Only registered members can see employees contact details
Recruiting / HR Leader
CAREER SUMMARY
Results-oriented recruiting and HR leader with 15+ years of experience in employee selection. Highly effective in developing business partnerships and aligning recruiting programs and services with strategic business plans. A “player / coach” who has demonstrated ability to lead highly productive teams through significant change while constantly striving to improve processes and performance.
| Last Resume Update | February 20, 2012 |
| Address | 1233 Summerlake Drive, Alexandria, KY 41001 |
| Degree | Bachelors Degree |
| Experience | 10+ to 15 Years |
| Category | Recruitment |
| register to see | |
| Phone Number | register to see |
Experience
PROFESSIONAL EXPERIENCE
NorthgateArinso (f/k/a Convergys HRM, Cincinnati, OH) January, 2004 - Present
NorthgateArinso is a global leader in providing outsourced HR solutions. In June 2010, NorthgateArinso bought Convergys’ HR outsourcing division. Convergys provides outsourced solutions, consulting services and software support to clients in customer care and billing services. Convergys operates in over 70 countries with 74,000 employees and with annual revenue of $2.8B.
Senior Manager, Recruiting (May, 2008 – Present)
Senior leader responsible for NorthgateArinso and Convergys North America staff recruitment function for 2700+ hires in 45 North American locations.
Key Accomplishments
• Led a team of 13 recruiters through significant organizational change from internal HR function to service provider role in 2008 and 2010 while achieving all service level agreements.
• Developed recruiting procedures for the entire NGA organization following the integration of Convergys HRM.
• Maintain active requisition load of 10+ positions, including primary responsibility for sales recruiting efforts.
• Streamlined staff level hiring practices and led overall recruitment process reengineering with intent of limiting manual administration of transactions and improving delivery.
• Implemented scorecard metrics into the organization measuring manager and new employee satisfaction results, as well as 90 day post hire satisfaction. Results used in client quarterly business meetings and talent development for recruitment staff.
• Continually identify areas of process improvement for both the recruiting team and client, including process re-design initiatives.
Specialist, Recruiting (January, 2004 – May, 2008)
Senior level individual contributor tasked with mentoring junior recruiters and recruiting for most challenging corporate positions in all lines of business.
Key Accomplishments
• One of 70 employees (out of 10,000+) at my level chosen to participate in Future Leaders Program.
• Managed and provided reporting on the hiring of 43 Corporate Network Services professionals and was the recruiting team point contact for the Chief Technology Officer.
• Recommended having background investigation firm also verify education, which reduced time to hire.
• Main recruiting contact for newly formed professional services group and consultant to the international recruiting group.
• Personally responsible for the recruitment and onboarding of all sales executives for the corporation, resulting in the hiring of 40+ sales executives.
• Train new recruiting associates on company policies, procedures and recruiting techniques.
Great American Financial Resources, Inc. (Cincinnati, OH) January, 2002 – January, 2004
The subsidiaries of Great American Financial Resources offer traditional fixed, indexed and variable annuities and various forms of supplemental insurance.
Recruiting Manager / Senior HR Generalist
Corporate leader responsible for overall talent management from both recruiting and employee relations perspective.
Key Accomplishments
• Consulted with managers and provided recruiting and performance management subject matter expertise.
• Lead the development of a company Core Competencies Guide to assist managers with effective performance evaluations.
• Advised, coached and trained managers on HR policies and processes as they relate to corrective counseling & performance management to ensure effectiveness of documentation and communication.
• Assisted managers with involuntary separations, including coordination of assistance with other areas of the company.
• Coached/Trained managers and associates in the development of S.M.A.R.T. goals.
Ernst & Young, LLP (Cincinnati, OH) June, 1998 – December, 2001
Ernst & Young is a global leader in assurance, tax, advisory services and strategic growth markets.
Recruiting Manager
Responsible for the developing the recruitment plan for a new specialty practice in the region, including experienced and college hiring.
Key Accomplishments
• Reduced agency hires from 31% of new hires in 1998 to 5% in 2001 by utilizing cost effective sourcing methods including the internet, employee referrals and direct sourcing.
• Developed and implemented a campus recruiting strategy and process for a specialty practice.
• Sourced, identified, and closed strategic tax, audit, and information systems professionals ranging from campus hires to senior managers in six locations for seven industry groups.
• Taught internet recruiting strategies to colleagues nationwide at two firm meetings.
• Strategically consulted with practice leaders regarding manpower management.
Cap Gemini Sogeti (Cincinnati, OH) November, 1996 – June, 1998
Cap Gemini Sogeti is a premier provider of information technology services to businesses and public-sector organizations.
Technical Recruiter
Sourced, identified, and closed 35 information technology consultants per year ranging from entry level application developers to senior project managers.
