Head of Wachovia Mortgage Recruiting

Posted on: 2009-03-16

PROFESSIONAL SUMMARY \\r\\nTalent acquisition, business consulting, majority recruiting, sourcing, diversity recruiting, candidate identification, market and competitive intelligence, strategy development, situational leadership, training, coaching and performance management. \\r\\nFocus: financial services, technology, banking, lending, human resources and corporate business.\\r\\n\\r\\nPROFESSIONAL EXPERIENCE\\r\\nWachovia (A Wells Fargo Company)\\r\\nSr. Recruiting Manager Aug 2007 to Current\\r\\n• Lead, manage and develop a geographically disbursed recruiting team of 65+ supporting the Mortgage and Retail Credit division.\\r\\n• Partner with leaders and key stakeholders regarding workforce planning, capacity planning, staffing opportunities, staffing threats, competitive intelligence, sourcing and diversity strategy and market penetration.\\r\\n• Designed and monitor recruiting metrics to ensure client satisfaction and cost savings to the organization.\\r\\n• Increase diverse hires, quality of hires, lower time to fill, lower submittal to interview and interview to hire ratios. Decrease in external agency fees.\\r\\n\\r\\nRecruiting Manager Dec 2004 to Jul 2007 Manage a team of 12 recruiting consultants and 8 sourcing consultants in support of the mortgage origination channels.\\r\\n• Lead, manage and develop a geographically disbursed recruiting team of 20+ to build out the growth strategy for the Mortgage Retail Origination Division.\\r\\n• Design and implement a new recruiting model and process to support the expansion.\\r\\n• Implement tracking and manage by fact model to identify and focus on breakdown in the recruiting process. \\r\\n• Provide ongoing sourcing leadership and training.\\r\\n• Design and implement sourcing strategies and trend based metrics to eliminate the use of outside contingent and retained searches to save on costs, build and manage pipeline for other forecasted openings, and increase quality of hires. Exceed hiring volume within the first 6 months.\\r\\n\\r\\nBank of America Jun 2003 to Dec 2004\\r\\nSenior Recruiting Consultant\\r\\n• Manage relationship with business partners to monitor and adjust staffing plans as needed to deal with changes in the business and marketplace. \\r\\n• Utilized Six Sigma methodologies to optimize recruiting process responding to business partners key needs critical to quality and enhancing overall customer delight. \\r\\n• Implemented diversity sourcing model increasing people of color hiring to 40% and female hiring to 55%.\\r\\n• Instrumental in Six Sigma process improvement team reducing the hiring cycle time.\\r\\n• Partner with HR team and with key Line Executives to define and implement a staffing strategy leveraging criteria based sourcing techniques to meet the needs of the business (time, cost, skill set and mix). \\r\\n• Proven track record of advancement, leadership and business success, with extensive experience in recruiting leadership roles. This includes strong understanding of strategic staffing planning, sourcing, interviewing, training, and development, diversity, tracking and measurement systems. \\r\\n• Built and maintained credibility by knowing the business and aligned recruiting support to the priorities of the business unit and anticipates how business priorities will impact staffing plans. \\r\\n\\r\\n \\r\\nSpherion March 1999 to Jun 2003\\r\\nTechnical Recruiting Lead\\r\\n• Coached a recruiting team in business generation and Full Life-Cycle recruiting.\\r\\n• Use sourcing techniques to including Internet recruiting, direct sourcing, networking, proprietary targeted search, candidate-to-client matching, cold calling, non-traditional sourcing methods, user groups, alumni programs and college recruiting. \\r\\n• Technical recruiting of permanent and contract Information Technology Professionals. \\r\\n• Develop and maintain relationships with consultants and third party vendors. \\r\\n• Managed Unemployment, worker’s compensation and risk management of contract employees. \\r\\n\\r\\nSouth African Navy Jan 1995 to Jan 1999\\r\\nHuman Resources/Labor Relations Manager (Naval Officer)\\r\\n• Managed a Head quarters Recruiting Department of 20 employees.\\r\\n• Created competitive recruiting methods and tools including: employee referral program, cold calling, networking, an applicant tracking and sourcing system, career open houses, and extensive utilization of the Internet.\\r\\n• Recruited and hired staff level, management, and executive personnel across all spectrums.\\r\\n• Wrote user friendly Human Resources Policy Manuals; established new policies and ensured compliance with current legislation.\\r\\n• Counseled employees and management in business and personnel issues including: organizational effectiveness, change management, job performance, and disciplinary issues.\\r\\n• Performed job analysis and workforce planning.\\r\\n• Defined, developed, and implemented Officers training programs at Naval College. Designed and created Training Catalogues.\\r\\n• Created courseware for trainers and students. Scheduled and conducted classes for trainers and internal personnel.\\r\\n• Managed all HR functions and payroll at Headquarters’ level. \\r\\n• Validate and implemented the first psychometrical test used to predict potential for tertiary education selection utilized through the entire Department of National Defense.\\r\\n• Developmental member of the Defense Affirmative Action Program.\\r\\n• Launched and facilitated the first Diversity Training program for the Department of National Defense. \\r\\n\\r\\nEDUCATION\\r\\nHonors Degree in Human Resources Management \\r\\nUniversity of Pretoria, Pretoria, South Africa \\r\\nBachelors of Science, Industrial Psychology/Business Management\\r\\nRand Afrikaans University, Johannesburg, South Africa\\r\\n \\r\\nPROFFESIONAL TRAINING\\r\\nJun 2006 Diversity Training\\r\\nOct 2004 Six Sigma Green Belt Certification \\r\\nJul 2004 Six Sigma DFSS (Design For Six Sigma)\\r\\nJan 2004 Lean Enterprise\\r\\nAug 2004 Benchmarking \\r\\nMay 2003 PHR Certified (Professional in Human Resources)\\r\\nJul 2001 AIRS (Advanced Internet Recruitment Strategies) Training \\r\\nNov 2000 Professional Technical Recruiting/Selling OZ Enterprises Inc. \\r\\nApr 1998 Equal Opportunity Advisor’s Course (EEO/Affirmative Action Program)\\r\\n Defense Equal Opportunity Management Institute, Florida, USA\\r\\n\\r\\nTECHNICAL SKILLS\\r\\nMs Office, MS Visio, Lotus Notes, MS Project \\r\\n\\r\\nFOREIGN LANGUAGE PROFICIENCY\\r\\nAfrikaans (written and oral), Dutch (written and oral), Sotho (oral)\\r\\n