Occupation:Technical Recruiter |
Location:Clearwater, FL |
Education Level:Bachelor |
Will Relocate:YES |
Description
CAREER HIGHLIGHTS * Acquired 200+ new hires per year to fulfill recruitment for new Securities Technology division integrated into Capital Markets operations, successfully reducing vendor spend by $3.8M+ through best-practice governance and performance management structures (with Wells Fargo) * Championed international partnerships between US and Europe based operations needed to support people growth among new Global Technology campus built in Research Triangle Park. Hired 200+ recruits per year while managing budget of $1.7M, directing internal recruitment team which reduced vendor spend by $4M+ (with Deutsche Bank) * Fulfilled requisition of 800+ IT personnel and deployed 30+ teams over 5-year period through diligent project management and talent acquisition leadership, eliminating use of vendor recruitment services over same period which saved $2M+ (with Credit Suisse) * Functioned as key contributor within global HR transformation project located in Switzerland, merging and consolidating all isolated HR platforms across German, French, and UK operations into one global system and model (with Credit Suisse) * Spearheaded unique talent acquisition strategy for GGSG division requiring government engineering talent with security clearance, overseeing growth of recruitment team from 4 to 25 personnel (with CISCO Systems) AREAS OF PROVEN PERFORMANCE * Strategic Acquisition Program Planning: Directs and steers development of extensive talent acquisition programs for volume hiring in collaboration with C-suite and executive leadership teams, establishing recruitment strategy for all levels of employment based on operational demands and hierarchical structure of new enterprise business units. * Market Research & Benchmarking: Conducts in-depth market research and mapping of existing teams and staffing arrangements among competitive organizations with similar operations. Identify optimal methods to target, engage, promote, and influence the decision making of top market talent to consider new opportunities. * Program Building & Development: Liaises among steering committees and executive leadership to drive consensus around desired headcount, job qualifications, recruitment budget, organizational branding, talent selection protocols, vendor sourcing and management, diversity and inclusion policies, and other key talent acquisition items. * Recruitment Team Leadership: Builds internal recruitment teams consisting of coordinators, sourcers, staffing specialists and other direct-reports. Divides and assigns domestic and international recruiting territories based on strengths of team, clearly defining KPIs and recruiting goals for each which combine to meet executive expectations. * Diversity & Inclusion Initiatives: Implement industry-leading and regulatory compliant governance structures used to define diversity and inclusion policies, ensuring all recruiting activities adhere with progressive hiring tactics. * Vendor Sourcing & Selection: Develops vendor sourcing and selection criteria as well as RFP documents used to contract our talent acquisition and recruiting program components. Evaluates vendors based on historical performance, retention rates, job submittals, time submittals, margins, and contract cost among other parameters. * Vendor Management & Governance: Manages relationships with vendor provided recruitment services according to well-defined performance metrics, accountabilities, and governance. Develops best-practices on vendor engagement. * Data Analytics: Collaborates with analytical teams and departments to generate key reports outlining progression toward recruitment goals. Monitor KPIs and metrics including days to hire, days to fill, cost per hire, resources, recruiter submittals, budgets, and other vital data, consolidating information into report for executive teams. * Recruitment Process Standardization: Defines end-to-end talent acquisition and recruitment process from initial candidate contact through to resume evaluation, shortlisting, interviewing, compensation negotiations, and onboarding. Conducts training with management teams around behavioural based interviewing and training. * Talent Acquisition Branding: Establishes cohesive and consistent messaging across job descriptions, multi-media platforms, company website, job boards, recruitment materials, employee referral programs, and other internal and external resources used to attract and acquire top-level talent for open positions.
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