Brittany Coleman

The Talent Acquisition Manager leads all recruiting efforts for Airgas, Process Gases Division. The TA Manager partners closely with the HR Business Partners and the Airgas leadership team to drive effective recruiting efforts and practices for six businesses within an Airgas division.

• Managed recruitment efforts for six businesses in Airgas Process Gases with a remote and hybrid team.
• Aligned recruiting efforts with overall division expectations by creating targeted metrics and objectives.
• Provide and create data on the market to better influence hiring decisions with managers
• Create, share, and present recruitment trends to the businesses, leadership teams, and executive leadership team.
• Spearhead changes to the recruitment process, such as the creation and implementation of interview guides, criteria for third-party use, and valuable intake sessions under the guidance of the Center of Excellence.
• Coach, develop, and create project work for the Airgas Process Gases year-long intern.
• Key contributor to advancing DE&I initiatives within Talent Acquisition through active participation in the corporate Recruitment Initiative Team.
• Aligned efforts with HR Directors to maintain effective partnerships between Talent Acquisition and the business.

The Talent Acquisition Manager leads the recruitment team for Novelis 16 manufacturing facilities and works closely with union and non-union plant teams to ensure that TA is delivering on the key performance initiatives. The TA Manager creates recruiting strategies and leads all salaried hiring initiatives for Novelis North America.

• Lead a team of remote and hybrid recruiters and recruiting coordinators for Novelis corporate, regional, and manufacturing facilities, focusing on the team’s performance, engagement, metrics, growth, and deliverables.
• Responsible for attending key stakeholders' weekly team meetings and providing updates on the recruitment strategy, initiatives, metrics, KPIs, and performance.
• Responsible for building out and enhancing the internal recruitment process, referral programs, ATS updates, sourcing strategies, and pipelining.
• Regularly met with recruiting vendors, such as Indeed, LinkedIn, Handshake, and recruiting agencies, to develop training programs and review budgets.
• Work closely with HR Business Partners to create and enhance TA and HR processes, and to train and educate hiring managers on updates and best practices.
• Responsible for managing agency relations throughout the recruiting process.
• Enhanced company intern program, onboarding, and mentoring a campus recruiter, fostering a culture of growth and development.
• Lead weekly TA team meetings to review metrics, goals, and company updates, in addition to providing coaching and best practices during one-on-ones.
• Conducted frequent trips to Novelis plants for consultations on recruitment strategies.
• Implemented advanced ATS updates and referral programs, optimizing recruitment processes, and enhancing team performance.
• Collaborated with HR Business Partners to refine TA processes, trained managers on best practices, and ensured streamlined hiring.

Assumed contract leadership positions following the elimination of previous role caused by the pandemic.

• Sunday - Developed and refined Greenhouse ATS system to support comprehensive recruitment efforts.
• Hello Fresh - Oversee TA hiring practices for New Jersey manufacturing facility.

The Talent Acquisition Manager leads the recruiting team and all recruiting efforts. The Talent Acquisition Manager is responsible for strategizing and implementing the best recruiting processes to align with business initiatives.

• Manages recruiters and recruiting coordinators to ensure comprehensive recruitment efforts at the corporate level.
• Updated the Executive Leadership Team board deck with recruiting updates, data, metrics, and rollouts.
• Spearheaded launch of independent Talent Acquisition unit following organizational restructuring.
• Work with vendors to build out the Talent Acquisition applicant tracking system (A DP) to best fit the organization's needs – build the system from beginning to end around the newly developed recruiting process.
• Train and educate hiring managers on Talent Acquisition's processes and best practices.
• Tasked with staffing a Talent Acquisition team and filling 120 corporate roles within six months.
• Develop and create the organization's talent acquisition reporting metrics and KPIs, including diversity and inclusion metrics.
• Set up recruiting agency contracts, and be responsible for managing agency relations throughout the recruiting process.
• Responsible for implementing contracts with LinkedIn, Indeed, and Glassdoor.
• Collaborated with the executive leadership team to recruit leadership talent for various departments.

The Sr. The corporate recruiter leads and manages the recruiting team and all recruiting efforts. The Sr. Recruiter is responsible for strategizing and implementing the best recruiting processes to align with business initiatives.

• Managed recruitment department, overseeing full life-cycle recruitment efforts for corporate positions.
• Supervised, advanced, and guided a team featuring a recruiting coordinator and recruiters.
• Reported directly to the HR Officer with insights on team performance and KPI solutions.
• Responsible for maintaining vendor relationships and contract negotiations (with LinkedIn, Indeed, Glassdoor, and external staffing agencies), with a focus on spend and metrics.
• Responsible for building out and reporting weekly, quarterly, and annual recruiting data.
• Analyze weekly and monthly hiring activities to determine staffing effectiveness.
• Develop and nurture relationships with hiring managers, professional organizations, networking groups, and agencies to support the Talent Acquisition department's presence.
• Perform executive searches.
• Complete performance reviews, and create developmental plans for the TA Team.
• Identified gaps during ATS implementation, saving the company thousands of dollars.
• Work with Taleo ATS vendors frequently to enhance and update the recruiting platform.
• Created company guides for educating hiring teams about recruitment changes.
• Enhanced recruitment efficiency by integrating processes entirely within the applicant tracking system.

The Sr. The Corporate Recruiter is responsible for creating, improving, and implementing the recruiting process and strategy.

• Supports the full talent acquisition lifecycle for intern and corporate-level positions.
• Oversaw and managed the Talent Acquisition Coordinator and contract recruiters.
• Responsible for sourcing, screening, interviewing, networking, analysis, and offers for all-level positions within six restaurant and snack brands.
• Serves as a business partner and consultant to hiring managers.
• Continuously revamp and enhance the recruitment processes to meet the needs of the organization.
• Work with the HRIS Director and vendor to enhance the recruiting module's functionality and address inefficiencies.
• Implemented and created a 10-week project-based summer intern program titled 'FOCUS Fanatics.'
• Serve as the program director for the organization's summer intern program.
• Engages with local universities and colleges to strengthen employer branding.
• Responsible for seeking out, meeting, contract negotiation, and working with third-party vendors. Serve as a cheerleader under the CHRO for the organization's Engagement Survey Project.

The Corporate Recruiter consults with hiring managers and department leaders regarding people placement within the organization, and the Field Recruiter is responsible for recruiting top talent for RaceTrac’s convenience stores.

• Supported the full talent acquisition lifecycle for intern, hourly, mid-level, and senior-level positions.
• Responsible for sourcing, screening, interviewing, networking, analysis, and offers.
• I took a lead role on a company-wide internal referral process project titled 'The HIRE.'
• Initiated a recruiting project to create a pipeline for store associates to be promoted into corporate-level positions.
• Consulted with hiring managers to enhance recruitment processes.
• I attended university, college, and alumni career fairs to identify potential talent.
• Responsible for working with agencies and search firms.
• Developed initiatives for potential recruits to participate in single-day internships.
• Served as an employee advocate for Human Resources-related matters, including, but not limited to: employer relations tasks, training, documentation, terminations, and providing feedback to store personnel.
• Led and created an associate hiring referral program to staff new markets.
• Facilitated weekly new-hire orientation classes.
• Staffed a new territory with 100 associates in a 3-month time span.