Emily Quinn

• High Volume full cycle recruiting and first class candidate experience. Multi-Regions, Multi-Districts at 66 field stores.
• Recruit for Field, District and Corporate roles.
• Source, recruit, deliver and hire top quality talent.
• Review new applications/resumes, prescreen, and deliver a qualified slate of candidates to hiring managers.
• Communicate and work with cross functional teams on post offer
• Building strong and diverse talent pipelines for hiring readiness.
• Market analysis and research for recruiting and sourcing.
• Utilize and working knowledge of recruiting and hr systems.
• Utilize data and reporting to influence business decisions contributing to the business needs and Talent Acquisition, strategy.
• Hire to stores Authorized Head Count 98% goal.
• Strategic and Consultative Business Partner
• Boots on the ground and local hiring initiatives and events.
• Continuous learning and development, Team and individual.

Special Projects & Stretch Assignments:

• Team Building: Personal Brand. Create content, team interactive, contributor.
• Associate Recruiter Training Project: Field Roles. Contributor.
• Assist in facilitating new hire Associate Recruiter Training.
• Lowe's U Academy Training for TA: Store Manager, Assistant Store Manager, Department Supervisor and Merchandising Service Manager roles. Contributor.
• Bilingual Training: Contributor
• ASM Development/Emerging Leaders Region 5
• Mentorship to Pro Supply/Field Recruiter
• Employee Relief Team
• Hiring our Heroes Events for Military Service Members and Military Spouse Community
• Military 50 Strong Network/Recruiting Event: Active Duty, Reserve, Guard, Veterans, Spouses, Military-Affiliated Students.
• Career Day District 885 for Store Leaders
• Disability:In Conference and Expo
• Field TA Townhall: Present Disability:In takeaways and Social Media best practices.
• Disability:IN Retail Showcase: Networking/Recruiting and showing Lowe's and career opportunities.
• Career Pathways Focus Group: Contributor
• Best Well Being Working Group: Contributor
• Workday Extended Candidate Search: End User /Contributor.
• Diversity Partnerships Group
• Serve as point of contact as need for the Manager Field Recruiting.

• Full cycle recruiting, Multi-region, Multi-Districts, Field Store leaderships roles and candidate white glove experience.
• Talent Acquisition Leadership Workshop. Hosted by Manager Field Recruiting.
• Serves as a consultative business partner to hiring managers and field HR business partners. Ensure successful execution of recruiting strategies to achieving high volume hiring needs and deliver first class candidate experience for candidates.
• Source/recruit, prescreen candidates, review resumes, and present qualified candidates to hiring managers for field Leadership roles.
• Conducts intake analysis with Hiring Managers to establish a plan to meet hiring needs.
• Responsible for developing and executing talent sourcing plans by sourcing diverse candidate pools to attract top caliber talent.
• Developed and maintain strong working relationships with Talent Acquisition Partners and Leaders , HR Business Partners and Hiring Managers to foster partnerships that produced consistent results.
• Advise and make decisions around candidate selection throughout the hiring lifecycle.
• Develop and manage a pipeline of potential candidates for the business.
• Partner with Hiring Managers to coordinate interviews, extend offers and monitor back end hiring procedures.
• Acted as brand ambassador to educate candidates on culture, career growth, benefits and advantages of working for the company.

• Supervise a team of up to 26 TA Specialists (Direct/Non-Direct) responsible for execution of backend recruitment process and all operations related to daily responsibilities, resume review, sourcing and pre-hire activities.
• TA operation discussions to establish, measure and identify successes and opportunities with performance. Utilize reporting to drive results and ensure hiring support and objectives are achieved.
• Provide input to Central TA Manager related to structure realignments, special projects, training and development.
• Manage execution of end to end process that meets needs of candidates, Hiring Managers and Human Resource Business Partners.
• Training and development with TA and HR Systems to ensure consistent processes that enabling team to execute and deliver results.
• Provide TA sourcing tools training and new tools to expand sourcing skills. Manage and coach usage.
• Assimilate data, hiring trends and analysis to drive production and team performance. Escalate trends and act as subject matter expert.
• Performance discussions, goals, expectations development, career aspirations and overall engagement
• Built strong partnerships and communications with Field TA, HRBP's and SSA's.
• Foster cohesive, inclusive and connected team culture. Involvement special projects and lead development discussions.
• Best Survey: 87% with a 91% participation. New Team 30 days to make a positive impact.

