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A motivated, creative, resourceful, results-focused Corporate Recruiter, Staffing Consultant, Senior Recruiting & Human Resources professional with 15+ years experience in the Energy and Healthcare industries, seeks a career oriented opportunity to utilize career experience and skills to contribute to employer objectives, profitability and success with a company.


Recruiting Professional with success in devising creative/effective strategies for specialized high-volume recruiting

Identifying strategies for sourcing the best candidates; such as cold calling, internet searches, database mining, social media, and other out-bound recruitment methods for identifying specialized and hard to find talent; 

Computer savvy and highly knowledgeable in HR and recruiting strategies, guidelines, systems, processes

Building public relations, fostering retention

Consult on new requirements, recommend recruitment strategies, gather competitor intelligence;Interviewing and hiring

Develop relationships with hiring managers, HR Business Partners

Extensive experience with ATS, HRIS, CRM and Vendor Management software including: ACT, Goldmine, Taleo, Avature, Kenexa, Brass Ring, Bullhorn, Aimee, RMS, Clearview TSS/RSS, Sales-force, Beacon, People-click, People Soft, Open Hire, Jobvite, Hire Bridge, Adobe Suite, Quick Books, Office Suite including Word, Excel, PowerPoint, Access, Outlook, Efficient on both PC and Mac, 

Work experience


Contract Recruiter


• Demonstrate the ability to articulate both feedback to all candidates in a professional manner.
• Has in-depth knowledge of the business segment strategic resource objectives and talent acquisition
• Articulate job scope for high volume replacement positions and critical, strategic positions that advance the business group and SBU business goals.
• Collect feedback from hiring managers as pulse measurements of client satisfaction and build quarterly, unified reports on client satisfaction, candidate experience, turnover division.
• Negotiate candidate offers.
• Knowledge and experience in Office, Outlook, contact management processes and ATS systems.
• Workforce planning, process improvement
• Execute business and strategies to recommend changes and efficiencies.


Staffing Consultant


• Consult on new requirements, recommend & action recruitment strategies to ensure the highest quality resource is engaged, in a cost effective manner.
• Manage full lifecycle recruitment.
• Responsible for delivering short-list of qualified candidates for client’s recruitment positions; candidates will have been screened and sourced by Researchers and/or Junior Recruiters within the team.
• Where appropriate, assist recruiting team with sourcing strategies and help build a qualified candidate pool, conducting sourcing activities for candidates focusing on the attraction of passive candidates via proactive sourcing
• Interview candidates and present a shortlist for each role within the specified timeframes.
• Develop and maintain relationships with hiring managers, HR Business Partners and business leadership to drive client satisfaction
• Work within predefined recruitment processes, ensuring best practice at all times.
• Monitoring recruitment process identifying and recommending areas for improvement.
• Develop and maintain an in-depth knowledge of the client’s business areas, their deliverables and needs.
• Provide advice to the client on recruitment strategies, procedures, competitor intelligence, candidate feedback and market conditions.
• Responsible for obtaining thorough knowledge regarding client, industry, and candidate pool in order to effectively sell opportunities to candidates
• Maintained excellent relationships with hiring managers
• College Recruitment Campaigns
• Utilize social Media, Networking, Job boards, Referrals, Industry specific
Recruiting, Sourcing, Human Resources, Talent Acquisition, Staffing, Networking, Social Media, Sta


Senior Recruiter


• Sourced & Recruited Physicians, Nurse Practitioners, Physician Assistants, Pharmacists, Pharmacy Tech's, RN's, LPN's, Radiology, Radiology Tech's, CT Tech's, Ultrasound Tech's, Respiratory Tech's, CNA's, in addition to other healthcare professionals for contracts, PRN, permanent placement, per diem, travel contracts
• Consult with Account Manager
• Conduct Interviews
• Statewide Career Fairs
• Human Resources and Credentialing
• Talent Acquisition, Staffing, Networking


Recruiting & HR Manager


• Sourced & Recruited, interviewed & placed Engineers, Electronic Techs, Operations Managers, Equipment Operators, Diesel Mechanics, Office Personnel, Welders, CDL Drivers and Sales in the oil and gas industry
• Plan and execute field-recruiting trips to major cities, seminars, conferences, and universities
" Consult with Hiring Managers, Interviews, Statewide Career Fairs
• Human Resources, Talent Acquisition, Staffing, Networking, Social Media, Quality Assurance


Director of Operations - Principal


• Founded/managed limousine and car service
• Recruited, hired, trained employees, prepare weekly schedules, monitor and evaluate performance
• Sales and Business development and marketing
• Performed cash management & general accounting functions including payroll & cost control
• Director of Operations, Owner/Operator, Principal


Recruiter & HR Generalist


• Recruited, hired & trained internal employees & monitored and evaluated performance
• Human Resource Generalist, Recruiter and Recruiting Manager, Payroll, Office Manager
• Sourced & Recruited Physicians, Advanced Practice, Pharmacy, Nursing, Radiology and other healthcare professionals