Aerotek, Cincinnati, OH June, 1995 – November, 1996
Aerotek® Inc. is a leading provider of technical, professional and industrial recruiting and staffing services.
Recruiter
Recruited and hired temporary technical employees for various industries including engineering, information technology, and telecommunications.
NorthgateArinso (f/k/a Convergys HRM, Cincinnati, OH) January, 2004 - Present
NorthgateArinso is a global leader in providing outsourced HR solutions. In June 2010, NorthgateArinso bought Convergys’ HR outsourcing division. Convergys provides outsourced solutions, consulting services and software support to clients in customer care and billing services. Convergys operates in over 70 countries with 74,000 employees and with annual revenue of $2.8B.
Senior Manager, Recruiting (May, 2008 – Present)
Senior leader responsible for NorthgateArinso and Convergys North America staff recruitment function for 2700+ hires in 45 North American locations.
Key Accomplishments
• Led a team of 13 recruiters through significant organizational change from internal HR function to service provider role in 2008 and 2010 while achieving all service level agreements.
• Developed recruiting procedures for the entire NGA organization following the integration of Convergys HRM.
• Maintain active requisition load of 10+ positions, including primary responsibility for sales recruiting efforts.
• Streamlined staff level hiring practices and led overall recruitment process reengineering with intent of limiting manual administration of transactions and improving delivery.
• Implemented scorecard metrics into the organization measuring manager and new employee satisfaction results, as well as 90 day post hire satisfaction. Results used in client quarterly business meetings and talent development for recruitment staff.
• Continually identify areas of process improvement for both the recruiting team and client, including process re-design initiatives.
Specialist, Recruiting (January, 2004 – May, 2008)
Senior level individual contributor tasked with mentoring junior recruiters and recruiting for most challenging corporate positions in all lines of business.
Key Accomplishments
• One of 70 employees (out of 10,000+) at my level chosen to participate in Future Leaders Program.
• Managed and provided reporting on the hiring of 43 Corporate Network Services professionals and was the recruiting team point contact for the Chief Technology Officer.
• Recommended having background investigation firm also verify education, which reduced time to hire.
• Main recruiting contact for newly formed professional services group and consultant to the international recruiting group.
• Personally responsible for the recruitment and onboarding of all sales executives for the corporation, resulting in the hiring of 40+ sales executives.
• Train new recruiting associates on company policies, procedures and recruiting techniques.
Great American Financial Resources, Inc. (Cincinnati, OH) January, 2002 – January, 2004
The subsidiaries of Great American Financial Resources offer traditional fixed, indexed and variable annuities and various forms of supplemental insurance.
Recruiting Manager / Senior HR Generalist
Corporate leader responsible for overall talent management from both recruiting and employee relations perspective.
Key Accomplishments
• Consulted with managers and provided recruiting and performance management subject matter expertise.
• Lead the development of a company Core Competencies Guide to assist managers with effective performance evaluations.
• Advised, coached and trained managers on HR policies and processes as they relate to corrective counseling & performance management to ensure effectiveness of documentation and communication.
• Assisted managers with involuntary separations, including coordination of assistance with other areas of the company.
• Coached/Trained managers and associates in the development of S.M.A.R.T. goals.
Ernst & Young, LLP (Cincinnati, OH) June, 1998 – December, 2001
Ernst & Young is a global leader in assurance, tax, advisory services and strategic growth markets.
Recruiting Manager
Responsible for the developing the recruitment plan for a new specialty practice in the region, including experienced and college hiring.
Key Accomplishments
• Reduced agency hires from 31% of new hires in 1998 to 5% in 2001 by utilizing cost effective sourcing methods including the internet, employee referrals and direct sourcing.
• Developed and implemented a campus recruiting strategy and process for a specialty practice.
• Sourced, identified, and closed strategic tax, audit, and information systems professionals ranging from campus hires to senior managers in six locations for seven industry groups.
• Taught internet recruiting strategies to colleagues nationwide at two firm meetings.
• Strategically consulted with practice leaders regarding manpower management.
Cap Gemini Sogeti (Cincinnati, OH) November, 1996 – June, 1998
Cap Gemini Sogeti is a premier provider of information technology services to businesses and public-sector organizations.
Technical Recruiter
Sourced, identified, and closed 35 information technology consultants per year ranging from entry level application developers to senior project managers.
Aerotek, Cincinnati, OH June, 1995 – November, 1996
Aerotek® Inc. is a leading provider of technical, professional and industrial recruiting and staffing services.
Recruiter
Recruited and hired temporary technical employees for various industries including engineering, information technology, and telecommunications.
Education
Georgetown University
Bachelor of Arts, May 1995
Bachelor of Arts, May 1995
