Livecareer-Resume
JC
Jessica Claire
Montgomery Street, San Francisco, CA 94105 (555) 432-1000, resumesample@example.com
Summary

Innovative and high-energy Talent Acquisition Leader with 8 years experience leading strategic recruiting initiatives for high volume full-cycle recruitment within the general aviation and commercial aerospace manufacturing industries. Strong interpersonal and communication skills with proven track record of building relationships across a complex, matrixed international organization. Experience leading both strategic and tactical improvements in sourcing, screening and selection, implementation of new technology, processes, selection systems and assessments.

Skills
  • Global 500 Talent Acquisition Experience
  • Recruiting and Candidate Sourcing
  • Guiding Management on Staffing Strategy
  • Candidate Engagement and Communications
  • Directing Recruitment Projects
  • High Volume Recruitment
  • Vendor Contract Negotiation
  • Domestic and International Corporate Relocation
  • Union and Non-Union Environments
  • HRIS Systems Integrations and Training (TalentSoft, Taleo,
    PeopleSoft, Fieldglass)
Experience
06/2016 to 05/2020 Senior Talent Acquisition Specialist Radancy | Austin, TX,

Led Talent Acquisition initatives and strategies for premier manufacturer of passenger airline seats with 1,500+ employees located across United States business units (TX, CA, WA, SC, AL and GA), with responsibility for supporting the recruiting, interviewing and hiring positions within various functions of the company including Engineering, Supply Chain/Operations, Finance, IT, Program Management, Health & Safety, Human Resources, Legal, Quality and Purchasing, as well as international HR projects and activities.

Key Deliverables:
Developed interview guides that where based on behavioral interviewing. The guides where created around the company culture and core competencies. Training was conducted for all supervisors and above in person as well as webinar. Then conducted on a quarterly basis to accommodate new employees.
Reduced overall CTF (Cycle Time to Fill) from 68 days to 45 days.
−Reduced contingency agency fees from 20% to 15%, resulting in savings over $250,000 in first year
−Recruited exempt and non-exempt employees from the individual contributor level to the C-level. Grew the company by 25 employees in first 12 months.
−Ensured that the Talent Acquisition team continuously supported the business strategy, goals, shared values, culture and philosophy of the organization.

−Managed team of 2 on-site and remote recruiters.
−Briefed executive team on weekly openings report, showing all vacancies within the company and status of each.
−Developed and managed internship program, including budget determination, hiring candidates, and conducting classes and performance evaluations.
−Promoted Community Involvement through Gainesville Manufacturing Consortium by participation in Manufacturing Day in an effort to inspire the next generation of manufacturers.
−Manage d vendor relationships for external business partners and staffing agencies
−Measure and manage company recruiting metrics and KPI's to support Safran Seats USA and Tier One requirements
▪Collaborated with regional and corporate Talent Acquisition and Talent Management teams to effectively execute recruiting programs, including Internship Program Early Career Rotational Program (ECRP)
▪Contract negotiation and execution of Professional Service Agreements for temporary and direct hire needs through partnering with outside recruiting agencies
▪Manage relocation policy and procedures, to include expense approval and policy updates
▪Collaborate with HR Business Partners and legal counsel for immigration hiring processes and procedures
▪Worked directly with the CEO and VPs to identify the current and future hiring needs of the organization, directly impacting the successful selection and timely placement of critical positions.
Key Deliverables:
▪Collaborated with regional and corporate Talent Acquisition and Talent Management teams to effectively execute recruiting programs, including Internship Program Early Career Rotational Program (ECRP)
▪Contract negotiation and execution of Professional Service Agreements for temporary and direct hire needs through partnering with outside recruiting agencies
▪Manage relocation policy and procedures, to include expense approval and policy updates
▪Collaborate with HR Business Partners and legal counsel for immigration hiring processes and procedures
▪Worked directly with the CEO and VPs to identify the current and future hiring needs of the organization, directly impacting the successful selection and timely placement of critical positions.
▪Sourced diverse candidates at all levels via job board niches, social media, strategic advertising, and community outreach.
▪ Manage the Intern Program Attend career fairs Created, with marketing, Infographics with the banks values and core competencies to be posted on websites and social media.
▪Maintained the development, implementation, and evaluation for sourcing, recruiting, hiring and orientation programs as necessary to ensure the workforces ability to achieve the organizations goals and objectives.
▪Assisted with Sr. HR Business Partners and Department Leaders to conduct job analyses, create job descriptions and identify job competencies.
▪Grew and maintained personal/professional networks to enhance recruiting efforts by establishing a presence in relevant professional groups and associations.
▪Collaborated with hiring managers to thoroughly develop and appropriately implement hiring plans, job requirements and work with them to draft appropriate job advertisements.
▪Fulfilled Requisitions in the following departments Finance, HR, IT, Marketing, Sales (D2D, Quality Assurance and Quality Control roles, Retail and Telesales); from entry to management level.
▪Identified and managed 15 vendors for developing our
▪recruiting brand strategy as well as the go to market plan and social media approach during the companys transition to Element Vehicle Services.
▪Established strategic partnerships with universities order to create a pipeline of "bench" talent for internships and entry level roles.
▪s.
▪Maintained applicant tracking database integrity and follow recruiting policy and processes and all applicable laws.
▪Acted as an inhouse technical expert on the talent acquisition technology platform, including training managers in use and reviewing new functionality as required.
▪Identified and built partnerships with national, regional, and local organizations,particularly diverse organizations to develop recruiting relationships/pipeline.(North Texas Lead, Junior Military Officer).
▪Assisted internal and external candidates in updating resumes (using MS Word) to add important attributes, highlight candidate skill sets, and tailor resumes to fit JD specifications.
▪Created an Excel document used to track all qualified candidates, interview process, feedback, and open tasks for full visibility to the recruitment and hiring teams.

