Objective
A highly motivated executive with experience in Management, Human Resources, Recruiting, Business Development, Organizational Development and Project Management.
Years of diverse experience which has fostered a variety of marketing, sales (B2B/B2C), management, leadership, organization, negotiation and communication skills within various facets of business. My ability to lead, plan, execute, build relationships, recruit and manage a budget has aided in setting standards for building businesses and employee excellence.
Experience
Kforce Professional Staffing, Cincinnati, OH11/2006-Present
Sr. Account Manager/Recruiter
Ranked one of the top performers for 2008-2010 within the office.
Client Development
• Responsible for working directly with clients to identify needs, receive requirements, set interviews, obtain candidate feedback, salary negotiations, create offer letters, obtain background and drug testing, etc.
• Demonstrated ability to work with all levels of management (from C level on down) and responsible for identifying candidates for all level positions from non-exempt to executive management, including CEO/CIO level.
• Created proposals to win business with competitive rates, fees and service guarantees.
• Consult with Executives, Directors, HR and hiring managers on a daily basis regarding open orders, provide status of recruitment initiatives, supply resources for upcoming bids and projects, maintain reports, etc.
• Key leader in all levels of IT, Management, and Healthcare industry experience, assisting clients in their hiring efforts for resources on a consulting contract, contract-to-hire and permanent placement basis.
•Experience in short and long term staff augmentation, participation in RFP and SOW responses, and the ability to maintain project based, contract resources.
•Successful in building client base, obtaining new business, and identifying prospective contacts.
Candidate Development
•Perform full lifecycle recruiting and maintain excellent relations with hiring managers, candidates, agencies, associations and the community at-large.
•Extensive use of internet search engines, networking groups, candidate/client referrals as well as passive candidate search strategies to locate and attract qualified candidates.
•Conduct phone screens, in-person interviews and web testing to assess individual’s skill level and communication abilities and determine if candidate will meet the client’s needs.
•Negotiate salaries and educate the candidate on the corporation’s benefit package and core competency.
•Format resumes as specified by client, build matrices, gather forms, references, documentation, certifications, etc.
Other responsibilities include: conducting training for sales associates, responsible for implementing new processes for a better way to work, designed, developed and deployed a Job Fair as well as attend job fairs representing the company.
NewHites Marketing & Administrative Solutions, Cincinnati, OH 6/2002-11/2006 President/CEO
Provide effective and quality marketing and administrative solutions to small and mid-sized businesses. Lead companies in taking their business to the next level of growth and awareness.
•Repeatedly successful in capturing new business and establishing relationships.
•Analyzed individual market business plans and developing a comprehensive strategic marketing plan for the region containing actionable marketing strategies to achieve company growth goals.
•Created and deployed marketing objectives, and devised creative strategies that delivered desired results.
•Managed and coordinated meetings/events held at numerous facilities for clients and NewHites alike. Responsibilities run the gamut: setting goals and objectives, identifying location, hire and manage event staff, create marketing material, manage registration, identify and negotiate vendor/supplier pricing and solving issues. Following events we would always schedule a debriefing meeting to discuss outcomes as well as review outcome of questionnaire created by NewHites.
•Managed projects and stayed within budget.
•Became marketing arm for some clients and developed marketing strategy, corporate logo and identity, marketing collateral, spearheaded PR, advertising and trade-show marketing to build awareness.
•Managed in excess of 100 staff, contractors and volunteers for various projects.
•Managed HR needs including, recruiting, training & development, employee relations, policy & procedure development/deployment, etc.
•Recruiter for clients for various exempt and non-exempt positions (clients such as Givaudan for high level IT needs; Trillium Healthcare Products Inc. for office and manufacturing roles; as well as engineering, marketing and management roles).
•Responsible for working directly with clients to identify needs, receive requirements, set interviews, obtain candidate feedback, negotiate salaries, testing, background checks, etc.
Word of Deliverance Ministries, Inc., Cincinnati, OH 7/1998-6/2003 Marketing/Public Relations Director
•Managed all facets of local and national meetings and events. Ensured that events were well publicized by media, stayed within budget and were well attended (events ranged from hundreds to thousands in attendance).
•Developed objectives and strategies designed for national and international marketing/advertising, packaging and publications for the business including TV, radio, print, direct mail, internet (web-based), newspaper, magazines, telemarketing and bookstores.
•Successfully launched and marketed products, developed marketing plan/strategy, and created measurements to gauge results.
•Managed a team in the development and deployment of a Partnership Program designed to build national awareness and provide increased financial support to aid the organization in obtaining television and radio spots. Since the onset of this project, the database has grown from 250 to over 9,000 and its membership has grown from 250 to 2,000, resulting in a financial increase to the business of over 45%.
•Designed and set-up a fully functional bookstore. Created policy/procedure guidelines, staffing structure and training, purchased displays and equipment and identified vendors and suppliers and negotiated contracts. This also included the management of staff, pricing and inventory management.
•Created new tools and improved the effectiveness of current national marketing strategies for the business, as well as benchmarking current objectives against market trends.
•Developed and managed the call center. This included but was not limited to, installation of hardware and software equipment, and creating policies and procedures.
•Created and improved work processes that assisted in maximizing the effectiveness of the way people work within the company.
•Supervised the day-to-day functions of the Marketing & Public Relations Departments. This included but was not limited to people development, salaries, promotions, training, delegation of projects, maximizing our resources and working smart.
The Procter & Gamble Company, Cincinnati, OH10/1986-6/1998
Associate Human Resource Manager
Main function is to help employees enhance their individual capabilities, which results in increased organizational effectiveness and contributions to the business. As well as manage and provide coaching, supervision, and advancement opportunities for support personnel.
•Management of Human Resource, Research & Development training programs with a budget in excess of $500,000. Developed and implemented new methodologies for career development training, while enhancing existing methodologies. Interfaced with people from different disciples and backgrounds. Planned and executed all facets of events. Developed and improved feedback evaluation in order to track the success of our programs. Reduced total organization cost of training events while maintaining at or above quality programs.
•Recruiting and hiring of personnel.
•Responsible for coordinating travel, housing, transportation and budgeting for Internal Management Development program.
•Responsible for managing the International Management Development (IMD) program which was developed as an effective knowledge transfer model for cultural awareness, technology and business skills. This program is considered Current Best Approach for other functions within the company.
•Lead the design effort and managed all logistical aspects for a week-long Global Employee Opportunity Program (GEOP) for 300+ R&D new hires, from 28 P&G locations, 63% from overseas locations and managed over 100 people who provided program support during the week. Results from this contemporary program design were strong, with the smoothest implementation and highest program rating since the program’s inception.
•Managed staff, conducted yearly reviews, responsible for hiring, raises, employee development plan.
Education
Connecticut Business Institute, Bridgeport, CT
Graduated March 1986
Certification
Ned Hermann Train-the-Trainer Certification
P&G Project Management Training
Leadership Training
Effective Communication Training
Microsoft Office Products
Skils