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La Tiffany
Latiffanycampbell02@gmail.com
813-362-4659
816 Jennifer Lane
High Point, NC 27265
Sr. Global Talent Acquisition Manager
12 years experience W2
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Summary

Objective - Pursue an opportunity to successfully lead, influence, support business to execute & deliver against overall Talent Acquisition/HR strategies.

Strengths

  • Client/Customer Relationship Mgmt.
  • Cross-functional collaborator
  • Demonstrated critical-thinking skills
  • Workforce Planning
  • Diversity Hiring
  • High Volume Recruiting
  • Performance Coaching & Development
  • Strategy & Change Management

Accomplishments

  • Partnered with Global (Europe, Sub-Sahara Africa, LATAM) Recruiting teams to implement recruiting strategies which increased efficiency by 40%
  • Execution & Delivery of multiple assessment tools to maximize Graduate-Level recruiting globally
  • Increased Diversity Outreach Programming & Recruiting which increased HBCU & DEI partnering by 100%

Experience
Sr. Talent Acquisition Manager, Early Career & Outreach Programming
Information Technology
Jul 2019 - present
Winston Salem, NC

Early Career Talent Acquisition Program Leader

  • Partner with business leaders, stakeholders, and HR business partners to identify Early Career talent needs
  • Develop strategy around campus engagements, early career talent and social media activation, including management of action and resource plans.
  • Influence business to drive Early Career, Talent Acquisition & COE goals, and objectives
  • People-leader of small team (recruiting, employer brand), responsible for full-cycle recruiting (position creation, requisition posting, sourcing, screening, assessment, interviewing and interviews, etc.) across functions including HR, Finance, IT, Ops/Engineering, Commercial, etc.
  • Talent Assessment to drive pipeline and proactively identify academic partners
  • Identify & develop new ways of working to partner cross-functionally to manage onboarding, assessments, rotation, headcount forecast and goals
  • Strategic planning to address process gaps of opportunities
  • Manage internship programming, including training of managers, dissemination of information, and assessment of interns.
  • Utilize data to story-tell with business stakeholders & leadership up to CEO
  • Create robust strategies and processes to drive innovation in attracting, hiring, and retaining diverse talent

University Relations

  • Build relations with key academic institutions to strengthen Reynolds position as Employer of Choice
  • Develop Employer Brand strategies to market on campus engagements
  • Leverage employment branding to build awareness and engagement, including social media campus activation.
  • Engage with Tier universities and colleges via virtual recruiting due to Covid-19 pandemic

Talent Sourcing

  • Represent RAI by building and cultivating relationships with professional organizations, community groups, social media outlets, alumni groups, the military, etc. to leverage in sourcing efforts.
  • Partner with Talent Acquisition team to assist in sourcing strategy development, referrals and contacts.
  • Design and implement strategies to significantly increase the RAI Talent Community and partner with Employer Brand to develop methods to “market” our career opportunities more effectively.
Stakeholder Engagement Strategic Planning Training Sourcing Social Media Recruiting Interviewing Employ C-Level Management Human Resource Staffing
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Sr. University Recruiter Leader
Information Technology
Aug 2016 - Jun 2019
Tampa, FL
  • Influence and drive the development, implementation & execution of University & Professional-level talent acquisition plans and strategies aligned with business objectives to ensure most talented pool of candidates, by focusing on accountability, asking the “right” questions, and strong decision making.
  • Provide guidance and recommendations to Program Managers, Executive Sponsors, etc. to support the overall J&J and Early Talent strategies to specifically increase diversity hires.
  • Developed recruiting program for Medical Device business with 18% year over year growth with headcount of 110 (2018) from 85 (2017) by creating recruiting strategy to increase talent across 17 Biomedical Engineering colleges/universities and 4 annual conferences (NSBE, NSN, SHPE & MOJO).
  • Partner with Hiring Managers on several aspects of university recruitment operational activities based on annual forecasts of 200 hires and 150+ headcount over 4 programs.
  • Ensure the appropriate relationship management among 7 core schools to drive campus involvement to increase hiring potential through diversity clubs/organizations on campus.
  • Proven ability to manage recruiting for multiple programs (4), across 2 of 4 J&J sectors, with a total of 100+ filled roles in 2017 with 96% on-time start rate.
  • Strong demonstration of understanding of the business, priorities, opportunities and challenges and external influencing factors.
  • Customer Focus & Consulting - Focuses on understanding the requirements of customers. Consult with customers to solve business problem through diagnostic thinking, effective questions and creative thinking.
  • Manages expectations and builds strong collaborative win-win relationships to deliver on key goals.
  • Provides thought leadership, ideas and a point of view. Coaches team members on effective consultative tools and methods.
  • Demonstrated project management & collaboration abilities through leading & co-leading National Diversity Conferences with budgets over $100,000, across multiple functions & sectors by determining best approach to maximize strong ROI in talent and partnering with leaders to align on J&J Enterprise presence.
  • Change Management - Helps clients plan and lead change effectively by using consulting skills and providing relevant change frameworks, tools and capability building for clients.
Recruiting Project Management Program Management Medical Devices FOCUS Change Management Biomedical Engineering Approach Actor Human Resource Staffing
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National Experience Operations Sr. Associate
Information Technology
Oct 2010 - Jul 2015
  • Full Cycle Recruiting & Management of up to 85 requisitions
  • Worked with Hiring Manager to develop materials, interviewee list, interview documents (system), design appropriate implementation of new programs to new markets.
  • Demonstrated ability to provide recommendation around technology process and procedure to both internal and external clients
  • Ability to problem solve through identify root cause and “best” resolution for end-user and stakeholder
  • Owner of several firm-wide processes – Executive Referral Process, Referral Bonus Payout process,

Experience Recruiting Sr. Associate Lead - 10/2010 - 04/2015

  • People leader responsible for team of 6 (associates recruiters & screeners)
  • Developed SLA documents to provide guidance on recruiting processes
  • Informal coaching and development team members to overcome feedback, learn new capabilities and close learning gaps, understand metrics & scorecards while understanding agile roles & responsibilities.
  • Responsible for managing full-cycle recruiting for multiple Recruiting Managers of 80-85 Tax Exempt level
  • Ensure execution and delivery of recruiting strategy by conducting regular schedule connections or “pulse checks” with teams.
  • Utilize recruiting metrics & scorecards to measure how effective and efficient the process is and identify areas for improvement.
  • Developed strong relationship with client/candidates by understanding the best approach to meet and exceed deliverables to client and stakeholders.
  • Influence partners to develop a recruitment strategy and talent pipeline for upcoming tax seasons
Stakeholder Engagement Recruiting Approach Agile Methodology Human Resource Staffing
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Employment Relations Consultant
Information Technology
Jun 2009 - Sep 2010
  • Managed escalated employee relations and investigation cases via internal ticket system.
  • Subject Matter Expert to managers in ER conflict resolution, progressive disciplinary tracks, and corrective action for 50+ plans.
  • Collaborate with team managers and leaders to determine best ER solutions including.
    • Investigation and research of complex issues (harassment, theft, performance mgmt.).
    • Understanding and communication of employment law, regulations and policies.
    • Develop new strategies to improve process and procedures.
Scala Progress Employ Recruiting Human Resource Staffing
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Edit Skills
Non-cloudteam Skill
Education
Bachelor's in Business Administration
Florida A&M University
Master's in MBA
University of Phoenix
Master's in Human Resource Management
University of Phoenix
Skills
Recruiting
2021
20
Approach
2019
12
Stakeholder Engagement
2019
12
Human Resource
2021
11
Staffing
2021
11
Sourcing
2021
8
Interviewing
2021
6
Social Media
2021
6
Agile Methodology
1985
5
Auditing
2015
4
Data Entry
2015
4
Data Integrity
2015
4
Employ
2021
4
Problem Solving
2015
4
Process Improvement
2015
4
Actor
2019
3
Biomedical Engineering
2019
3
Change Management
2019
3
FOCUS
2019
3
Medical Devices
2019
3
Program Management
2019
3
Project Management
2019
3
C-Level Management
2021
2
Strategic Planning
2021
2
Training
2021
2
Progress
2010
1
Scala
2010
1
Applicant Tracking Systems
0
1
ARP
0
1
Box
0
1
Call Center
0
1
FOCUS
0
1
HRIS (Human Resource Information Systems)
0
1
IMAGE
0
1
Microsoft Excel
0
1
MS Dynamics 365
0
1
Objective C
0
1
Performance Management
0
1
React.js
0
1
Workforce Planning
0
1