03/12/2023 updated
100 % available
TALENT ACQUISITION SPECIALIST, HUMAN RESOURCES MANAGER
Cary, USA
USA
BS of Computer Info SystemsAmericans with Disabilities Act Amendments Act (ADAAA)Strategic ManagementComplianceData ManagementHuman Resources Information System (HRIS)Employee RetentionRecruitmentHuman ResourcesLabor RelationsMobility ManagementOracle ApplicationsPeopleSoft Customer Relationship Management (CRM)QuickBooks (Software)Succession PlanningInterviewing
Every stop in my career has been defined by hard work, dedication to my craft and a need to challenge myself as a global citizen. Starting my career in the government sector I quickly learned all the strategic functions that would create the foundation that the rest of my work life.
Over the next few years, I became an HR Manager, leading a team of over 400 people across 20 departments. One of the keys to achieving my goals was always thinking ahead, constantly using KPI’s to evaluate and improve company performance.
In 2014, my family and I decided to take on a new challenge and became global citizens. I opened up a successful business in Shanghai, China which forced me to identify news ways to connect and manage a staff and client base with different customs and cultural values.
When the pandemic hit, we decided to move back to the states.
I am currently interviewing for roles as a HR Manager and/or Sr. Talent Acquisition Specialist and expect to be in a position within the next month.
Legal & Regulatory Compliance (EEO, ADAAA, ADEA, FMLA, Title VII, Workmans’ compensation)
Benefits & Compensation
Full-Cycle Recruitment
Global Mobility Management
Strategic Planning & Development
Defining HR Policies & Procedures
New Hire Orientation
Employee Retention
Succession Planning
Employee Relations
Diversity, Equity, & Inclusion
Data Management & Monitoring
Analysis & Reporting
HRIS & ATS Systems, PeopleSoft, Oracle, ADP
Microsoft Office Suite
Slack
Google Suite
QuickBooks & more
Over the next few years, I became an HR Manager, leading a team of over 400 people across 20 departments. One of the keys to achieving my goals was always thinking ahead, constantly using KPI’s to evaluate and improve company performance.
In 2014, my family and I decided to take on a new challenge and became global citizens. I opened up a successful business in Shanghai, China which forced me to identify news ways to connect and manage a staff and client base with different customs and cultural values.
When the pandemic hit, we decided to move back to the states.
I am currently interviewing for roles as a HR Manager and/or Sr. Talent Acquisition Specialist and expect to be in a position within the next month.
Legal & Regulatory Compliance (EEO, ADAAA, ADEA, FMLA, Title VII, Workmans’ compensation)
Benefits & Compensation
Full-Cycle Recruitment
Global Mobility Management
Strategic Planning & Development
Defining HR Policies & Procedures
New Hire Orientation
Employee Retention
Succession Planning
Employee Relations
Diversity, Equity, & Inclusion
Data Management & Monitoring
Analysis & Reporting
HRIS & ATS Systems, PeopleSoft, Oracle, ADP
Microsoft Office Suite
Slack
Google Suite
QuickBooks & more
Experience
Professional experience10+ years
Languages
EnglishFluent
Project history
Sourcing & recruiting for roles in Tech to include DevOps, Cybersecurity, Software Development Engineers, Full Stack engineers, and more
Source, screen both internal and external candidates, submitting to hiring managers based on recommendations using data related to our current market
Utilize Success Factors and other sourcing tools & techniques to conduct reach of passive talent, and internal talent.
Using business acumen to share best practices and knowledge of current market strategies to improve candidate pipeline
Managing relationships with stakeholders & business partners
Source, screen both internal and external candidates, submitting to hiring managers based on recommendations using data related to our current market
Utilize Success Factors and other sourcing tools & techniques to conduct reach of passive talent, and internal talent.
Using business acumen to share best practices and knowledge of current market strategies to improve candidate pipeline
Managing relationships with stakeholders & business partners
full lifecycle recruiting for various corporate functions; partner with hiring managers to establish and drive the recruitment strategy for their roles.
and screen/interview both internal and external applicants and make recommendations to managers.
internal mobility
with sourcing team (when appropriate) on hard to fill or niche searches.
relationships with stakeholders & business partners
hiring managers with specifics of offers, i.e., compensation package, and extend offers of employment.
LinkedIn, Eightfold AI and other sourcing tools/ techniques to conduct outreach and attract passive talent.
administrative parts of the recruiting process through to completion (i.e., requisition process, Taleo Applicant Flow data input process, Internal and External Hire process). Manage Underutilization of specific requisitions by recording good faith efforts within Taleo and emphasizing diversity efforts with the hiring managers.
and share best practices, knowledge of competitors and implications for business
and screen/interview both internal and external applicants and make recommendations to managers.
internal mobility
with sourcing team (when appropriate) on hard to fill or niche searches.
relationships with stakeholders & business partners
hiring managers with specifics of offers, i.e., compensation package, and extend offers of employment.
LinkedIn, Eightfold AI and other sourcing tools/ techniques to conduct outreach and attract passive talent.
administrative parts of the recruiting process through to completion (i.e., requisition process, Taleo Applicant Flow data input process, Internal and External Hire process). Manage Underutilization of specific requisitions by recording good faith efforts within Taleo and emphasizing diversity efforts with the hiring managers.
and share best practices, knowledge of competitors and implications for business
Madedeterminations regarding eligibility for unemployment benefits.
and direct the routine functions of the Human Resources (HR) department including hiring and interviewing staff, administering pay, benefits, leave management, and enforcing company policies and practices.
with the leadership team to understand and execute the organizations human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
the talent acquisition process, including include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborate with departmental managers to understand skills and competencies required for openings.
trends in compensation and benefits; research and propose competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
learning and development programs and initiatives that provide internal development opportunities for employees.
employee disciplinary meetings, terminations, and investigations
benchmarking, and development of compensation structures
and direct the routine functions of the Human Resources (HR) department including hiring and interviewing staff, administering pay, benefits, leave management, and enforcing company policies and practices.
with the leadership team to understand and execute the organizations human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
the talent acquisition process, including include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborate with departmental managers to understand skills and competencies required for openings.
trends in compensation and benefits; research and propose competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
learning and development programs and initiatives that provide internal development opportunities for employees.
employee disciplinary meetings, terminations, and investigations
benchmarking, and development of compensation structures