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Click here or scroll down to respond to this candidateCandidate's Name
Powell, TN Street Address
EMAIL AVAILABLEPHONE NUMBER AVAILABLE#readytoworkWork ExperienceHR Talent Acquisition RecruiterSAIC - Oak Ridge, TNApril 2010 to PresentOak Ridge, TN April 2010 - Current$4B, 15,000 Employee Company, who is a leading provider of technical, engineering and enterprise information technology (IT) services primarily to the U.S. government, including the Department of Defense (DoD), the intelligence community and federal civilian agencies. HR Talent Acquisition RecruiterWorks enterprise wide to identify internal candidates to fill demand requests (open positions) via RMS and associated toolsets; and assist with redeployment options for those employees with availability and/ or ready for career development (RFCD) needs. Provide reports/metrics on redeployment and utilization management to Market Segment leaders.Frequent interaction with hiring managers, demand requestor, employees, WDMs, PTLs, PMs, and occasionally RDs and Market Sub-segment VPs.Identifies areas for improvement and/or efficiencies in day-to-day business operation surrounding RMS(tool) operations and/or how the RMO can better serve its internal customers. Understanding of open positions) and job code structure), and ability to match existing staff's skills and experience to the positions being proposed/considered against. Works closely with WDMs, RDs, and Market Segment VPs and GMs as requires. Demand (positions) Utilizes system (RMS) & processes for demand fulfillment via searching & proposing qualified candidates Claims and qualifies demand requests within 48 hours of submittal. Actively follow-up with proposed candidates' supervisor & hiring manager approvals (time to fill) with a target of 48 hours to make hiring decisions and/or approve of 1st level supervisor; escalate to WDM or supervisor Monitors open demands against aging timeline to ensure internal candidates are routinely being re- searched Maintain accuracy of demand requests - open, closed, unsubmitted, etc. Taleo (requisitions) Utilizes system (Taleo) & enters and processes requisitions to be posted both internally and externally through ATS. Do intake sessions with hiring managers to understand needs and skills looking for to fill the role. Utilize Job Resource Tools to determine appropriate job code, level, salary range and salary plan. Pre-screen all applicants, forward good applicants to hiring managers and set up interviews. Monitor days to fill role, goal is 30 days or less. Continue working with managers weekly to get status and any changes. Monitor dashboard of all open requisitions assigned to me. Use sourcing tools and sometimes sourcing team to assist with hard to fill locations or roles. Supply (People) Works with employees with availability indicator (at risk) in skill profile to find redeployment options Searches RMS for opportunities for RFCD employees (as requested/coordinated with WDM) Contact all internal applicants through Taleo to qualify and disposition against positions of interest When supporting Pre Award, responsible for working with capture teams for key personnel staffing needs; and 90-day look for non-recompete, larger efforts (Cat. 1 & 2) Provide ad hoc proposal search as neededReporting Provide utilization report/metrics to Market Segment leaders; understand content and associated actions required of the leaders Provide feedback to RMO Director on exceptions to redeployment success report Understand and utilize the various RMO reports/resources to perform day to day activities Provide system and/or process training to relevant leaders to ensure effective use Hiring Administration Team LeadSenior HR Employee Representative/ Hiring LeadWithin the HR Services area of Shared Services Center, the 6-member Hiring Administration Team (HAT) handles the coordination of all onboarding activities from offer acceptance to Day One arrival for all company hires. Annually, SAIC averages hiring 4,000 new hires. Promoted to Lead Role to handle the following responsibilities in addition to carrying a regular HAT workload. All HAT members manage and communicate all related preparedness activities to Company Recruiters and Hiring Manager, via multiple channels of communication for the new hires assigned to them. This includes the status of/to all onboarding new hires regarding pre-board process effectiveness, day 1 readiness & expectations. The goal is for clear communication, to ensure new hire success and a positive new hire experience.Serve as the face of HAT Company wide. This includes designation as subject matter expert (SME) across all onboarding activities to answer/troubleshoot ad hoc questions, train the Team and Recruiting Staff, when appropriate, and acts as SME liaison in significant surge hiring efforts. Key person for all incumbent captures/acquisitions, work closely with Program Management, Transitions Team and Recruiting. Led 600+ incumbent captures and new hire assimilation. Successfully onboarded all new hires on 9/9/15 by utilizing current staff, outside HR professionals and serving as HAT Point Person on company- wide strategy team. Won CEO Award for collaborator catalyst in 2016Appointed as Project Business Analyst for troubleshooting and development areas for Hiring Administration Team and Taleo Onboarding System.Serve on interviewing and selection team for new HAT Members and other HR Services new hires. Handle DOE/DOT contract hiring and requirements for company to include proper distribution of pre- employment drug testing.Partner with Talent Acquisition Team for Internship/College Hiring initiative. Monitor and update HRIS system