Christie St. Clair

Lead full-cycle recruitment operations across 26 county departments within a highly structured, merit-based, and compliance-regulated environment.

Strategic Impact:

• Partner with department leadership to align workforce planning initiatives with budget, compliance, and operational priorities.
• Manage end-to-end recruitment lifecycle including intake strategy, structured interviews, panel facilitation, offer negotiation, and onboarding coordination.
• Ensure hiring practices align with EEO standards, civil service regulations, and public-sector merit guidelines.
• Conduct structured interview panels using standardized evaluation frameworks to improve selection consistency and defensibility.
• Maintain audit-ready documentation and recruitment reporting to support transparency and regulatory compliance.
• Track and analyze recruitment metrics including:
  Time-to-fill
  Applicant-to-interview ratio
  Offer acceptance rate
  Source-of-hire effectiveness
• Advise hiring leaders on candidate evaluation, interview calibration, and workforce sustainability planning.
• Represent the organization at community outreach initiatives, job fairs, and collegiate recruiting programs to strengthen public-sector employer brand.
• Facilitate New Hire Orientation, supporting smooth onboarding integration and cross-department alignment.

Led full-cycle recruitment strategy during a major organizational growth phase, supporting the expansion of the hotel and entertainment operations.

Leadership & Strategic Impact:

• Directed recruitment operations across hospitality, gaming, marketing, facilities, food & beverage, and leadership functions.
• Designed and executed workforce strategy supporting the opening of the hotel and aqua dome expansion, aligning hiring timelines with operational launch milestones.
• Standardized and modernized job descriptions across departments to reflect new organizational structure and growth initiatives.
• Partnered closely with executive leadership and department heads to forecast staffing needs and calibrate hiring profiles.
• Collaborated with Marketing & Advertising to develop employer branding campaigns across Facebook and LinkedIn, strengthening talent attraction visibility.
• Proposed and developed an internship program strategy to support long-term talent pipeline development.
• Contributed to wage analysis initiative for exempt team members, supporting retention and engagement strategy.
• Oversaw onboarding and orientation processes to ensure consistent candidate experience during high-volume hiring periods.
• Supported HR initiatives including employee relations, investigations, open enrollment, engagement events, and workforce communication.

Directed and led enterprise talent acquisition strategy across 11 automotive plants supporting highly automated, robotics-driven production environments.

Leadership & Strategic Impact:

• Directed and developed a team of 9 recruiters supporting engineering, skilled trades, executive leadership, and high-volume production hiring.
• Partnered directly with plant managers and executive leadership on workforce forecasting aligned with automation investments and production growth targets.
• Implemented and optimized Greenhouse ATS, increasing process visibility, improving recruiter accountability, and standardizing hiring workflows across plants.
• Designed technical sourcing strategies to fill hard-to-fill roles within PLC, SCADA, MES, robotics, and automation environments.
• Built long-term engineering and skilled trades pipelines to reduce hiring gaps during expansion and peak production cycles.
• Monitored and reported on key recruitment KPIs including:
  Time-to-fill
  Cost-per-hire
  Offer acceptance rate
  Quality-of-hire
  Pipeline conversion ratios
• Improved hiring manager alignment through structured intake calibration sessions and standardized interview practices.
• Supported union and non-union hiring environments while maintaining compliance and consistency across locations.

Specialized Technical Roles Recruited:

• Controls Engineers
• Automation & Robotics Engineers
• PLC Programmers
• Welding Engineers
• Quality Engineers
• Skilled Trades & Maintenance Technicians
• Operations & Plant Leadership
• Executive Leadership

Supported full-cycle recruitment across a multi-state charter school network operating 80+ campuses, partnering closely with school leadership to address critical staffing needs in high-demand education markets.

Strategic Impact:

• Managed 60+ concurrent requisitions across Michigan, North Carolina, Wisconsin, Georgia, and Louisiana.
• Successfully hired 150+ certified professionals (K–8 Teachers, Special Education Teachers, Social Workers, Speech-Language Pathologists) within a four-month peak hiring surge.
• Built targeted sourcing strategies in critical shortage markets, leveraging university partnerships, education networks, and national career fairs.
• Partnered with school leadership on workforce planning, intake calibration, and candidate selection alignment.
• Trained hiring managers on structured interviewing and selection best practices to improve hiring consistency and retention.
• Developed and mentored an intern during peak hiring season, strengthening recruiting team capacity.
• Strengthened employer branding through collegiate recruitment initiatives and community engagement events.

Promoted from Staffing Specialist to Recruiting Manager, leading branch recruiting operations supporting manufacturing and industrial clients across West Michigan.

Leadership & Strategic Impact:

• Led and developed a team of 3 recruiters and administrative support staff, overseeing full-cycle recruitment operations.
• Partnered directly with manufacturing, automotive, food production, and plastic injection molding clients to forecast workforce needs and design customized staffing strategies.
• Recruited for engineering, skilled trades, administrative, entry-level production, and management roles, with a focus on hard-to-fill industrial positions.
• Built and managed high-volume temp-to-hire pipelines, supporting workforce continuity and operational stability for client organizations.
• Improved time-to-fill through proactive sourcing strategies, community recruiting events, and local employer branding initiatives.
• Conducted intake strategy sessions with hiring managers to align candidate profiles with production schedules and business demands.
• Supported client growth through consultative workforce planning and relationship management.