Brenda Siri
Dallas,TX
Summary
Global Human Resources and Talent Acquisition leader with over twenty years’ experience leading teams to deliver exceptional HR and Talent Acquisition processes. Focused on retaining a culture of inclusivity and transformation, talent management, succession planning, manager/leader development, team effectiveness, and employee engagement. Strong business acumen, ability to engage senior leaders, and self-motivated leader with ability to operate with minimal direction. Understanding of employment laws and regulations. Proven history of training highly skilled HR staff.
Overview
12
12
years of professional experience
Work History
President, Talent Acquisition - Recruiting Agency
Corporate Connections LLC
01.2023 - Current
- Responsible for oversight of all C-Suite and executive recruiting for the agency including interviews, candidate presentation, salary negotiations, and complete full desk recruiting to client onboarding
- Also conduct all outreach and business development for the company, which includes client presentations, contract negotiations, and customer service to our retained clients.
Adjunct Professor, JSOM Business School
University of Texas
01.2023 - Current
- Professor for Master’s degree students teaching courses in professional development.
Sr. Director, HR and Acquisition – Electric Vehicle Manufacturer
Canoo
01.2021
- Responsible for driving change management, metrics, processes, and procedures as part of best practices related to human capital, talent acquisition, and retention for the firm
- Responsible for business operations human capital activities, including: Drive results aligned to business priorities to enhance people programs and practices, including performance management, rewards and recognition, engagement, diversity & inclusion, onboarding/offboarding, and retention
- Assisted in building HR team from the ground up, including total rewards, immigration, relocation, talent acquisition, executive compensation, and HRBPs
- Metrics-driven and responsible for building a culture of accountability with a strong sense of measurable performance outcomes
- Assist with development and implementation of company policies, procedures, and practices
- Responsible for OFCCP/AAP Compliance
- Actively assist in employee investigations
- Maintain knowledge of industry trends, sourcing and interview techniques, state legislation, and company compliance
- Creation of Human Capital Committee to oversee hiring requests for the organization
- Manage the transition of change management from the point of strategizing change to implementing change
- Create strategies that support and enable a positive work environment and culture initiatives to boost morale
- Creation and oversight of Employee Resource Groups (ERG)
- Analyze and leverage employee data including turnover, employee engagement, and exit interviews, to drive action plans to foster an environment that leverages diversity and creates a collaborative and inclusive best practice for the organization
- Establish strong partnerships with business leaders in cross-functional HR teams to provide integrated, seamless, and high-quality talent strategies to Canoo’s leaders, offering advice counsel, and thoughtful partnerships related to HR challenges within business units
- Implement iCIMS ATS system within first six weeks of employment, which created improved automation, candidate tracking, and sourcing
- Built a team of high functioning Talent Coordinators, Managers, and Recruiters who helped fill over 700 positions in one year for high growth start up organization
- Take a creative approach to building an inclusive and effective team that delivers high-quality outcomes for the organization
- Clearly define and execute talent strategies, programs, and policies to achieve business objectives
- Assess and/or develop relevant talent acquisition tools, processes, technology, and methodologies that enable Canoo to quickly find and hire top, diverse talent
- Reduced agency usage by over 45 percent in the first six months.
Project Manager – Management Consulting Firm
Korn Ferry
04.2021 - 08.2021
- Responsible for all North America recruiting for Korn Ferry Senior Leaders in the Professional Search business
- Use creative sourcing strategies and work closely with hiring managers to develop the best approach for clients
- Deliver exceptional candidate experience
- Effectively apply Korn Ferry’s recruiting methodology and enforce documentation standards
- Manage weekly reporting of metrics
- Set and manage client expectations
- Communicate effectively with clients to identify needs and evaluate alternative recruiting solutions
- Key accomplishments in first 90 days: Assess and build teams to meet talent acquisition solutions for clients
- Lead, design, and implement talent acquisitions solutions for the business
- Realize opportunities for efficiency in solution execution and implement innovative solutions and continuous improvement initiatives delivering to SLAs and KPIs
- Manage remote talent acquisition team.