• Supports end-to-end Talent Acquisition activities related to low and high volume hourly and salaried roles.
• Responsible for job posting maintenance, resume review, slating, sourcing and recruiting.
• Provides exceptional candidate care for applicants.
• Effectively utilizes TA and Human Resource technology including Kenexa, Workday, Lead Manager, Indeed, LinkedIn and Event Manager.
• Build talent pipeline through sourcing and deliver qualified candidates to field Hiring Managers.
• Region 8 interim point of contact for CTAS, HRBP's and Field Leaders until TA Supervisor role is filled. Will lead and support Region 8 CTA Specialists. Facilitate weekly team meetings and daily reporting. Communicate Talent Acquisition information or business updates as directed by Central TA Manager.
• Participated in FAST and P51 special hiring projects during peak hiring seasons with full cycle recruiting. Sourcing, slating, phone interviews, pay rate advisory, offers, scheduling drug tests and monitor background results. Trained new temporary associates on sourcing for hard to hire locations.
• Facilitate new hire training for TA Specialists.
• Utilizes TA reporting and provides data to field partners to bring awareness and drive timely follow up on back end hiring process.
• Attends weekly meetings with HRBP's and SSA's to discuss wins, opportunities and Talent Acquisition business updates.
• Support store locations for on-demand hiring events. Utilizing Event Manager, sourcing and invitations.

• Managed all aspects of hiring process. Identified staffing needs through strategic recruiting, hiring, and training to increase associate base and retention.
• Conducted new associate orientation.
• Promoted engaged and diverse workplace.
• Identified training needs and plans accordingly to ensure all associates were trained and ready for work.
• Knowledgeable of Lowe's Human Resources policies and procedures are were followed consistently and fairly.
• Leveraged payroll and ensured store location was staffed appropriately.
• Coaches store management on change leadership and compliance with Lowe's policies, hiring, EEO, performance management, associate development, and discipline.
• Provided guidance to associates and managers on career and development planning.
• Drive associate engagement through recognition programs. Encouraged management team to recognize outstanding performance.
• Assisted store management on action plans for engagement programs.
• Developed succession and promotion plans for all staff.
• Good knowledge of the business in order to gain influence and identify barriers of resistance to new programs and work behaviors.
• Conducted and assisted with Hiring Events during peak seasons to staff stores quickly and efficiently to business needs.
• Listened and responded quickly to associate questions and concerns.
• Overseen investigations of associate relations.
• Managed and ensured compliance with personnel records, I-9's, medical files, Workers Compensation, FMLA, LOA and ADA.
• Closed payroll and ensured accuracy of associate time cards.
• Increased associate engagement results my first year in Human Resources. Most improved store in district.
• Improved Employee participation in all store meetings from 60% to 90% by taking initiative, communication effectively, manager collaboration, and using strategic ways to increase associate interest.
• Lead voice team and met regularly to action plan for employee opinion results, follow up on progress as well as plan events for associates.
• Recruiter for Me Next program to find great talent for up and coming store leadership and to build bench pipeline.

• Managed daily operations of the Installation Department.

• 11 years leading and managing a team.

• Ensured Install Daily Check list was utilized and delegating responsibilities to Installed Sales Coordinator team.

• Provided customer service, listened, and identified customer needs. Received escalated customer complaints and problem solved.

• Worked with Leadership, Contractors, Vendors. Sales Specialists, and Installed Sales Team throughout the sales or installation process as needed. Discussed wins and opportunities.

• Ensured installations were completed timely according to contract.

• Trained, mentored, and coached associates.

• Maintained a current permit and work order log.

• Bottom line expense control.

• Assisted District Field Service Manager in store audits throughout the market.

• District mentor and trainer.

• Attended mediation and court hearings in place of the Field Service Manager to represent Lowe's in regard to customer complaints.

• Voice Team Captain. Leader for Store Support/Sponsor for the ESP program to help improve associate engagement.