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Work Background
Re:Build ManufacturingTalent Partner
Apr. 2025United StatesWe Are Re:Build
Re:Build’s goal is to help revitalize the U.S. manufacturing base over the coming decades, creating substantial opportunities for our employees and the communities where we operate. We aim to do that by building America’s next great industrial company—growing a family of businesses that combine cutting-edge enabling technologies and operational superiority in aerospace and defense, cleantech, health, industrial equipment, and mobility. Our expertise is in product innovation, advanced components, systems production, and industrial automation. Across the United States, we are growing a family of engineering and manufacturing businesses whose combined experience creates an industrial powerhouse that is greater than the sum of its parts. Our expertise in operations management, product manufacturing, technical and engineering proficiency, and product lifecycle management is changing the way industrial America does business. Close collaboration yields more value for the good of all—our customers, our employees, and the community—for the very long term.
AmazonHead of Professional Development - Women-at-PXT
Jan. 2024 - Apr. 2025
AmazonSr. Sourcing Recruiter Lead - Tech | Project Kuiper | Building teams that build satellites
Sep. 2022 - Apr. 2025Project Kuiper is an initiative to launch a constellation of Low Earth Orbit satellites that will provide low-latency, high-speed broadband connectivity to unserved and underserved communities around the world.
AmazonSenior Recruiter - Ring (Tech and Non-tech)
Aug. 2022 - Dec. 2022At Amazon/Ring, we hire the best minds in technology to innovate and build on behalf of our customers. The intense focus we have on our customers is the reason we are one of the world’s most beloved brands – customer obsession is part of our company DNA.
Amazonians chart their own path by owning their development, their career, and their future. What unites Amazonians across teams and geographies is that we are all striving to delight our customers and make their lives easier. The scope and scale of our mission drives us to seek diverse perspectives, be resourceful, and navigate through ambiguity. By working together on behalf of our customers, we are building the future one innovative product, service, and idea at a time. Are you ready to become an Amazonian?
AmazonSenior Sourcing Recruiter - Consumer, General & Administrative, and Operations Technology (CGO) #R4R
Jun. 2021 - Aug. 2022RemoteJob Families include: Human Resources, Program Management, Business Intelligence, Science, Buying and Planning, Marketing, Electrical Engineers, Mechanical Engineers, and Software Development Engineers, etc
• Lead a team of recruiters supporting the same business lanes, drive delivery strategy and execute a glide path to green.
• Surpassed goals of high offer-to-interview ratios at 70% inclined at onsite interview and 98% offer accept.
• Exceeded expectations of candidates who accepted offers by 3.8 times: Year to Date = 139 offer accepts
• Define and deliver sourcing strategies for roles supporting 10 business leaders across World Wide Operations, Consumer, General & Administrative, Operations Technology, Ring and Project Kuiper with broad cross organizational and cross regional business impact using talent insights.
• Lead and drive projects with increasing scale and complexity. Proactively identify and implement new methods to improve efficiency and effectiveness of team processes across organizations. Implemented job specific questions and standardization of basic and preferred qualifications across 200+ job codes.
• Continuously champion our inclusive hiring practices and exceed Diversity Equity and Inclusion goals through targeted search strategies using X-ray searching, Boolean and non-conventional sourcing.
• Lead Engagement Committee and Peer to Peer Learning bi-weekly learning series, provide mentorship to recruiters and recruiting coordinators across Amazon.
• Write and present Weekly, Monthly and Quarterly Business Reviews to Senior Leadership. • Dedicate 80% of work time to passive sourcing, candidate reach outs and follow-ups.
• Successfully prioritize, work against timelines, demonstrate the ability to hit benchmarks, generate metrics, and exceed customer service level agreements with 2 day & 5-day timelines 98% of the time. • Build and maintain network of potential candidates through pro-active market research and on-going relationship management.
Cielo TalentSenior Recruiter (High Volume-Sourcing-Full Cycle)
Nov. 2019 - Jun. 2021• Collaborate directly with senior business leaders on workforce planning and talent acquisition needs. Leads team that develops sourcing strategies and recruiting plans. • Leads with an operational focus, setting strategy, objectives, and process.
• Partners with the Director, Client Services Manager, and TA Business Partners to develop recruitment process and strategy.
• Participates in process map development for line of business providing detailed instruction for cohesion to ensure streamlined processes.
• Establishes regular communications with team members, such as 1-1 meetings, team meetings with established agendas or other regular touch points.
• Develops succession plans, process documents and led the development and delivery of onboarding training and training material for team as well as support for client teams to increase operational efficiency, compliance, service, and overall client satisfaction. This led to smooth onboarding for new hires and transitions of lines of business.
• Presents weekly with accurate and relevant reporting metrics to recommend solutions and overcome barriers.
• Develops keep warm campaigns and candidate engagement strategies which led to a decrease in fall out ratio.
