Christina Burciu

Lead Talent Acquisition and HR strategy across North America, supporting both manufacturing and corporate functions. Act as a strategic advisor to senior leadership on workforce planning, hiring strategy, and organizational effectiveness.

Built and scaled the organization’s first in-house Talent Acquisition function, reducing agency reliance and significantly lowering external recruiting costs

Designed and implemented a full-cycle, enterprise-wide recruiting strategy, managing ~50–60 hires annually across all levels and functions

Partner with executive leadership to deliver market intelligence, talent insights, and hiring strategies aligned with business growth and KPI targets

Spearheaded the implementation of the company’s first ATS and recruitment analytics dashboards, enabling data-driven decision-making and KPI tracking

Developed and launched a comprehensive onboarding program, improving new hire integration and early-stage retention

Introduced and scaled an employee referral program across North America, increasing quality-of-hire and reducing time-to-fill

Collaborate with Finance on headcount planning and budget alignment, ensuring hiring strategies support financial targets

Oversee temporary workforce strategy and vendor management, optimizing labor flexibility to meet production demands

Lead training initiatives for hiring managers on interviewing excellence, bias mitigation, and compliance, elevating hiring capability across the organization

Manage complex employee relations matters, conducting investigations and advising leadership with a risk-aware, solutions-oriented approach

• Find new business areas of opportunity
• Connect and network with Human Resources and Talent Acquisition leaders to introduce Heroes Jobs.

• Partner with management teams to support talent needs, job specifications, job duties, qualifications, and skills for all corporate positions within the New Jersey and New York City offices
• Develop strategy for all Corporate open positions both internally and externally in areas such as Marketing, ecommerce, Visual Merchandising, Design, Product Management, Product Development, Sourcing, Design, IT, Finance, Corporate Merchandising, Planning, and Customer Service
• Manage the recruitment full life cycle process from sourcing all the way through to the offer and onboarding stages including touch bases at the 30-, 60-, and 90-day mark, as well as all new hire trainings
• Support Retail field with job postings, sourcing, interviewing, market knowledge, and recruitment/interview training on best practices
• Maintain internal ATS and move candidates through the recruiting steps to document and pull reports to view metrics
• Mange all recruitment spend and budgets
• Various HR projects: Succession Planning, Corporate and Product Training, Employee Relations, System implementations, office move planning
• Deep understanding of Tumi products, culture, and organizational needs to pinpoint the right talent that will drive business.

• Oversee and manage all open positions for the North American offices (70-110 roles); tracking what is open, filled, rotations, promotions, and external fills
• Work closely with the Finance department and hiring managers to get staffing approvals and then compile list for GroupM/WPP approval process
• Develop and manage recruitment strategy which includes job posting optimization, recruiting marketing channel development, social media marketing, and job fairs/networking events
• Built college outreach plan; developing relationships with local colleges to educate about careers in Media Planning & Buying and promote career opportunities at MEC
• Work with internal teams and hiring managers to collaborate and support on recruitment efforts
• Identify and source appropriate talent for current open roles within the organization
• Manage, grow, and develop a team of in-house recruiters responsible for hiring for all open positions.

• Develop, create, and research recruiting strategies designed to identify qualified candidates through heavy field recruiting, referrals and internet tools: Local colleges, attending job fairs competitive shopping
• Explore new ideas and new methods of reaching new candidates
• Develop target analysis and strategy for potential sales candidates
• Manage the process to execute the strategy
• Coordinate all aspects of the recruiting process for exempt, non-exempt & commission personnel, including screening resumes from all recruiting sources, initial phone screening, conducting first interview meetings, scheduling additional interviews
• Organize and maintain accurate information and documents of all activities related to candidates
• Assist in tracking cost of recruiting efforts and identifying cost per hire
• Completion of weekly reports on recruiting efforts, employment activity, & analyzes effectiveness of efforts with focus on continuous quality improvement
• Development of ATS system including the screening (virtual interview) part with hiring managers and director of HR.

• Recruit, interview, and place highly skilled candidates in the fields of Advertising, Marketing, Public Relations, Graphic Design, Digital, and New Media
• Proactively recruit qualified talent through internal database, social media, industry specific sites, networking groups, and referrals
• Marketing to clients via telephone as well as conduct in-person meetings with key managers to senior-level executives for the purpose of marketing The Creative Group services to prospective clients and building on existing client relationships with the end goal of getting new job orders
• Solidify The Creative Group's presence in the local marketplace through consistent participation in networking organizations and events as well as constant networking with candidates
• Strategize with teammates to accomplish weekly business growth goals while remaining accountable for individual growth goals
• Provide the highest quality customer service to both clients and candidates.