Starbucks Coffee Company
Promoted to this multi-faceted human resource position with accountability for 13 states supporting 600 locations through out the mid-west. Maintained simultaneous responsibility for all external talent acquisition through a team of three direct reports while working cross functionally as part of a broader HR team to design and deliver a strategic plan around recruiting, retention, employee relations, and training & development. Dual reporting relationship to Director of Global Staffing and Director of Human Resources
ØCut average cost-per-hire by 25% and reduced average days-to-fill positions by 38%
Conducted and implemented a lean analysis on the complete recruitment cycle to identify and remove inefficiencies. Influenced generalist, hiring managers, and recruiters to implement new service level agreements which defined roles and responsibilities around the recruitment process
ØMaintained 100% staffed within all position profiles through pipeline passive candidate building
Closed a gap of 39 openings within the first 6 weeks of assuming position. Created a locally designed candidate relationship management strategy and system. Closed the skill gap of my recruiters in the areas of cold calling, internet sourcing, and pipeline building through 1:1 coaching, and external training.
ØImproved Diversity hiring by 27% in support of corporate diversity initiatives
Lead a Field Diversity Leadership team to develop both hourly and salaried level diversity recruiting initiatives. Lead a cross functional team to launch a Women’s Development Network and Black Partner Network for field associates. Conducted in depth research on 17+ metropolitan areas to identify key segments. Implemented local compliance reporting to measure current state against future state.
ØTop-Graded talent through implementing a bar-raiser assessor amongst hiring group
Facilitated Behavioral Interviewing training for all hiring managers, systemized interview debrief process to capture consistent feedback. Analyzed feedback to assess trends amongst final candidates.
ØDeveloped strong foundational relationships with community partners to feed the talent pipeline
Initiated and enhanced relationship with the following applicant segments; Military, Mature Workers; African Americans & Hispanics. Deepened the use of multi-pronged recruitment channels to include; colleges & universities, virtual career fairs, internal & external referrals, local community outreach.