Senior Talent Acquisition Specialist resume example

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.
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▪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.