Cargill, Incorporated

SR. US DIVERSITY RECRUITING CONSULTANT                                                               2007 – 2009

• Conducted research and ongoing recruiting activities to identify and attract highly competitive diverse candidates for key talent needs across Cargill.  Conducted talent market analysis and market surveys.
• Researched industry competitive intelligence and analyze external market trends and position appropriate information with Diversity Recruiting Manager, and Recruiter’s.  Acted as market intelligence expert, e-mailing recruiters news files on industry trends, executive moves, etc.
• Partnered with recruiters to analyze client business plans and needs and to anticipate future projections for key positions.  Seeked new methods and innovative solutions to identify and attract the best diverse candidates.
• Executed recruiting and selection tactics for the recruiting process for talent needs including job postings, screening, interviewing, selection, documentation, compliance, correspondence, and communication with candidates and hiring.
• Partnered with Business Unit’s to assess current ethnic ratio of employees and provide diversity recruiting strategies and initiatives.
• Created a “Boomerang” process, establishing relationships with former Cargill employees and recruit back to Cargill.
• Identified local, national, and global professional organizations and establish partnerships to recruit and retain employees.
• Established new relationships with Historically Black Colleges and Universities and Hispanic Colleges and Universities in Puerto Rico.
• Accompanied talent recruitment team and assess various career fairs and conferences, making recommendations to grow partnerships.
• Developed and implemented a Diversity Scorecard for business units across Cargill globally to track diversity progress.
• Developed recruiting strategy for plant operations within the US and created a “pipeline” for supervisor and above positions.
• Implemented a direct, active, and passive recruiting strategy externally to recruit the best talent to Cargill.

Macy’s North, (includes: MN, IL, MI, WI, ND, SD, Northern OH, IN)

DIVERSITY MANAGER                                                                                                 2006 – 2007

• Lead the Diversity Council in developing and executing plans to educate and inform associates.
• Partnered with OVP, Headquarters Human Resources to develop company-wide diversity strategy involving associates at all levels.  Measured results versus established goals and shares results with stakeholders.
• Partnered with VP of marketing to develop advertising and events focused on minority customers.  Worked with SVP of advertising department to ensure accountability to objectives established for images, events and spending.
• Developed relationships locally with community organizations who constituents mirror our minority customers.  Leveraged these relationships to identify sources for candidates, marketing opportunities, etc.
• Participated on Minority Purchasing Council for Federated.  Attended local and national minority vendor fairs.  Identified vendors appropriate to our business and shared their information with GMMs, DMMs and others in a position to purchase goods and services.  Served as Macy’s North expert on minority vendor development.
• Partnered with professional organizations, historically black colleges and universities, and minority organizations on college campuses to recruit diverse talent.  Worked with manager of executive recruitment to implement new recruitment strategies for headquarters and stores.
• Assisted internal communications manager with developing a diversity communications plan.  Developed a diversity webpage for Macy’s North division to ensure employees are up to date on diversity initiatives and community involvement.
• Lead implementation of division wide Mentor Program and Fast Track program for minority new hires.
• Conducted diversity training for associates at headquarters.
• Monitored monthly minority new hires and turnover reports. Developed retention strategies to lower turnover.
• Partnered with Community Relations manager to identify diverse organizations.  Once identified, determined volunteer and contribution opportunities.

Globe Aviation Services/G2 Secure Staff LLC, Bloomington, MN     

HUMAN RESOURCES MANAGER                                                                                             2001 – 2006

• Managed staff of 4, consisting of an HR Specialist, 2 HR Assistants and MN Manager who held the license for Globe’s security contract. Hired and trained all new Human Resources staff while managing day-to-day duties within department.
• Oversaw all areas within Human Resources department including recruitment, staffing, benefits/compensation and employee relations.
• Re-designed HR infrastructure to exceed company objectives and exceed AA/EEO goals.
• Recruited, screened and interviewed applicants, tendered formal offers for all hourly positions.  Referred perspective candidates to the general manager for salaried positions and made hiring recommendations.  Acknowledged by Northwest Airlines for effectiveness of recruitment strategy, met 100% of staffing goals and reduced overtime.
• Staffed over 250 employees within a 2-month time frame to supply Northwest Airlines with aircraft cleaners, supervisors, managers and coordinators. Managed sensitive recruitment and hiring process during NWA strike.
• Oriented new employees, processed paperwork, provided information about benefits/compensation, company culture and expectations. Mentored new hires by contacting them once a week for 4 weeks to make sure they were succeeding in and liked their job and work environment.

Securitas Security Services, Roseville, MN                

HUMAN RESOURCES RECRUITER/RETENTION SPECIALIST                   

• Interviewed applicants, gathered information regarding education, experience, training, job skills and salary requirements.
• Checked credentials and references, scheduled follow-up interviews with company supervisors. Ensured candidates met recruiting specifications through the pre-screening and interview process.
• Met with department managers to discuss short and long-term staffing needs.
• Developed multi-faceted recruitment strategy, which obtained more and better qualified candidates.
• Contacted community job placement services, personnel agencies and colleges to set up interviews with job counselors and prospective candidates. Worked with local minority community centers on recruiting a more diverse workforce.

Manpower, on-site at Honeywell, Inc., Golden Valley, MN    

RECRUITER/STAFFING SPECIALIST                                                                     2000 – 2001

• Supervised staff of 30 Customer Service Representatives in a service center environment, 120 additional staff located within 4 Honeywell plants located in Minneapolis, Camden, Golden Valley
• Placed advertisements in local newspapers and used Internet recruiting to increase applicant flow.
• Efficiently managed Customer Response Center recruiting budget effectively. Ensured   recruitment advertisements were targeted to and brought in the right candidates. Identified and attended most appropriate job fairs for a variety of positions.
• Coached and counseled temporary staff regarding attendance, employee relations, pay, benefits, performance standards and reviews.
• Screened, interviewed job candidates, hired coordinated and conducted new employee orientation. Mentored new employees by walking around the customer service floor, answering questions, checking on employees’ progress in mastering new tasks and integrating into their work team.
• Prepared weekly payroll administration for 200 employees.

Bachelor of Arts, Speech Communications, University of Minnesota, Minneapolis, MN, 1999

Executive MBA, University of Minnesota-Carlson School of Management, Minneapolis, MN, 2010

Experienced professional in Human Resource management, recruitment and staffing. Expertise in recruitment, management, employee relations, auditing, FMLA, ADA, diversity/EEOC, corrective action, terminations, and compliance. Highly organized, thrives in independent roles requiring critical decision making skills. Contributes adaptability and a comprehensive knowledge of human resources functions to the organization. 

National Association of Women MBA’s – Community Relations Director, 2009-Present

National Black MBA Association/Twin Cities Chapter – Member, 2008-Present

Twin Cities Human Resource Association – Member, 2001-Present

Black Graduate Business Student Association – VP of Communications/PR, 2008-2010

Professional Association of Resume Writer’s/Career Coaches – Member, 2010-Present

Alpha Kappa Alpha Sorority, Inc. – Member, 1998-Present