Lead and managed the recruiting practices and procedures necessary to attract and attain a diverse and inclusive workforce. Utilized full cycle recruitment to hire all internal employees as well as contract drivers and dispatchers Partnered with local CDL schools to create a “feeder program” to recruit and obtain company drivers Leveraged various social media platforms to gain access to a very niche and hard to reach talent pool Created and implemented a standardized Interview Guidelines and Questionnaire Packet

Effectively planned, designed, developed and evaluated human resource-related initiatives that supported organizational strategic goals. Lead and directed performance management, talent acquisition, employee relations, compensation, employee engagement, employee separations, and ensured company’s policies were communicated and adhered to Managed the development and implementation of organizational development programs, employee onboarding and training programs, rewards and recognition plans, employee handbook and safety manual, database management procedures, equal opportunity employment programs, and employee records and documentation policies. Partnered with management to develop and communicate Human Resources policies, procedures, programs and laws. Determined and recommended employee relations practices necessary to establish a positive employer-employee relationship and promoted a high level of employee morale and motivation. Identified and monitored the organization's culture so that it supported the attainment of the company's goals and promoted employee satisfaction.

Consistently met and exceeded monthly, quarterly and annual hiring metrics including new hire goals, time to fill, interview to close ratio and retention rates Lead and supported a team of Senior and contract recruiters, while managing 20-30 individual reqs and additional hard to fill confidential searches Supported various Technical and Non-Technical teams throughout Magic Leap in Florida, Texas, California, Washington, Mexico, Hong Kong and Israel Recruited candidates in the following departments: Systems Engineering, Hardware Program Management, Mechanical Engineering, Optical Engineering, Quantified Experience, Computer Vision, Reliability, Business Development, Advanced Technology, Manufacturing, Operations and Supply Chain Collaborated with Senior Leadership Team to establish vision, strategy and roadmap on how to source a diverse pool of top talent and efficiently run an effective recruiting process to deliver on Magic Leap’s immediate and long-term hiring goals. Lead process improvement efforts to ensure consistency in communications, processes and acquisition of new talent. Partnered with Business Leaders and Hiring Managers throughout the organization to ensure talent acquisition is proactively identifying the target candidate profile, adjusting to business need, and promoting job opportunities as effectively as possible Assessed overall TA team performance and service levels to include Hiring Manager satisfaction and overall candidate experience Implemented creative and targeted search/marketing strategies to assist the talent acquisition team with being more successful in pipelining both active and passive candidates, including internal candidates.

Responsible for influencing and aligning inclusion efforts within the organization as it pertains to the recruitment strategy. Specific focus on developing, driving, and measuring recruitment initiatives and programs that align to the Inclusion Office strategy and deliver value for Magic Leap through expanding our reach and impact to drive inclusion in everything we do.

Utilized full cycle recruitment process to fill highly specialized technical roles across the Systems Hardware Organization, Program Management, Advanced Technologies and Manufacturing and Operations groups Built strong client relationships, partnering with Hiring Managers to understand their business, define their staffing needs and deliver best practice recruiting results Developed and maintained strong working relationships with all levels within the organization to create a partnership that yielded success and credibility Implemented creative sourcing techniques to develop a robust pool of passive and active candidates Leveraged social media platforms to tap into new pools of candidates, adapting sourcing and recruiting strategies based on the business unit and positions to be filled Managed end-to-end recruiting process for placing top talent across multiple lines of business/disciplines/geographies including sourcing, interviewing, guiding selection process and managing candidate negotiations

No description available.

Provide a consultative approach to identifying & selecting the very best talent according to the business need. Expert in utilizing social media sources, online databases, and various recruiting tools to source and pursue qualified individuals. Focus on selecting quality individuals that closely align with the team requirements to maximize productivity and efficiency at all levels. Provide a collaborative approach to developing and cultivating relationships with prospective talent, and creating an effective pipeline of prospective candidates. Interface and strengthen relationships with internal management teams to ensure business needs are addressed in a timely fashion. Committed to providing proven sources, processes and cutting edge ideas to develop and implement effective recruitment plans and selection strategies for assigned business areas. Propose and participate in ongoing best practices and improvements to the current talent acquisition efforts. Continually develop senior level relationships within select business groups to uncover needs and develop customized talent acquisition strategies.