AD in NursingFront Range Community College - Westminster, CO 1994 to 1996.                             Certification in Psychology Southeastern - Hammond, LA 1990 to 1992

Certification in Psychology



Mar 2003Mar 2016

DOT Alcohol & Drug Abuse Prevention Technician Certification


Course Objectives:
This course can serve as a Train-the-Trainer Course to prepare you to teach others and to create and manage a DOT Alcohol and Drug Abuse Program. The course includes a Power Point presentation for training others. DOT requires that persons designated to determine "reasonable suspicion" receive training on alcohol misuse and training on controlled substance use. This includes supervisors and anyone else who has occasion to direct drivers. This easy-to-use training program will ensure that you meet the DOT requirements and that you can develop a DOT Alcohol and Drug Abuse Awareness Program.
This course meets and exceeds DOT Regulation 49 CFR part 382, "Controlled Substances and Alcohol Use and Testing" and 49 CFR part 40, "Procedures for Transportation Workplace Drug and Alcohol Testing Programs".
But it doesn't stop there. It also helps you give your supervisors the confidence they need to tackle difficult situations - such as handling uncooperative drivers - they're likely to encounter. And that's important, because if your supervisors don't act on their suspicions, an impaired driver could be sent out on the road, putting himself/herself and others in danger.
This course will teach you to understand what kinds of observations they need to make, common symptoms of alcohol misuse and controlled substances use, how to document their observations, and much more.

Learning Outcome:

Upon successful completion of this course, the student will be able to identify symptoms of alcohol and drug abuse, properly document observations, understand testing procedures, understand Employee Assistance Programs, train supervisors to meet requirements of Federal regulations.

Oct 2000Feb 2016

I9/Labor Certification

United States Citizenship and Immigration Services

Requirement for U.S. employers seeking to employ certain persons whose immigration to the United States is based on job skills or non-immigrant temporary workers coming to perform services for which qualified authorized workers are unavailable in the United States. Labor certification is issued by the Secretary of Labor and contains attestations by U.S. employers as to the numbers of U.S. workers available to undertake the employment sought by an applicant, and the effect of the alien’s employment on the wages and working conditions of U.S. workers similarly employed. Determination of labor availability in the United States is made at the time of a visa application and at the location where the applicant wishes to work.

Feb 2013Feb 2016



The PEC Basic Orientation safety awareness course includes both SafeGulf andSafeLand USA. PEC Basic was designed to take the place of multiple Operator orientations and to give each student a general idea of life and safety issues in the oil and gas industry, upstream, downstream, onshore or offshore. This one-day program meets API RP 75 & API RP T-1 requirements. It provides a basic awareness level of certain general safety information that an employee should know before entering a company facility and while performing their assigned work duties. The majority of the leading oil and gas operators accept this orientation as it meets their requirements. Upon successful completion of the course, each student is issued a picture ID with a unique bar-code. The student information is then stored in an online database. This orientation has become the standard program for the industry and certifies a student at awareness level for the following:

  • SafeLand USA Certification
  • SafeGulf Certification
  • Alcohol and Substance Abuse Awareness
  • Back Safety
  • Confined Space
  • Defensive Driving
  • Electrical Safety
  • Emergency Response
  • Fall Protection
  • Fire Protection
  • Forklift Safety
  • Hazardous Communications
  • Hazmat (HM 126)
  • Hazwoper (Operations)
  • Hearing Conservation
  • Hydrogen Sulfide (H2S)
  • Lockout/Tagout
  • Medical Records
  • Offshore Safety (Swing Ropes/Personnel Baskets, Water Safety, etc.)
  • Offshore Transportation (Departure, Helicopter, Boat, Arrival, etc.)
  • Personal Protective Equipment
  • Process Safety Management
  • Respiratory Protection
  • Rigging
  • Terrorism Response Awareness Program (TRAP)
  • Welding Safety

Course Objectives

  • To prepare the student to know what types of additional training they will need in order to work for the various operators at both onshore and offshore facilities.
  • To create a mindset in each student that will help him or her  play an active role in the safety program at his or her work facility.
  • To explain to each student the value of asking questions when he/she does not understand a certain aspect of his or hers job.
  • To ensure that each employee that has completed this program has an identification card indicating that they have completed the course.

Target Audience

An essential course for any employee that is new to the O&G and Petrochem industry that will consistently be working in plant, dockside, onshore or offshore facilities. This is required for any employee of a company that does exploration, production, drilling and/or refining work for any of the leading operators.

Aug 1990May 1996

Alternative Dispute Resolution

Louisiana, Colorado

Conflict resolution is conceptualized as the methods and processes involved in facilitating the peaceful ending of conflict. Often, committed group members attempt to resolve group conflicts by actively communicating information about their conflicting motives or ideologies to the rest of the group (e.g., intentions; reasons for holding certain beliefs), and by engaging in collective negotiation.[1] Ultimately, a wide range of methods and procedures for addressing conflict exist, including but not limited to, negotiation, mediation,diplomacy, and creative peace-building.