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Work Background
Randstad SourcerightRPO Global Learning & Development, Training & Program Management
Sep. 2021 - Nov. 2022United StatesAs a member of Randstad Sourcerights Global Learning and Development team, everyday, I support up-skilling and new hire talent teams in key areas of RPO & MSP business partnerships with our clients. Develop and facilitate live talent acquisition workshops in Europe and North America, to include the design and script creation for eLearning modules for our Global talent teams Global Program Manager for Randstad’s proprietary certification learning program, Influence Through Data Driven Insights. Experience with LMS systems, video creation platforms as well as all Google and Microsoft systems.
Randstad SourcerightTalent Sourcing Manager, Training & Development supporting Honeywell Talent Acquisition
Feb. 2021 - Sep. 2021United States
Randstad SourcerightTalent Acquisition Operations Manager, Global Talent Strategy & Veterans Program for Honeywell
Aug. 2019 - Feb. 2021United States
Randstad SourcerightTalent Acquisition Sourcing Manager supporting Honeywell Talent Acquisition
Mar. 2018 - Aug. 2019United States
McKessonOperations Manager, Talent Acquisition - Medical/Surgical Division
Jun. 2016 - Jan. 2018Prescott, ArizonaLead a team of virtual Talent Advisers for the Medical Surgical Business Unit for U.S. Distribution Center/Logistics and Customer Service job family Non Exempt hiring needs Partner with Distribution Center Leaders and Regional Human Resource Partners to enhance service levels within Recruiting team/Operational needs
McKessonSenior Military and Veteran Recruiter
Jun. 2015 - Mar. 2016United StatesStrategic member of leadership team covering U.S. Field Operations: Exempt and Non Exempt McKesson positions Direct focus on Military strategies to build McKesson brand to Military/Veteran community organizations Mentor and develop Talent Acquisition and Sourcing Specialists with Military translation of skills, Military community outreach and related Military resources Track and trend Military hiring percentages throughout team, facilitate training to team members to remove barriers to increase hiring percentages Build and maintain Market strategies for high volume markets throughout U.S. Med/Surg and Pharmacy business units Conduct 1:1 communication calls and presentations on Military related outreach functions
Iron MountainManager, North America Transportation Recruiting
Apr. 2013 - Nov. 2014North America• Lead and develop a team of remote Transportation Recruiting Specialists located throughout North America for all aspects of non-exempt and exempt level transportation positions with Iron Mountain
• Conduct weekly 1:1 meetings with all Recruiting Specialists as well as a weekly team call
• Promote career growth for Recruiting Specialists through goal setting, performance reviews and personal development plans
• Partner directly with VP of Recruiting for new program roll-outs, recruiting metrics evaluation, budgeting for field recruiting specialists and specific Transportation initiatives
• Responsible for new start up markets within North America for all Transportation positions. This includes market visits for community networking and relationship building as well as interviewing and completing hiring process.
• Create North America “Driver Onboarding” Operating process for all Managers and Recruiting Specialists for more timely and accurate hiring of Drivers/Couriers
• Directly support all Territory/Area District Managers by providing innovative recruiting methods to improve candidate quality and flow nationwide
• Engage Transportation Operations Senior Leadership team with attrition analysis, market successes/opportunities and field training
Iron MountainSourcing Strategy Specialist - Transportation
May. 2012 - Apr. 2013North American OperationsProvide support to all Field Recruiters throughout North America to build out recruiting Strategies for all Exempt/Non-Exempt Transportation positions within Iron Mountain. Primary responsibility is to drive the transportation recruitment process, provide updates to internal recruiting staff and to refine the transportation recruitment strategy as needed for all US/Canada locations. As a support for Transportation Management, ensure candidate flow and quality are a direct reflection of the Iron Mountain brand, and that candidate onboarding is timely and efficient.
FedEx GroundDistrict Human Resources / Contractor Resource Management - Transportation
Aug. 2003 - Feb. 2012Great Lakes District• Manage/lead a remote team of Resource Specialists and Recruiters in the sourcing, recruiting and retention processes for all District Stations; reinforces sourcing through the Independent Contractor Model and all District needs according to annual plan
• Direct Liaison with Managing Directors, Engineers, Quality Managers and Safety Managers for all departmental needs • Conduct investigations and implement solutions for District
• Responsible for station visits within District, supporting 14 stations and Managers to include hiring needs, Corporate Audits and extensive training of DOT Laws and regulations
• Mentor Resource Specialist training, Development Planning, Performance Reviews and Disciplinary processes • Manage full cycle recruiting processes for District non exempt roles
• Create and conduct Regional training webinars promoting Developmental and Cross Functional Impact for Resource Specialists
• Corporate Quality Coach with TQM/QDM and Lead National Quality Improvement Teams • Corporate Field Trainer of new Managers and Recruiters, specializing in Networking, Retention and Relationship Building • Develop and Train Mgnt. in 14 locations throughout District for processing DOT driver files, interviewing techniques and development of Terminal staff. • Responsible for District DOT training needs with collaboration of Safety Department to include HOS, FMCSR and Local regulations
• Conduct DOT/non DOT orientations for District new hires
• Administer annual employee attitude survey, to include non-exempt employee surveys. Create and track results through action plans
• Retain employees through company R & R plans • Develop wage increase proposal rates for all District Terminals, researching demographics, competition and local employment rates
• Assist in developing Mgnt. succession plans for District Senior Mgrs
• Travel throughout Nation to train Managers, Recruiters/Specialists in areas of recruiting, onboarding and retention
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