Provide consultative HR expertise & support to various organizations and business owners, in the area of talent acquisition, training & development, diversity & inclusion, employee relations, leadership development, and performance management. Strategically develop and implement company-wide Employee Engagement & Inclusion Programs for increased morale and bottom-line results. Build effective relationships with external agencies, social groups, and professional organizations for the marketing & branding of various businesses within new markets. Facilitate various Succession Planning processes & design cross training initiatives. Create & cultivate credible relationships with various stakeholders, fostering an environment of collaboration, teamwork, and enhanced bottom line results. Design and deliver various Leadership trainings including but not limited to: Staffing for Success, Interviewing for Success, Delivering Top Notch Customer Service, Building Highly Effective Teams, Effective Goal Setting & Planning Skills, Working with Difficult People, Time Management & Maximizing Productivity, Performance Management, etc. Utilize full cycle recruitment process including sourcing resumes/candidates, conducting phone and in-person interviews, providing candidate recommendations, extending offers and facilitating on-boarding process. Create & cultivate credible relationships with business professionals and industry leaders across the country, providing access to the deeper insight and candid perspectives needed to understand what really matters most to employers and potential business partners. Build effective relationships with external agencies, social groups, and professional organizations for the marketing & branding of various businesses within new markets.

Partnered with HR Manager on the overall restructuring of various HR policies & procedures and developed departmental standard operating procedures (SOP’s). Functioned as a project manager, assessing areas of opportunities in various departments and working closely with the teams to restructure & streamline various processes for maximum productivity and efficiency. Created & developed requisitions, job descriptions & key competencies for various exempt and non-exempt level positions. Assist with volunteer management and facilitating outreach projects & programs. Managed the visibility and member participation of a 6 million renovation and vision expansion campaign. Analyze “giving” trends, interpret financial data and provide recommendations for continued success. Identify strategies to creatively and effectively communicate the progression of the Campaign to the members and encourage continual participation. Provide monthly reports/presentations to senior leadership team on campaign trends and successes. Design special activities and correspondences for the Campaign over a 36-month period.

Successfully lead and developed an in-house & remote team of 8-10 exempt/non-exempt employees, responsible for the staffing of the South Florida office Increased recruiter performance metric by standardizing and implementing strong recruiting processes, empowering & developing recruiters to operate as individual business leaders and leveraging areas of strengths throughout the department Built and maximized strategic partnerships with various stakeholders including Admissions Management Team, Training Division, Human Resources Department, etc Met and exceeded monthly, quarterly and annual hiring metrics including new hire goals and retention rates Promoted diversity & inclusion within the workplace, supporting & backing team ideas and adopting an Open Door Policy

Successfully managed and staffed multiple open positions within office locations throughout the United States Utilized full cycle recruitment process for high volume recruiting including: screening resumes, interviewing applicants, documenting paperwork, administering background checks, and ensuring smooth on-boarding process Effectively recruited candidates nationally for exempt and non-exempt positions, referring qualified talent to appropriate senior managers and divisions Leveraged online recruiting services and job boards, social & professional networking organizations, as well as direct sourcing and in-house strategies to identify the very best candidates while utilizing the Virtual Edge and Taleo applicant tracking systems Developed and cultivated effective relationships with regional Vice Presidents, Executives and HR Business Partners Successfully met and exceeded defined recruiting metrics (monthly & quarterly goals)

Implemented various Human Resources programs throughout the store, while supporting 350+ team members Provided human resource support to the Executive staff in the areas of employee relations; performance management team member training & development Dedicated 75% of efforts to effectively resolve employee relations issues and HR related investigations through appropriate corporate resources Advised management team in order to resolve Employee Relations issues, providing coaching, counseling, progressive discipline action, suspension, performance improvement and termination Guided the development process and performance management via annual reviews, career development, coaching and mentoring Managed 4-5 person HR team responsible for stores' scheduling, payroll, staffing and administrative responsibilities Analyzed turnover and developed and implemented preventive actions to minimize future turnover

Spearheaded and administered a dynamic Research Program targeted towards Minority Students interested in the field of Genomics. Designed and implemented recruiting strategies to attract and retain the right talent. Assisted with the design of internal/external marketing and recruitment materials to increase program participants. Attended various Diversity related job fairs and national conferences, resulting in increased student recruitment. Partnered with scientist, engineers and other research professionals to develop curriculum and learning materials for the participants. Partnered with housing and various organizations on MIT's campus to ensure a seamless transition to Campus Life.