Brittany Coleman

• Lead recruitment for six business units within the Airgas Process Gases division (with 7 direct reports), overseeing hiring strategies across multiple locations and ensuring alignment with business goals and operational needs.

• Develop structured recruitment metrics and KPIs to drive performance improvements and provide data-driven hiring insights to senior leadership.

• Spearhead process standardization efforts, implementing interview guides, third-party vendor criteria, and structured intake sessions to enhance hiring consistency across teams.

• Partner with field leadership and HR directors to refine recruitment strategies for high-volume roles in geographically dispersed locations.

• Advance DE&I initiatives by expanding diverse candidate pipelines and integrating inclusive hiring practices into TA processes.

• Led a remote and hybrid team of recruiters and coordinators supporting corporate, regional, and manufacturing recruitment across multiple locations.
• Built and optimized internal recruitment processes, improving sourcing strategies, referral programs, ATS functionality, and candidate pipeline development.
• Advised executive stakeholders on TA strategies, hiring metrics, and workforce trends, ensuring alignment with business growth objectives.
• Enhanced the internship program, onboarding structure, and mentorship framework to strengthen early career talent pipelines.
• Responsible for attending key stakeholders' weekly team meetings and providing updates on the recruitment strategy, initiatives, metrics, KPIs, and performance.

• 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 an organizational restructuring.
• Collaborated with vendors to design applicant tracking system (ADP) tailored to organizational needs.
• 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.

• 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.
• Identified gaps during ATS implementation, saving the company thousands of dollars.
• Created company guides for educating hiring teams about recruitment changes.
• Enhanced recruitment efficiency by integrating processes entirely within the applicant tracking system.

• 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.
• 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.'
• Engages with local universities and colleges to strengthen employer branding.

• Supported the full talent acquisition lifecycle for intern, hourly, mid-level, and senior-level positions.
• Responsible for sourcing, screening, interviewing, networking, analysis, and offers.
• Developed initiatives for potential recruits to participate in single-day internships.
• Led and created an associate hiring referral program to staff new markets.
• Staffed a new territory with 100 associates in a 3-month time span.