▪Responsible for negotiating salary, bonus, commissions, stock, PTO with senior levels employees.
▪Identifying, recommending, and implementing recruiting operations solutions to maximize ROI and process efficiencies' ensuring recruiting tools meet the needs of the organization.
▪Identified adjacent industries consisting of comparable candidates to recruit from.
▪Utilized LinkedIn, CareerBuilder, Monster, Facebook, Instagram, and Indeed to source and network with potential candidates.
▪Leveraged relationships and passive candidates to receive qualified referrals for job openings.
▪Routinely managed the full-cycle recruitment/sourcing for approximately 80+ open requisitions and provided employee relations in a fast-paced, results-driven environment.
▪Spearheaded employee incentive program resulting in improved motivation and performance Administer Work orders.
▪Managed contract employees while on assignment, assess and investigate contractor related problems and administer performance counseling.
▪Identified priority areas within various departments, developed mutually reinforcing strategies for reaching and impacting key resources.
▪Cultivated relationships with hiring managers to understand the unique recruitment needs of their exempt and non-exempt openings.
▪Planned and executed recruitment strategies and initiatives Facilitated appropriate on-boarding and new hire orientation of diverse applicants.
▪Provided ongoing training to colleagues and hiring managers on hiring techniques and legal issues regarding hiring practices.
▪Developed and managed all recruiting activities for the company by implementing innovative company-wide recruiting strategies, processes and procedures.
▪Successfully implemented a new applicant tracking system (TalentSoft) resulting in improved user and candidate experience.
▪Developed and strengthened relationships with key executives and hiring managers throughout the company.
▪Eliminated all 3rd party recruiting fees resulting in over $200,000 in savings.
▪Reduced overall CTF (Cycle Time to Fill) from 68 days to 45 days.
▪Reduced contingency agency fees by over $400,000 in first year
▪Recruited exempt and non-exempt employees from the individual contributor level to the C-level. Grew the company by 170+ employees in first 12 months.
▪Negotiated candidate total compensation packages (exempt and non-exempt) with all internal and external new hires
▪Partnered with Compensation Team in educting hiring managers on current extermal market data, internal equity, and job description benchmarking using Paycor software.
▪Managed agency and vendor relationships for talent acquisition, as well as immigration and onboarding of non-US contingent and Perm employees.
▪Briefed executive team on weekly openings report, showing all vacancies within the company and status of each.
▪Developed and managed internship program, including budget determination, hiring candidates, and conducting classes and performance evaluations.

