Carrie Moreno

· Collaborated with cross-functional leaders to deliver full-cycle recruitment, workforce planning support, and talent initiatives aligned with organizational goals.

· Played a key role in enhancing onboarding, streamlining HR processes, and supporting strategic HR projects, while mentoring junior team members and contributing to broader people and culture priorities.

· Strategic partner to hiring managers and department leads to support full-cycle recruitment efforts, ensuring alignment with organizational workforce planning needs and operational goals.

· Contributed to the recruitment of diverse roles in healthcare administrative operations, and Marketing, Sales and Organic Growth, demonstrating flexibility and understanding of varied job functions.

· Partnered with HR Management and internal HR operations on cross-functional projects focused on improving onboarding processes, recruitment workflows, and employee experience.

· Supported adherence to employee relations procedures by advising leadership on appropriate steps for managing performance and behavioral concerns, in alignment with organizational policies.

· Provided mentorship and support to junior recruitment staff, reinforcing consistency in candidate experience and internal processes.

· Utilized LinkedIn recruiter, Indeed, and Workday to proactively source candidates and develop pipelines for specialized and high-demand roles.

· Created job descriptions and recruitment materials aligned with brand and compliance standards; conducted pre-screen interviews, background checks, and managed offer processes.

· Ensured a smooth onboarding process end to end by communicating new hire details and timelines.

· Tracked key recruitment metrics and provided insights to HR leadership to support ongoing process improvement.

· Maintained compliance with EEO/AA regulations and contributed to DEI-related hiring initiatives.

• Promoted to partner with responsibilities for liaising with assigned TA Specialist, Sourcing Specialist, as well as, other HR departments to work cross functionally to collaborate on the timely filling of roles within my assigned service lines.
• Proactively meets with assigned departments in order to fully understand and relate to current business needs to better understand how to partner with them to attract and obtain / retain talent.
• Interviews, and develops appropriate documentation on all chosen applicants using a standardized format in order to facilitate consistency in the communications of each applicant’s qualifications.
• Reviews pre-employment such as background checks for discrepancies and issues that may need to be escalated, and reference checks to ensure adequacy. Works with the department management to address any issues that may have arisen with an applicant to ascertain if they are a good after clearance.
• Hires applicants chosen by department management and consults with their leadership to ensure that the proper salary level is assigned; collaborates with Compensation staff on unique or market driven salary discrepancies. Initiates the establishment of new hire records for orientation through input into the iCIMS platform for offers details.
• Schedules pre-employment physical and drug screening both onsite and out of state for individuals relocating or that will be remote.
• Maintains awareness of recruitment sources, results, and costs in order to contribute to analysis of recruitment effectiveness with the group as a whole and for the Director of Recruitment & Staffing.
• Consults with department supervision and management to assess reasons for turnover and to find ways to lead to greater retention given current market status. Working in tandem with compensation to update hiring grids, or make appropriate market adjustments for specific roles.
• Resolves issues with department management and employees related to staffing questions, the job posting system, transfers, etc.
• Assist with resolution of employee relation’s situations - including reassignment of displaced employees.
• Acts as lead for TA Specialist assisting them throughout the process with candidate selection, mentorship for future advancement, and coverage in their absence.
• Special projects as assigned by director

• Full-Life cycle recruitment responsibilities Partnering with management teams to drive efficiency and ensure satisfaction throughout the hiring process.
• Open, and post all requisitions within assigned service lines
• Conduct HR interviews for each position via zoom or phone (conducted in person prior to Covid)
• Serve as point person for management: maintains communication regarding positions status and applicant flow, makes recommendations to hiring managers regarding candidate fitness for a position based on role requirements and guide them through the interview process.
• Work as a partner with each hiring manager to come up with fair and equitable compensation recommendations-while also, compiling and extending all offers to candidates.
• Handle all pre-employment activities: administering background checks via Universal and references through Skill Survey.
• Process all new hires, re-hires, org transfers etc. via INFOR
• Handle all fingerprinting for Grimes Center hires ensuring fingerprinting documentation is submitted and current in the DPH site — maintaining compliance for the center.
• Perform all On-Boarding activities for new hires via Red Carpet ensuring all tasks are completed and 1-9 section one information is submitted prior to NEO (also obtaining 1-9 ID’s needed to provide work eligibility in U.S.)
• Partakes in other recruitment activities as needed- career fairs, summer internship interviews and coordination etc.

• Lead team acquisition and development initiatives, sourcing key talent in Engineering, Manufacturing, Accounting, Finance, HR, Office Support industries, as well as, internal consultant positions. Leverage an in-depth understanding of the onboarding and overall human capital management processes to ensure that capabilities are aligned with corporate business needs.
• Responsible for the Talent Acquisition of candidates for internal consultant positions across the Stamford, NYC, and Philadelphia offices.
• Full- life cycle Talent Acquisition from initial contact through to placement and on-boarding process.
• Guide the initial screening and onboarding process, conducting preliminary candidate interviews and delivering new-hire orientations to enhance workforce and corporate positioning.
• Spearhead talent-sourcing process, governing the entire life cycle from initial candidate contact, interview preparation and scheduling
• Analyze labor market, developing job posting materials to address client needs while targeting qualified candidates

• Piloted talent acquisition processes, supplying highly qualified and vetted employees to accomplish business goals. Supported a comprehensive recruitment approach to attract key positions and achieve optimal outcomes.
• Worked in concert with management team to manage the full life cycle recruitment process, defining human capital acquisition goals and best practices across all human resource activities.
• Proactively screened all applicants fleshing out core competencies that aligned with corporate goals. Scheduled and conducted face-to-face interviews with potential candidates to determine qualifications.
• Served as a liaison between candidates and clients to ensure a reliable supply of qualified applicants.