Full life cycle recruiting. Managed recruitment of high-volume requisitions. Monthly staff to target ranging from 40 to 400. Led detailed job scope meetings with the hiring leaders to determine position specifications, providing relevant market data and recommendations on possible approaches to the search or candidate requirements. Managed funnel for up to four lines of business. Developed creative strategies to identify and source hard-to-find candidates by designing and executing a pro-active hiring plan to attract the highest-quality candidates in the shortest amount of time. Passively source candidates. Run campaigns to increase pipeline. Developed keep warm campaigns and candidate engagement strategies which led to a decrease in fall out ratio.
International Society of Automation (ISA)Human Resources and Talent Business Partner
Jul. 2019 - Mar. 2020Raleigh-Durham-Chapel Hill Area● Led change management initiatives when new processes and procedures were launched. Led implementation of new HRIS system. Moved company from paper-based to paperless. Reduced costs while, increasing efficiency, accuracy, employee engagement, improved reporting, and data management.
● Advised managers on organizational policy issues and recommended needed changes to improve morale, engagement, and company culture.
● Monitored, developed, and reported on workforce and succession planning. ● Developed, planned, and implemented various HR initiatives including compensation evaluations, benefits improvements, and performance management programs which increased overall employee satisfaction and engagement as measured by employee engagement surveys. Aligned human capital with business goals through monthly all-staff meetings, weekly department meetings, and 1:1 check-in meeting. Consulted with line management and provided daily HR guidance. Resolved complex employee relations issues and addressed grievances. Oversaw all human resources operations to ensure they aligned with business strategy and goals. Worked closely with management and employees to improve work relationships. Identified training needs for teams and individuals. Evaluated training programs and recommended new approaches. Ensured legal compliance.
North Carolina Department of Public SafetyHuman Resources and Talent Consultant
Dec. 2018 - Jul. 2019Raleigh, North Carolina, United States● Led change management initiatives when new processes and procedures were launched.
● Implemented paperless onboarding procedure reducing administrative work by 1920 hours and cost per hire by $48,000 over a 12-month period. ● Assisted management with the consistent engagement of employees by adding 30, 60- and 90-days surveys on their experience to obtain feedback on how we can do things more efficiently through continuous improvement initiatives.
● Supported leadership in mentoring, coaching, and developing Central Engineering management team in employee engagement and performance management.
● Successfully implemented Annual Social Events calendar to create consistent opportunities for employee engagement, interaction, and team building. Implemented new onboarding procedures to ensure employee engagement and retention from the first point of contact. Coached upper management on hiring practices. Organized and conducted career fair events. Forecasted staffing needs. Analyzed employee position functions and aided in the development of job descriptions. Reviewed and analyzed salary administration data. Determining qualified salary for candidates based on labor market trends and current equity. Provided comprehensive, accurate, and timely consultation and service to division leadership, managers, supervisors, and employees regarding all HR matters. Determine the effectiveness of HR programs through feedback surveys and analytics. Actively partnered with management on special projects and assignments. Computed monthly salaries and tracked fiscal salary expenses for contract employees. Created new hire orientation PowerPoint as part of onboarding new employees. Created onboarding checklist and process map for HR, hiring manager and IT liaison.
McRory Pediatric Services, IncHuman Resources and Talent Business Partner
Jul. 2007 - Nov. 2018Tarzana, CA10 Direct Reports ● Increased Glassdoor company score from 3.6 to 4.3 over a 12-month period. Created a comprehensive New Hire Orientation based on feedback from the pilot group. Developed onboarding procedures and checklist which included 30, 60, 90-day surveys requesting feedback for continuous improvement. Directed engagement campaign for employees which aided in a refined pre-boarding and onboarding program for all new employees. On-going job-specific training was implemented. Monthly employee engagement activities were funded and executed. ● Managed thorough RFP process to identify vendor resulting in $168,000 in cost savings the first year of the contract. Led implementation of Management Software from selection to launch. Improved scheduling efficiency and timeliness. Increased accounts receivable accuracy leading to an increased collection of $60,000 within the first 9 months. Provided employees mobile access to tools offering enhanced and immediate communication with management and clients resulting in strengthened client and employee satisfaction measured through surveys. ● Established, documented, and coordinated all aspects of the bi-annual performance management process; assisted managers in the assessment and development of individuals through the creation of SMART goals. Monitored appropriate follow-up. Increased employee job satisfaction by 36% as measured by surveys pre and post-implementation. ● Managed RFP process to identify new HRIS vendor from selection to inception. This resulted in $400,000 cost savings within the first year. Became a paperless organization. Increased overall organization efficiency, accountability, transparency, reporting, and metrics. Reduced errors in payroll, benefits administration, 401k enrollment, time-off accruals, workers compensation costs, and record keeping. Increased timeliness of performance management. Increased participation in compliance training. Reduced administrative hours and supply costs.
Harbor Regional CenterEarly Intervention Service Coordinator
Dec. 2002 - Jan. 2007Torrance, California
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