Kristine Jensen

• Wind Energy Full Lifecycle Recruiting and Onboarding Success
• Managing intake details, creating, job descriptions, social media postings
• Sourcing, recruiting, interviewing, scheduling on site/phone interviews
• Increased onboarding hiring sessions from 50% to 90% within 6 months of contract
• Created offers/counter offers for a variety of positions for North American Division (USA & Canada)
• Project Managers
• Safety Engineers
• HSE Management
• Service Technicians (High Volume)
• Warehouse Support (High Volume)
• Manufacturing (High Volume)
• Led full-cycle recruitment strategies to attract top talent in competitive markets.
• Collaborated with hiring managers to define job requirements and streamline selection processes.
• Analyzed recruitment metrics to identify trends and drive continuous improvement initiatives.
• Reduced time-to-fill for critical roles by cultivating strong relationships with hiring managers and understanding their specific needs.
• Negotiated competitive compensation packages with selected candidates, ensuring alignment with company budget constraints and internal equity standards.
• Championed the use of data-driven decision-making within talent acquisition team, utilizing various analytics tools to identify trends and pinpoint areas for improvement.
• Increased quality of hires through meticulous candidate screening, interviewing, and assessment techniques.
• Streamlined internal interview processes, creating a more consistent and structured approach to candidate evaluation across the organization.
• Expanded candidate pool by leveraging social media platforms, job boards, and networking events to attract top-tier talent.
• Improved candidate experience by providing timely feedback and clear communication throughout the hiring process.
• Created a robust talent pipeline by proactively identifying passive candidates through headhunting techniques and referrals.
• Acted as brand ambassador to educate candidates on culture, career growth, benefits, and advantages of working for company.
• Assisted with writing job postings and job descriptions for boards.

• Wind Energy Full Lifecycle Recruiting and Onboarding Success
• Managing intake details, creating, job descriptions, social media postings
• Sourcing, recruiting, interviewing, scheduling on site/phone interviews
• Increased onboarding hiring sessions from 50% to 85% within 3 months of contract
• Created offers/counter offers for a variety of positions for North American Division (USA & Canada)
• Led full-cycle recruitment strategies to attract top talent in competitive markets.
• Developed and implemented innovative sourcing techniques to enhance candidate pipelines.
• Reduced time-to-fill for critical roles by cultivating strong relationships with hiring managers and understanding their specific needs.
• Streamlined internal interview processes, creating a more consistent and structured approach to candidate evaluation across the organization.
• Improved candidate experience by providing timely feedback and clear communication throughout the hiring process.
• Acted as brand ambassador to educate candidates on culture, career growth, benefits, and advantages of working for company.
• Developed and maintained applicant tracking system, tracking all job openings, applicants and interviewing activity.

• Remote High Volume Full Lifecycle Recruiting (Intake, job descriptions, postings, sourcing, recruiting, interviewing, scheduling on site/phone interviews)
• Assist with summer Intern programs
• Built & maintained relationships with key stakeholders: Executives, HR, candidates

• Fast-paced manufacturing recruitment from entry to senior levels
• Manufacturing/Production Staff (High Volume 40+/week)
• On site Maintenance Staff (20+per month)
• Support of 4 Amana locations due to strategic planning & results

• Support elderly siblings with daily needs, medical care and all general health care
• Determine next steps at end-of-life discussions and Estate Closures

• 3Provide support to Chiropractors relating to patient care and supplements
• Recruitment of Office Staff
• Documentation of office SOPs and Training Materials for CA

Sr. Talent Specialist/Client Manager in support of multi-million-dollar RPO company:

• Created job descriptions, job advertising, salary comp studies, and candidate pipelines
• Developed, cultivated, and managed relationships with clientele and hiring managers
• Utilized variety of tools to track and manage candidate pool (Excel, Google Docs, ATS)
• Designed and delivered HR training sessions as requested by clientele
• Empowerment and leadership for 8 recruiters
• Consistent feedback and performance plans for recruitment team

Senior strategist for recruiting across multiple industries:

• Renewable Energy
• Construction
• Quality/EH&S
• Project Managers
• Customer Account Managers/Sales
• C Level Executives (CEO, COO, CFO, VP)
• Executive Directors across non profit sectors
• Engineering Domains
• Banking/Finance/Insurance

Led recruitment strategy development to align talent acquisition with business objectives:

• Streamlined interview processes, enhancing candidate experience and improving hiring timelines.
• Mentored recruitment team members, fostering professional growth and operational efficiency.
• Analyzed workforce trends to identify strategic staffing needs and inform hiring decisions.
• Collaborated with senior leadership to define role-specific competencies and optimize job descriptions.
• Negotiated competitive salary packages in line with market trends, ensuring successful offers to high-caliber candidates.
• Championed a culture of continuous learning within the talent acquisition team, advocating for professional development opportunities and fostering a growth mindset among team members.

Streamlined the hiring process, introducing efficient candidate tracking systems and communication tools for improved collaboration among team members:

• Enhanced candidate pool quality by implementing targeted recruitment strategies and leveraging professional networks.
• Reduced time-to-fill metrics by optimizing interview scheduling processes and refining assessment criteria.
• Developed training programs for junior recruiters, increasing their knowledge of recruiting best practices and company-specific procedures.
• Analyzed recruiting metrics to share reports and recommendations with stakeholders.

Delivered exceptional customer service by proactively anticipating client needs and providing tailored solutions:

• Built client relationships by responding to inquiries, identifying and assessing clients' needs, resolving problems, and following up with potential and existing clients.
• Implemented new processes to streamline workflow and improve overall efficiency.

• Assisted customers with end of lease options 60+/day
• Answered all inquiries regarding monthly payments and purchase of lease
• Provided direct sales leads to all independent USA Toyota dealerships
• Achieved consistent 90%+ quality performance
• Supported communications to various departmental personnel

• Contractual specialist for HR department’s Rockwell Collins University (RCU)
• Built relationships and project requirement plans for Rockwell employees ongoing education
• Learning Management point person for internal computer-based training modules (Iowa)
• Primary advocate and facilitation of enhancements to the development and testing lifecycles

• Manage day-to-day operations of online sales/service 20 agent
• Project Lifecycle point person of a $32 million order capture enhancement tool
• Increased quality of service from 88% to 98.5% through coaching and development
• Led contact center operations, ensuring high service quality and customer satisfaction.
• Mentored team members, enhancing performance through targeted training and support.
• Analyzed call data to identify trends, driving strategic decisions for resource allocation.
• Managed escalations effectively, resolving complex customer issues while maintaining brand integrity.
• Conducted regular performance reviews, fostering employee growth and aligning individual goals with business objectives.
• Established a culture of continuous improvement within the contact center, encouraging team members to share ideas on how to enhance operational efficiency or improve customer experiences.
• Analyzed performance metrics to identify trends and areas for improvement within the contact center operations.
• Ensured quality service delivery by monitoring calls, providing feedback, and addressing areas for improvement.
• Executed Monthly Performance Plans with representatives to to identify production gaps.
• Oversaw all aspects of project lifecycle from initial planning stages through execution, monitoring progress closely against established goals and objectives.
• Directed changes to project scope and cost and implemented appropriate change management processes to keep project on track.
• Communicated project plans and progress to key stakeholders and project contributors.