and personnel files. Serve as Primary POC to handle all Corporate and Executive Employees hires and changes.Compile and distribute metrics for Hiring Administration team for upper management and SSC Director including tracking employment application errors and trends with offer details. Responsible for Report Generation & Distribution, Coordination & Handling of all Week 1 New Hire onboarding-related support/activities. This includes (use of current forms completed correctly, Q&A, drug screening results, background verification, employee ID generations, records retention, sign-on bonus processing).Ensure all processes and documents are completed with adherence of company policies, procedures as well as regulatory/compliance standards. This includes completion of specific hiring documents for NJ, TX, CA and CO.Accomplishments in this Role: Partnered with Manager in February 2015 to write the scope for sourcing an electronic I-9 Tool. Met with Vendors, collaboratively selected, and implemented the Tracker electronic I-9 Tool company-wide. For I-9 documents completed remotely, this implementation reduced the error rate from approximately 30% to < 1percentage. With the support of SSC HR Management, solely designed and collaboratively implemented paper process for all HR functions for the Shared Service Center in January 2015 Point Person as Business Analyst for HR Org Efficiency Program (HOEP) Project for Enterprise. As part of project team, designed, developed and rolled out the successful implementation of HAT in September 2014Consumer Relations CoordinatorExpress Personnel - Knoxville, TNSeptember 2009 to April 2010at Bush Bros. Co.Handled all consumer contacts for the company; phone, email, mail and person. Registered every customer contact to track for reporting. Handled complaints including obtaining exhibits, analyzing exhibits, scanning, filing and follow-up. Attended department meetings to discuss changes and trends. Assisted the marketing team with any needs.HR Executive AssistantEdfinancial Services - Knoxville, TNApril 2005 to April 2009Held two positions within company, HR Executive Assistant and Quality Assurance Team Lead. HR Executive Assistant to HR President and Vice President. Completed all hiring functions from prescreening applicants to full background checks before hiring. Managed organizational chart and employee service for all branches of the company. Scheduled and inputted introductory and annual reviews. Completed financial funding report daily and updated all hiring and staffing spreadsheets. Scheduled meetings, travel arrangement and created Power point presentations and meeting notes. Served as Back-up Payroll Manager and Benefits Coordinator. Handled benefits enrollment and annual enrollment briefings. Attended all town hall meetings and sat on the development staff for analyzing results and developing solutions. Developed online training programs and classroom training. Delivered training on Customer Service, Difficult Customers, Team Leaders & Supervisors, and Retaining your staff. As the Quality Assurance Team Lead, monitored and scored recorded phone calls for quality and training for over 100 inbound/outbound Call Center Representatives. Developed career plans and continuous training for all employees. Set up a mentoring program for new employees, as well as level 1, 2, and 3 representatives. Monthly quality reports and presentations. Analyzed trends and work with upper management and other departments to develop additional training and developing. Answered inbound and outbound calls. Assisted servicing, claims and loan organizations team. Scanning, indexing and filing all loan paperwork.Assistant Store Director/Operations ManagerCircuit City Stores, Inc - Knoxville, TNNovember 1996 to November 2004Worked with Managers and Supervisors to develop Individual Development Plans (IDP) for all employees, as well as desired career path. Analyzed the current training methods and programs, updated & developed new training. Key creator in online training program. Delivered monthly and quarterly training in reference to new products, safety/OSHA and SOP. Tracked all online training. Managed payroll, A/R Report, account analysis and P&L statements. Managed all sides of Operations to include service, inventory, cash management and warehouse. Recruited, Hired, Managed and trained associates. Open communication between departments; sharing knowledge on procedures and products, as well as team building. Met daily and monthly sales budgets. Created schedules for more than 60 employees. Completed and met with every employee to provide an annual performance review. Participated in conference calls plus the weekly and monthly meeting with Store, District and Regional Vice President. Opened and closed the store.EducationHigh school diplomaSkills Talent Acquisition Training & Development Project Management Onboarding via electronic tools Incumbent Captures/Acquisitions College Recruiting Process Improvement Paperless Documents Process Documentation Operations Management Workforce Planning Benefits / Payroll Taleo (recruiting & onboarding) PeopleSoft 8.9, 9.2 Recruitmax Infor/Enwison eScreen/Pembroke CARCO background Documentum Newscale/Cisco Remedy/Service Now Fusion ADP Creative Accounting SharePoint Development Multi-phone lines Costpoint Visio Openair Microsoft Project Microsoft Programs 2007 2010 2013 ATS HR Sourcing Utilization Management Human Resources Computer Networking Quality Assurance Human Resources Management Interviewing DoD Experience Change Management Business Analysis Oracle User Interface (UI) Help Desk Workday Data Warehouse User Acceptance TestingCertifications and LicensesYellow Belt Lean Six SigmaPresent |
