Strategic, versatile, results orientated senior leader with a track record of bringing process and innovation into roles resulting in improved returns on investments and cost savings. Demonstrated experience with building, developing, and leading talent acquisition teams to exceed objectives. Motivated by quality, efficiency and the customer/candidate experience believing that today's HR organization must be agile, data-driven, and skilled in attracting, retaining, and developing talent.
Talent Acquisition Strategy
Team Building & Development
Acquisitions & Divestures
HR Polices & Procedures
Strategic Business Partnership
Albertsons Companies Acquired Safeway IncPleasanton, CADirector, Talent Acquisition08/2010 to Current
Leeds a remote team of pharmacist recruiters who support over 1700 pharmacies across 35 states and 15 banners.
Merged two recruiting departments with different philosophies while designing a recruiting model that focused on transforming service delivery standardization and higher service levels while reducing headcount by 14.
Leading company employment branding efforts for recruiting collateral, career site and social media, positioning company as a premier organization.
Reduced operational risk through strategic workforce planning and talent pipe-lining for critical locations by creating float pools and a stronger campus recruiting program which reduced vacancy and time to fill metric by 19 days.
Introduced new recruiting metrics including exit interviews and quality hire surveys to improve processes and candidate experience.
Safeway IncPleasanton, CAManager, Talent Acquisition05/2009 to 08/2010
Implemented reporting analytics to track and
analyze critical hiring metrics, hiring trends, and results for continuous
improvement of strategies
and processes resulting in reduced cycle time (41 days), outside labor, agency
sign-on bonuses (1.9 million).
Developed and implemented an effective RPO and call center recruitment model to
support the Pharmacy's
Care" wellness program hiring over 300 phlebotomists in 30 days.
consistent policies/practices and standardization among divisions to improve
candidate experience and
service levels to business
Improved quality of hire by
designing an ideal candidate profile and interview guides with key competencies
successful in our
Collaborated with Senior Vice President of Pharmacy and leadership team to identify appropriate staffing needs, succession planning and evaluated process and strategies to achieve goals.
Evaluated the return on investment of the Pharmacy College program, created new procedures, established new goals and metrics, resulting in ranked schools, reduced number of schools, built stronger partnerships on campus and reduced costs by over $200,000.
Successfully centralized store management and pharmacy technician recruiting for all divisions creating job aids, process maps, collateral, job descriptions and training for a new recruiting team and pharmacy managers.
Created the recruiting process and managed the Junior Military Officer program for the company, a program that was well respected and identified as one of the best models in the field of military hiring which received many awards including the Freedom Award its second year.
Pacific Gas and Electric CompanySan Francisco, CAManager, Staffing Department02/2004 to 02/2009
Built, developed, and led a high-performance team of 28 talent acquisition professionals performing full lifecycle recruiting following the relocation of the recruiting organization from San Francisco, CA to Concord, CA.
Responsible for consolidating, streamlining and centralizing professional, skilled and union recruiting efforts.
Developed enhanced procedures, introduced a sourcing team and co-led efforts to implement the new applicant tracking system (Taleo) and served as functional subject matter expert.
Partnered with HR Business Partners, Officers and client groups by facilitating talent management planning sessions to assess new talent, identify underrepresented areas of diversity to counteract imbalances resulting in meeting hiring goals and developing strong business relationships.
Ensured recruiting process, interviews, and documentation were following EEO/OFCCP and company policies by providing guidance, audits and on-going training to staffing team and clients.
Appointed by Senior Vice President of Human Resources to design and implement a first of its kind onboarding program for the CEO. The program consisted of social networking opportunities with senior leaders, a mentoring program, workshops, and new employee website to socialize all newly hired management employees into corporate values, policies, benefits, programs, and to integrate them as valued members of the PG&E team.
Designed and developed a "Hiring Manager Toolkit" website to aid managers in the recruitment process and ensure a positive experience for our candidates and new hires.
Created interview and resume workshops, career counseling sessions and a career guide for employees whose jobs were impacted by the implementation of new technology.
Evaluated third party agencies and contracts reducing suppliers from 38 to 18; negotiated lower fees while cultivating niche providers and tracking agency effectiveness around submission to interview ratios.
Pacific Gas and Electric CompanySan Francisco, CASupervisor, Staffing Department02/2002 to 02/2004
Promoted to supervisor managing a team of four recruiters and two coordinators while additionally performing all the duties of a staffing consultant.
Conducted interview training for managers using customized behavioral in-depth interview guides.
Project Lead and Subject Matter Expert for the implementation of new applicant tracking system.
Appointed by Senior Vice President of HR to lead a team tasked with designing a Benefits fairs for all districts which showed the value of our benefits in a competitive market to assist with retention.
Pacific Gas and Electric CompanySan Francisco, CASenior Staffing Consultant02/2000 to 02/2002
Responsible for full life-cycle recruitment for a variety of corporate clients including but not limited to HR, Environmental Affairs, Communications, Governmental and Public Affairs, Regulatory, Customer Service, Legal and Nuclear Power Plant.
Averaged requisition load 35-65 positions.
Developed and maintained a recruiting strategy through strong business relationships with local organizations, diversity/inclusion groups, colleges, trade schools, and agencies to develop quality candidate pipelines.
Human Resources Management CertificationUC Berkeley Extension, Berkeley, CA
BS:Organizational BehaviorUniversity of San Francisco, San Francisco, CAOrganizational Behavior