09/2015 to 05/2016 Recruiter Kizan Technologies | Omaha, NE,
  • Managed the full life-cycle recruiting process for assigned requisitions to support 7 offices located throughout Kansas, Missouri, and Nebraska.
  • Responsible for building and maintaining a network of candidate pipelines to identify passive candidates to meet sourcing strategies in rural locations.
  • Managed the posting of requisitions to local and state job boards, to include LinkedIn, Facebook, Craigslist, Indeed, and Workforce Centers.
  • Sourced, screened & phone interviewed candidates, as well as scheduled hiring manager phone and/or on- site interviews, and coordinated travel arrangements and lodging.
  • Prepared and extended candidate offer letters.
  • Conducted candidate reference checks and coordinated pre-employment testing.
  • Developed processes and metrics that supported achievement of organization's business goals.
  • Challenged and refined current recruitment and sourcing processes by suggesting actionable improvements and innovations.
  • Sourced and developed sourcing leads to increase recruiting base.
  • Executed integrated recruiting campaign across multiple media channels.
12/2012 to 08/2015 Recruiter Kizan Technologies | Saint Paul, MN,
  • (1 year 8 months).
  • Provided Recruiting support to Integrated Supply Chain (ISC) and Cessna Service, Parts and Programs (CSP&P) departments.
  • Develop and execute recruiting plans.
  • Network through industry contacts, association memberships, trade groups and employees.
  • Lead the creation of a recruiting and interviewing plan for each open position.
  • Source and screen internal and external candidates for the down-select of the top final candidates to be presented to hiring managers.
  • Assess potential candidates for fit within the position identified, including skills, education, and experience and also competency and cultural alignment.
  • Maintenance of the internal and external job posting systems.
  • Efficiently and effectively fill open positions.
  • Conduct regular follow-up with managers to determine the effectiveness of recruiting plans and implementation.
  • Participate in hiring events/career fairs, and other events to source candidates.
  • Schedule/coordinate interviews with candidates and interview team.
  • Serve as advisor to business partners and hiring managers on background check policy, including interpretations and processing of background checks.
  • Operate within Office of Federal Contract Compliance Programs (OFCCP) requirements.
  • Identify opportunities for creating a diverse candidate pool.
  • Participate in enterprise collaborative groups to foster communication between Business Units (BU) while promoting hiring best practices Systems utilized include: PeopleSoh, TalentWise, Taleo.
12/2012 to 01/2014 HR Services Business Partner Cessna Aircraft Company | City, STATE,
  • Confidential Records Management.
  • Policies & Procedures Manuals.
  • Process and track Family Medical Leave Act (FMLA), Vacation and Personal Leave of Absence.
  • Process unemployment claims.
  • Benefits overview - monthly premium rates, deductible/coinsurance, pension and 401k plans.
  • New-Hire and Re-Hire Orientation.
  • Continuously providing support to employees throughout the organization.
  • Improved customer satisfaction by finding creative solutions to problems.
  • Conducted new hire orientations making new employees feel welcome and ready to succeed.
  • Developed and maintained training materials and benefits packets for new hires.
  • Scheduled new hire orientation, guided new hire through on-boarding and explained new hire documentation requirements to facilitate HR processes.
  • Processed business and identification cards, bank accounts and reference and medical checks to streamline hiring protocol.
  • Updated new employee packages, training materials, benefits and announcements.
  • Processed all salary changes stemming from merit increases, promotions, bonuses and pay adjustments.
  • Served as subject matter expert for employment classification and compensation research, talent management and training strategies, providing leadership with advisement.
  • Developed and facilitated all new-hire orientations.
  • Conducted benefits administration for [Number] benefit-eligible employees.
  • Led weekly open enrollment question and answer session with employees on benefit program updates.
  • Provided HR consultation services to leadership and department heads, such as payroll administration, 401K and OSHA compliance, benefits and workers compensation.
  • Transmitted enrollment, termination and alteration information to vendors within established timeframes to keep all changes up-to-date.
  • Facilitated delivery of HR services by establishing and maintaining positive relationships with teams and leadership across organization.
Education and Training
Expected in 2013 Bachelor of Business Administration | Human Resource Management Friends University, Wichita, KS GPA:
Activities and Honors
Society for Human Resource Management (SHRM) Business Program Advisory Board Member North Central Texas College Jessica Claire - page 1 Jessica Claire - page 1

By clicking Customize This Resume, you agree to our Terms of Use and Privacy Policy

Disclaimer

Resumes, and other information uploaded or provided by the user, are considered User Content governed by our Terms & Conditions. As such, it is not owned by us, and it is the user who retains ownership over such content.

How this resume score
could be improved?

Many factors go into creating a strong resume. Here are a few tweaks that could improve the score of this resume:

82Good

resume Strength

  • Length
  • Measurable Results
  • Personalization
  • Strong Summary
  • Target Job

Resume Overview

School Attended

  • Friends University

Job Titles Held:

  • Senior Talent Acquisition Specialist
  • Recruiter
  • Recruiter
  • HR Services Business Partner

Degrees

  • Bachelor of Business Administration

By clicking Customize This Resume, you agree to our Terms of Use and Privacy Policy

*As seen in: