Ambrea Jones

Acting Executive Recruiter for the Executive Search and Talent Advisory Team.

• Manage the full lifecycle of Band 5 Executive Recruiting for VCG and VBG which includes independently leading complex executive requisitions for AVP & Sr Director level.
• Primary Recruiter Metrics: 11 Internal Band 5 Hires ( 1 AVP & 10 Sr Dir hires, 5 VSP Backfill Tags, 4 Critical Roles Tags)
• Collaborate with senior business leaders and our HR partners to determine needs, assess candidates, and own salary negotiations.
• Engage with senior leadership to understand their business; their current state, their future needs and how they see the organization developing.
• Ensuring diverse representation across our slates and interview panels that aligns with Verizon's diversity goals which would in turn promote to Band 4 supporting Talent Managements overall diversity goal.
• Build relationships with our HR partners, keeping them fully ingrained in the process and up to date on each individual search.
• Assist with talent mapping and succession planning.
• Maintain compliance with recruiting process and recruiting KPI's.

• Lead of Work History Check compliance for Work History Check compliance review for HRBPs, TA Executive Leadership, and a 300+ employee Talent Acquisition organization, alongside legal and system partners (GTS, HRIS)
• Support Recruiters in the full life-cycle recruitment process while ensuring a positive candidate experience
• Act as a liaison for executive leaders, reviewing their referrals for campus internships and full time roles along with providing weekly updates and utilized Beamery to create executive referral pools
• Follow up TA organization and HR partners ensuring consistent communication through-out the process regarding the Work History Check process
• Minimize liability by ensuring ineligible former employees are not rehired through rigorous rehire compliance review procedures
• Partnered with GTS team to construct the new HRBP Recommendation Tracker 2.0 and Work History Qlik Dashboard for consistent records management reviews for TA organization
• Update current job descriptions by posting and un-posting roles both internally and externally while ensuring our job descriptions are clear, consistent, and appeal to a wide range of talent

Time & Attendance/Leave of Absence Team

• Collaborated with HR, Sedgwick, and HQ Disability to streamline communication on absence management policies and procedures
• Supported 4 Sr Managers teams by providing resources and options to meet the needs of the business
• Facilitated bi-weekly meetings with leadership and HR to maintain consistency in attendance management practices
• Evaluate Customer Success absence data to identify trends to provide recommendations to leadership to minimize absenteeism
• Developed and implemented strategies that successfully reduced absenteeism rates by 20% within the first six months of implementation

Acting Sr Trainer-Delivery

• Facilitated HR New Hire orientation, HR benefits/managing your time off and reinforcement training for the Customer Success organization
• Evaluated training effectiveness consistently and reported outcomes to leadership by gathering feedback through coaching sessions, evaluations, and follow-up surveys, leading to actionable insights for continuous improvement
• Collaborated closely with HR, stakeholders, and Learning & Development teams to prioritize training needs and provide regular updates on training initiatives' progress and impact
• Demonstrated ability to engage diverse audiences and customize learning content to accommodate different learning styles, resulting in increased employee engagement and knowledge retention

• Implemented new hire development plans week over week and performance evaluations for all KPI's
• Onboarded 90+ new hire customer success representatives
• Lead teams of 23 or more new hire employees and 20 support coaches for customer loyalty within the Customer Success organization every 12 weeks
• Transitioned 12 East Supervisors from leadership to production as call taking representatives
• Identified outliers and created personalized performance plans to improve efficiencies
• Partnered with L&D Sr Trainer to enhance skills/performance with new hire classes
• Created various workshops to support employee development, foster a positive workplace culture, and address organizational needs

• Pro-actively work to resolve customer issues completely and independently
• Recognized bells of churn; ensures that network and customer experience meets brand expectations and leads to customer loyalty
• Create trust and partnership to successfully position solutions that increased value of the customer's experience that leads to customer acceptance while meeting KPI's
• Used expert negotiation and problem-solving skills to resolve complex and non-routine customer concerns
• Communicated complex and technical resolutions clearly and concisely, adjusting language to facilitate customer comprehension