Justin Fronberg

Responsible for developing and leading the strategy and operation of the recruiting function for all Las Vegas Properties, Corporate, Technology, Executive Recruiting, and Sourcing.

• Led the development and implementation of a Talent Acquisition transformation to an Agile TA staffing reflecting in strategic partners with the business, 80% reduction of open positions, and decrease of cost per hire by 40%.
• Integrated the company’s EVP throughout the entire candidate lifecycle and talent acquisition process to attract candidates aligned with the company’s values, translating to an increase in retention and a decrease in turnover of 30% over two years.
• Implemented an agile marketing strategy resulting in a decrease of recruitment marketing spend by 50%
• Developed and implemented an executive recruiting experience in alignment with Company and employer brand to support senior level recruiting and reduction of external recruiting spend, resulting in $1.6 million in savings for 2022.
• Implemented candidate relationship management system and outbound sourcing tools to drive candidate engagement and increase quality of hire through full-cycle recruiting service.
• Developed a hiring strategy for MGM Technology Digital & Data division to meet hiring objective for 2021 Q4 and 2022 Q1 goals resulting in delivery of MGM’s customer digital experience and over 300 hires.
• Developed hiring manager training through customized learning modules, self-service portal, and on-site facilitation.
• Doubled work opportunity tax credits with an increase over $1 million.

Responsible for leading Corporate HR and Talent Management strategies to improve critical organizational performance in the areas of employee engagement, succession planning, talent development, and employee relations.

• Led the design and implementation of a talent development strategy across Human Resources and Security COE including talent discussions, career development, and a talent exchange program, resulting in career planning, succession planning, cross-functional and cross-property exposure, and increased diversity representation in alignment with our culture and business strategy.
• Supported and advised the restructure of HR Shared Services model and implementation of tier 1.5 to deliver an enhanced and more efficient employee experience in-line with the Company’s digital transformation and self-service model.
• Centralized the Investigations team from property security operations into the Security COE to standardize and create more consistency across the Company.

Led and manage executive and corporate recruitment operations for both domestic and international operations.

• Position talent acquisition in a proactive state by collaborating with senior leadership and talent management to identify talent gaps and create external sourcing pipelines.
• Implemented full cycle recruiting for corporate & technology recruiting post spans and layers reflecting in a more strategic partnership and advisory position within business and decreasing average time to fill from 90 days to 30 days.
• Developed and implemented a formalized career development & succession planning strategy for the Talent Acquisition Department leading to an increase of 20% growth in engagement.
• Implemented a formalized preferred external partner network for Corporate & Executive Recruitment.

Drive full cycle recruiting across MGM Resorts International executive positions for Director to C-suite hiring.

• Partner with senior leadership and Talent Management to establish a more proactive position in identifying the organization’s external talent needs resulting in development of sourcing strategies and pipelines.
• Developed & presented end-to-end Executive Recruitment process for both the Las Vegas and Regional markets to increase value, standardization of Executive Recruitment team.
• Designed and implemented MGM’s executive candidate experience strategy to provide a more personalized candidate engagement and alignment with the company brand.

Led the development and implementation of formalized recruitment operations for the company, such as candidate experience, executive onboarding and college relations & programs.

• Manage overall recruitment operations for all hotel operations positions, and identify areas for increase brand engagement, continuous improvement and process efficiency.
• Built and led the candidate experience program reflecting in an enhanced candidate on-site evaluation and candidate engagement of the brand.
• Designed and integrated a 90-day executive onboarding process for new hires for seamless integration into the Company.
• Developed, implemented, and managed the first formalized college program resulting in 3-year growth strategy and long-term entry-level pipeline.
• Managed all hotel operations recruitment for the organization.
• Designed and led recruitment marketing aligned with Company’s employment brand across all social networks and career fair engagements.
• Identified and appointed to Company’s Next Generations Advisory Board to help increase both company and employer engagement.
• The Venetian Las Vegas is a luxury resort and casino complex, the second largest hotel in the world with over 10,000 suites.