Regional Talent Acquisition Manager Resume Example

• Managed recruitment process for up to 6 states (150+ clients); including job postings, sourcing, reviewing applications, administering assessments, phone and in-person interviews, offer development, drug screens, background and reference checks, on-boarding, and new hire orientations.
• Utilized BrassRing and WinTeam for HR and Talent Acquisition related tasks. 
• Educated employees on company benefits, policies and procedures.
• Subject Matter Expert to operations team regarding various talent acquisition and human resources topics.
• Made process improvements as needed to ensure exceptional candidate/employee experience.
• Tracked and conducted data analysis to alleviate talent and human resources deficiencies.
• Fostered strong external partnerships to identify strategic hiring opportunities; including niche job boards, onsite hiring events, Boolean searches, social media outreach, ads/fliers, career fairs, university events, community relations, cold calling, military events, referral programs, etc. 
• Partnered with Human Resources Coordinator and operations team to ensure open communication regarding recruiting efforts, initiatives, and strategies. 
• Participated in efforts to reduce NBOT, increase employee retention and satisfaction, and Security Officer development.
• Mitigated risks by urgently responding to employee relations issues and investigated as needed. Provided employees and managers with courses of action and recommendations.
  

Achievements

• Hired 1,100+ employees for 6 regions.
• Reduced NBOT (Non-billed Overtime) from 9% to a steady 3%-5%.
• Recommended process improvements which reduced time to hire from 14 days to 7 days.
• Significantly improved time to fill for Security Officers from 7 days to 3 days by introducing massive onsite hiring events, as well as after-hour and weekend interview days.
• Created training program for Site Supervisors and Account Managers on behavioral interviewing, employment and labor laws, as well as human resources and recruiting best practices.
• Provided innovative solutions for complex employee issues. 

• Managed recruiting operations for 2 Amazon facilities. 
• Oversaw large scale hiring events.
• Led team of 2 Lead Recruiters and 12 Recruiters.
• On-boarded, orientated, and trained new team members.
• Conducted annual reviews and developed succession plans.
• Investigated and provided resolutions for variety of employee relation issues. 
• Directed termination process for staff reductions.
• Attended unemployment hearings as needed.
• Created efficient processes to better align recruiting operations.
• Partnered with Full Employment Council, Wyandotte Economic Development Council, Catholic Charities, Jewish Vocational Services, Kansas City Community College, and many other organizations to recruit top talent.
• Served as a critical mentor and influencer of a cross functional group of Senior Operations and HR leadership, also served as a liaison between Centralized Funnel Management, Integrity Staffing and Operations Leadership/HR team.
• Interpreted, explained and enforced human resources policies to keep staff in compliance with standards.
• Managed SalesForce, WorkForce, and E-Verify systems to ensure appropriate processing of applicants.

Achievements

• Hired 6,000+ candidates in a 6-month period for two facilities.
• Introduced strategic reports and analytic data to tackle selection and recruitment challenges, as well as recruitment initiatives.
• Challenged and refined current recruitment and sourcing processes by suggesting actionable improvements and innovations.
• Decreased project gaps by successfully mentoring staff on best practices and protocol while monitoring performance quality control for corrective action planning.
• Enhanced the performance of team members through the use of strategic and tactical approaches, motivational coaching and training; leading to promotions.

• Served as district strategist and thought leader for all areas of recruiting.
• Planned and directed recruiting programs, policies, and led recruiting team towards achieving business objectives and strategic goals.
• Managed full life-cycle recruitment process including setting search strategy, actively sourcing candidates, pre-screening, interviewing, and presenting qualified candidates to hiring managers, negotiating offers and facilitating the hiring and on-boarding processes.
• Trained recruiting team on new sourcing and recruiting strategies.
• Finalized offer process including reference checks, background screenings, and compensation requirements; while managing the acceptance and turn-downs of all candidates.
• Developed strong relationships with Agency Owners to evaluate staffing needs and address any current or future gaps in talent.
• Hired, led, managed, developed, and mentored team of Recruiters; planed, assigned and directed their work, appraised their performance, addressed their complaints and worked with them to solve their problems; rewarded and where necessary, and disciplined. Planned, developed, and directed diversity strategies and inclusion outreach that met organizational needs.
• Ensured compliance with Equal Employment Opportunity (EEO), Americans with Disabilities Act (ADA), Fair Labor Standards Act (FLSA), Equal Pay Act (EPA), Pregnancy Discrimination Act (PDA), Immigration Reform and Control Act (IRCA), Age Discrimination in Employment Act (ADEA), and other labor & employment laws.

Key Achievements

• Implemented 30-60-90 performance action plan for low performing and new Recruiters.
• Increased retention efforts by conducting 90 day follow-ups, implementing employee satisfaction surveys, offering lucrative opportunities to top performers, setting up employee engagement activities/events, and overall building strong relationships with staff.
• Sourced and developed sourcing leads to increase recruiting base which led to a significant increase in candidate pool.
• Increased community partnerships.