to correspond goals and good faith efforts.

• Served on Benefits and Legal Fiduciary team; completed annual functionality audit of Health and Wellness Plans. Endeavor Air – Minneapolis, MN 2013 – 2018

Endeavor Air is a wholly owned subsidiary of Delta Air Lines and flies as Delta Connection. Delta Air Lines acquired Pinnacle Airlines in June 2013 and relocated the corporate HDQ to MSP from MEM. The corporate HDQ experienced 80% attrition and resulted in a corporate and operational restructure to directly align the regional airline to the main line. (Timeline of Delta acquired Pinnacle in Feb 2013; Rebranded Endeavor Air Aug 2013). Human Resources Manager, HR Compliance Program 06/2016 – 10/2018 Accountable for developing and communicating enterprise-wide HR policy and processes pertaining to wage and hour, recruitment, federal and state reporting, i.e.: AAP, EEO, Vets100, Form I-9, E-Verify, paid time off, compliance posters and training requirements. Areas of oversight included: affirmative action, EEO, wage & hour, paid sick leave, pay transparency/E-Wage, hiring processes, employment policy, privacy and record retention. Additionally, managed complex employee and labor relations cases and investigations.

• Employment law: monitored, interpreted new/existing regulatory law to mitigate risk by assessing and aligning HR policy and processes to ensure best practices and compliance with applicable federal, state, local and county laws.

• New Hire Onboarding Program: designed, implemented, led onboarding for approx. 1200 new hires/yr. that resulted in consistent candidate onboarding experience and standardized compliance training to ensure most efficient and effective approach

• Ethics Point: Ethics Compliance Reporting (employee hotline): systems setup, implementation, training and systems administrator

• GDPR: research, interpretation, scope of applicability, risk assessment and implementation of data privacy program

• Wage and Hour: monitored and managed minimum wage, classification, termination payments, meal and rest breaks, reporting time, hours worked, wage deductions and state, county, city specific wage and hour law changes and required notifications

• Project and program management: Unemployment Program, New Hire Onboarding Program, D&I, Employment Verifications, Ethics and Compliance Program, PRIA compliance, Anti-Harassment and Sexual Harassment Training, Relocation Program, HRIS systems feed management, ATS Implementation and Records Retention Program

• Employee and Labor Relations: partnered with legal and management to review complex cases, conduct investigations, advised and consulted with leadership and union to ensure consistent employment practices, performance management and terminations. Talent Acquisition Manager, Pilot Recruitment 05/2015 – 06/2016 Responsible for program development and build of strategic flight plan for Pilot Recruitment Outreach and Hiring. Lead planning, budgeting, marketing, pipeline, candidate experience, interview process, change management, student programs and brand initiatives.

• Direct management: led and scaled Pilot Recruitment team from 10 to 72 HR professionals & Pilots

• Ground up program development of a scalable and sustainable technical recruitment process to attract and hire qualified Pilots

• Full Cycle recruitment: branding, sourcing, screening, interview, pipelining, hiring and new hire onboarding

• Partnered with Delta Pilot Hiring to approve Endeavor’s hiring and selection process to ensure alignment of qualifications and increase Pilot hires and promote the Endeavor Delta Guaranteed Interview Pipeline Program

• Identified strategic industry partnerships, diversity organization, schools and military for focused recruitment outreach

• AABI: collaborated and developed Endeavor’s Industry Aligned Faculty Development Program to allow faculty members from strategic partnered schools to observe and participate in our New Hire Flight Ops training to learn industry best practices, connect college training to industry, update classroom curriculum and support student success in commercial airline training

• 2016 - industry speaker on Pilot Hiring for RAA at Regional Airlines at annual Aviation Accreditation Board Conference

• Created Brand Ambassador Program: strategic placement of students at partnered aviation schools to support campus initiatives.

• 1st HR leader (non-Pilot) in organization’s history to manage Pilot Hiring in Delta, Endeavor, Mesaba, Pinnacle or Colgan.

• 2015 - exceeded hiring goal of 240; hired/started 311 Pilots and in 2016, by June offered/hired 409 Pilots in a Pilot shortage. Human Resources Business Partner 06/2013 – 05/2015 Responsible for alignment of business operations and HR practices and objectives by providing day-to-day support and guidance to leadership in various functional areas of human resources:

• Functional areas of support: organizational planning, change management, employee experience, positive employee relations, staffing, training, HR policy, performance management, leadership development, compensation, employee retention, M&A, base closure/RIF management, employment law, regulatory reporting, anti-harassment and sexual harassment training, labor relations

• Employee relations: intake, investigated, advised and led employee relations for Tech Ops and Corporate in 12 locals nationally

• 3 Tech Ops base closures: developed internal RIF process, led employee/leader communications and issued severance packages

• Employee Policy Manual Project: consolidation of 3 policy manuals to 1; updating HR policies to support a modernized people forward approach and foster positive employee experience

• Compensation Project: led compensation restructure and FLSA audit to create new pay grades, pay bands, pay scales, job titles

• Project Lead: Corporate Organizational Restructure after M&A Delta purchase Pinnacle, HR and Leadership Training

• Employee Pass Travel: primary backup to support internal employee business travel program

• HRIS integration: Partnered with Delta HRIS team to develop business requirements, data mapping, systems setup and deploy

• Regulatory reporting: EEO, Vets100 and AAP reporting Talent Acquisition Specialist 04/2013 – 06/2013

Responsible for recruiting for various corporate and technical positions. Project lead in several relocation activities and restructure of the Recruitment team by streamlining process, standardizing practices, developing tools and documenting procedures. Johnson Brothers Liquor Company (JBLC) – St. Paul, MN 2011 – 2013 Johnson Brothers is the 4th largest national wine, spirits and beer distributor that has been in business since 1953. Human Resources Representative (National Recruitment Manager) Oversaw National Recruiting Program for all Johnson Brothers Companies branches, Wine Merchants, Phillips Wine and Spirits, Prestige Wine and Spirits Group, Crosby Lakes Spirits, UBI, Arcadia Management and Johnson Real Estate.

• Directly responsible for: branding, souring, candidate pipeline, prescreening, interviewing, and recruitment nationally for all levels within the organization including: warehouse, CDL delivery drivers, clerical, finance, accounting, IT infrastructure/development/project management, technical roles, systems analysts, sales, sales management, operations, branch management, directors and executives.

• Managed all other aspects of full cycle recruitment to include: job descriptions, job postings, marketing, outreach, templating jobs, screening, interview coordination, school partnerships and initial interviews for all locations and onboarding for MN

• 2012 – hired and filled 558 positions for JBLC companies nationally and completed 158 new hire onboardings in St. Paul

• Executive recruitment: successfully screened and filled 2 Executive Level roles for USDP and JBLC in 1 candidate each

• Created and documented a recruitment process and internal applicant tracking report

• Auto Insurance Program - Managed and tracked insurance for all individuals in Sales nationwide.

• DOT Programs: Driver Qualification Files and Random Drug Testing Program: directly managed and oversaw administration and training of branch management on Driver Qualification Files and Random Drug Testing Program for CDL drivers. o Successfully passed 2 DOT DQ file audits.

EDUCATION

Normandale Community College, Bloomington, Minnesota Winona State University, Winona, Minnesota

CERTIFICATIONS

HRCI Professional Human Resources Certificate (PHR) SHRM Certified Professional (SHRM - CP)

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