head of talent acquisition – 2,000+ Employees - Telecom Technology Company
Aventiv Technologies (formerly Securus Technologies)
01.2017 - 01.2021
- Orchestrate all Talent Acquisition functions for technology/telecom organization across all offices nationally
- Identify organizational needs to create efficient talent acquisition strategies aimed at improving recruitment and business performance across departments
- Lead and recruited staff responsible for oversite of senior level recruiting in fields of C-suite executives, CIO, COO, CHRO, IT, engineers, finance, accounting, and marketing professionals
- Ensure federal and state compliance requirements including Ban the Box, AAP, OFCCP, EBSA, ADA, EEO, and Second Chance Hiring
- Monitor and appraise job results based on KPI metrics; utilize data to improve talent attraction and sourcing
- Inherited a decentralized TA team made up of different recruiters who had supported companies acquired by the organization
- Standardized all recruiting processes for all offices; manage and restructured recruiting lifecycle
- ADP – HRIS experience
- Provide vision, leadership, planning, and management for strategic talent acquisition programs
- Sets vision for team goals and invests in their quantitative and qualitative team success
- Considers diverse perspectives and internal/external contexts to identify pros, cons, and implications of potential strategic decisions
- Aligns actions to receive the highest impact options for positive workstreams, projects, and responsibilities
- Align staff member skillsets to opportunities for impact and growth
- High growth experience - increased number of employees by 100+% within first 18 months
- Increased team productivity by 37% and reduced spending by $300+K within the first six months
- Direct 13 professionals on internal Talent Acquisition Team in corporate office, and an additional 9 recruiters in four office locations throughout the U.S
- Work closely with leadership team on needs assessments and workforce planning
- Create an Onboarding Partner program to create a best-in-class onboarding program for new hires
- Designed diverse hiring program building an RFP process for diverse agency business partnerships and hiring programs
- Created digital recruiting strategies to optimize efficiencies in candidate recruiting experience to include: Created a video, which is included on all job postings - https://vimeo.com/391578629/5ba31cc5e9 Improved careers website for mobile phone and tablet optimization Oversee all social media postings on LinkedIn for Aventiv Technologies and its subsidiary companies to increase the company’s brand
- Participated in a podcast to help improve company’s exposure to potential candidates - https://www.youtube.com/watch?v=VRIo3Iuqg8w
Vice President, talent acquisition – Boutique Recruiting Agency
Corporate Connections
01.2015 - 01.2017
- Directed employee selection and retention process, authored hiring SOPs and onboarding procedures
- Conducted interviews and offered jobs to qualified candidates
- Modernized salary structure to ensure compensation and benefit plans met regulatory compliance requirements
- Facilitated training and performance reviews aligned with KPIs and industry standards
- Analyzed data and applied continuous change management to revise recruitment campaigns
- Pinpointed specific variables to set goals and measure success
- Administered client portfolio for 8 enterprise firms with $12+B in revenue; acquired $1+M in new business during first year
- Customers include companies such as Amazon, Martin Marrietta, Mitsubishi, ACPI/Armstrong, and Arconic
- Focus on roles for customer service, IT, aerospace engineers, cyber security, forensic accounting, manufacturing, sales, and finance
- Demonstrated success building attraction strategies for highly sought-after talent
- Identified and recommended new sourcing systems, processes, and techniques
- Built and maintained strong external relationships with vendors
- Identified and utilized multiple creative sources to access passive talent in the marketplace
- Improved interview processes to ensure effective and timely assessment of candidates
- Applied flat rate fee structure to reduce customer agency spending by over $100K annually and cultivated transparency across relationships; improved clients’ time to fill by 60+%.
Vice President, Recruiting - Executive Recruiting Firm
Risch Results
01.2012 - 01.2015
- Oversaw recruitment processes and employment programs; formulated KPIs for recruitment team
- Drove compliance with regulations concerning recruitment and selection process
- Architected internal database and recruitment tools
- Implemented Applicant Tracking System tool, established robust talent pipeline, conducted interviews, negotiated contracts, and compiled compensation packages
- Grew pipeline by attending job fairs and college recruitment events
- Industries served were hospitality, service-based businesses, healthcare, manufacturing, and human resources
- Initiate research to identify target organizations and candidates
- Focus on finding strong culture fit and customer-centric candidates
- Arranged in depth, personal candidate interviews, allowing thorough assessment of candidates
- Worked with client and candidates to negotiate employment offers in a timely manner
- Filled average vacancy within 45 days and slashed cost per hire, time to fill, and cost of vacancy by 47%
- Lowered vacancy percentage by 22% in first year
- Coordinated with clients to forecast hiring requirements.
