Staffing Manager, Recruiter, Learning and Development Manager

SKILLS

• Staffing and Learning and Development management experience and expertise in multi-state region for last ten years

• Support Management team with Human Resources Generalist Activities

• 10 years of direct management experience – managed up to 30 employees of varying profiles

• Strong and demonstrated leadership ability including excellence in client annual surveys

• Proficient in MS Office Suite and specialized applications for HR, recruiting, contract labor and management

• Full cycle recruiting skills, onboarding, training

• Subject matter expert for labor management solutions, Taleo, WorkNexus, and other contract labor strategies and programs

• Strong operational background

• Inherently customer centric – broad customer experience in numerous industries

• Excellent written and oral communication skills

• Six Sigma Green Belt certified

EXPERIENCE

Property Manager / SMK Properties 2012 - Present

• Manage Property issues including structural, land and unit repairs

• Field calls from tenants and resolve issues

• Sign and renew lease agreements

• Contact vendors and negotiate prices

• Maintain effective working relationships with vendors

• Project manage all unit remodels

Staffing Manager / Xerox 2006 – 2010

• Manage all staffing and recruiting programs for CA, OR, WA, HI, AK, NV, ID, MT, CO, AZ, NM, UT (same staffing activities as described below, including the unique intricacies of labor management in Hawaii and Alaska).

• Support approximately 70 managers including the Vice President for a 1200 employee region

• Subject matter expert for all staffing-related activities including contract labor, new system deployment, internal and external recruiting, and succession planning

• Program manager for region application deployment and adherence to contract labor applications – currently WorkNexus

• High level relationships with both WorkNexus and supplier organizations; facilitate issue resolution, infrastructure solutions, and time-to-fill metrics; ensure internal processes are implemented

• Provide analysis of WorkNexus reporting to measure supplier performance, address internal issues and gaps

• Facilitate supplier workshops among, supplier management, Xerox management and application support personnel

• Facilitate panel interviews with pre-management employees, provide coaching and feedback to each paneled employee

• Manage audits and reporting to the Department of Labor

• Human Resources assistance to management staff – Generalist activities including but not limited to background checks, promotional paperwork, and general HR administration

• Write annual business plans for Staffing and HR procedures, which are included in the official region plan

• Project Manager for Annual Employee Engagement Survey results and post-survey action planning

Staffing and Development Manager / Xerox 2003 – 2006

• Managed all aspects of staffing and recruiting, and employee development programs for region including WA, OR, CA, AK, and HI

• Managed ten individuals (trainers, account representatives and infrastructure support specialists) who facilitated technical, soft skill training and device management support

• Initiated learning/training activities to enable delivery of operational excellence to clients

• Developed and promoted learning programs to improve work environment, support personal learning goals and career development, and leadership development; ensured learning targets were met

• Coordinated participation in centralized learning programs (e.g., new manager schools, product training, new hire orientation)

• Coached managers on career development process and identified learning resources to support field development

• Managed and coordinated Management Development Programs

• Owned and managed Succession Planning Process for management level candidates

Staffing Manager / Xerox 2001 – 2003

• Managed staffing and recruiting programs for Washington, Oregon, and Alaska

• Program manager and subject matter expert for supplemental labor program (Taleo application)

• Developed and implemented strategic initiatives to support critical staffing programs (e.g., E-Recruiting, college recruiting, contract labor, and community-based organizations)

• Maintained focus on diversity and balanced workforce throughout the recruiting and hiring process

• Oversaw all hiring and termination administrative processes, applicant tracking, internal offer preparation, and other applicant correspondence

• Managed end to end background investigation processes

• Used and familiar with various recruiting software through Xerox, client locations and contract labor accounts

Field Manager, Managed Services / Xerox 1995 – 2001

• Managed multiple accounts and departments in various industries including legal, manufacturing, and high-tech

• Managed all aspects of and human resources responsibilities for 20 direct reports, including all aspects of performance management, training and development, employee satisfaction, and team building

• Interviewed and hired qualified candidates

• Provided clients with metrics and trend activity

• Analyzed and identified opportunities to increase profit margins and grow revenue

• Established procedures that ensured customer satisfaction, account retention, and growth

• Championed employee recognition programs

EDUCATION

• Rochester Institute of Technology – studies towards AAS degree

• Highline Community College – studies towards AAS degree

• South Seattle Community College – studies towards AAS degree

ACCOMPLISHMENTS

• As a Field manager, developed a résumé processing solution at a large software client location that increased productivity and revenue by 30% in one year

• Employee Engagement and Satisfaction Champion

• Peak Performer Award 2007

• Proposed a number of tactical measures to address the staffing changes occurring at all levels of service; each measure was approved by the Vice President and immediately enacted

• Increased training revenue by offering clients training on new services and high level production copiers. This enabled the training center to become a profit center instead of simply training internally

• Only staffing and development manager in the country to hire and manage three operational support representatives to deploy new technology to field employees at client accounts

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