Education
Master of Arts - Organizational Management
University OF ARIZONA GLOBAL CAMPUS
Bachelor of Science in Management Degree -
University of phoenix
Skills
- Building HR Teams
- RFP and Vendor Management
- Diversity and Inclusion Programs
- Change Management
- On-boarding and NHO Strategy
- Employee Relations/Investigations
- Total Rewards
- Succession Planning
- Fast Scale Growth Companies
- Performance Management
- OFCCP/AAP Compliance
- Employee Resource Groups
- Microsoft Office Suite
- ICIMS
- Workday
- Oleeo
- Bullhorn
- ADP
- ADP Workforce Now
- Oracle
- UKG
- Work Bright
- Concur/SAP
- Workbright
- E-Verify
- Background Check Tools
- Candidate Assessment/PI Tools
- Screening Processes
- Work Authorizations
- Compensation Analysis
- Building Partnerships
- Employer Branding
- Applicant Tracking Systems
- Sales Talent Acquisition
- Talent Management
- Internal Mobility
- Benefits Negotiation
- Technical Industry Knowledge
- Human Resources Law Expertise
- Customer Satisfaction
- Scheduled Performances
- Human Resource Information System (HRIS)
- Organizational Systems
- Training Needs Analysis
- Data Tracking Applications
- Critical Thinking
- Human Resources Department Processes
- Federal Laws
- Candidate Pipeline Management
- Unemployment Claims
- Corrective Actions
- Complaint Response
- Global Recruitment
- Confidential Records Management
- Human Resource Management Software (HRMS)
- Interviewing and Prescreening
- Compensation Negotiations
- Special Events
- Managing Client Contracts
- Employee Referral Programs
- Portal Tools
- Partner Relationship Management
- Develop Policies
- Microsoft Access
- Employee Engagement Strategies
- Problem Resolution
- Administer Benefits
- Pre-Screening and Qualifying
- Improving Organizational Standards
- Recruit Managers
- Providing Feedback
- Competency Modeling
- Compensation and Benefits Administration
- Creative Strategies
- Health and Safety Programs
- Team Relationships
- Administering Disciplinary Procedures
- Employee Relations Oversight
- Employee Feedback and Recognition
- Exit Interviews and Processes
- Onboarding, Training and Development
- HR Systems
- Status Updates
- Accident Investigations
- Advising Department Managers
- Referral Generation
- Performance Management Systems
- Drafting and Administering Contracts
- Performance Optimization
- Statistical Data Analysis
- Compensation Packages
- Policy Improvement Recommendations
- Social Networking Platforms
- Applicant Screening
- Organization Strategies
- Forecast Employment Needs
- Operational Requirements
- HR Transformation
- Compensation Strategy
- Hiring Trends and Analysis
- HR Support
- Company Leadership
- Technique Optimization
- Recruitment
Websites
Awards
Pillar World Award 2018 - Recruiting/Talent Acquisition Professional of the Year, Gold Award Winner
Timeline
President, Talent Acquisition - Recruiting Agency
Corporate Connections LLC
01.2023 - Current
Adjunct Professor, JSOM Business School
University of Texas
01.2023 - Current
Project Manager – Management Consulting Firm
Korn Ferry
04.2021 - 08.2021
Sr. Director, HR and Acquisition – Electric Vehicle Manufacturer
Canoo
01.2021
head of talent acquisition – 2,000+ Employees - Telecom Technology Company
Aventiv Technologies (formerly Securus Technologies)
01.2017 - 01.2021
Vice President, talent acquisition – Boutique Recruiting Agency
Corporate Connections
01.2015 - 01.2017
Vice President, Recruiting - Executive Recruiting Firm
Risch Results
01.2012 - 01.2015
Master of Arts - Organizational Management
University OF ARIZONA GLOBAL CAMPUS
Bachelor of Science in Management Degree -
University of phoenix
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