Summary
Overview
Work History
Education
Skills
Accomplishments
Quote
Timeline
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LaKayla Roach

Baton Rouge,LA

Summary

Accomplished Talent Acquisition Leader with a strong background in human resources, specializing in talent strategy, workforce planning, and recruitment initiatives across the U.S. Known for driving growth in candidate pipelines for rapidly growing organizations, particularly within retail, technology, and most recently, healthcare industries. Adept at aligning talent acquisition strategies with organizational growth goals, building and leading high-performing recruitment teams, and enhancing employer branding to attract top-tier talent. Equipped with transferable skills for national talent acquisition in any industry, driving results through innovative recruiting practices and strategic partnerships.

Overview

27
27
years of professional experience

Work History

Senior Manager, Talent Acquisition

LCMC Health Systems
06.2023 - Current
  • Company Overview: LCMC Health System is a nonprofit network of healthcare providers serving Southern Louisiana, headquartered in New Orleans
  • Hired to lead the transformation of Talent Acquisition, including recruitment, onboarding, retention, development, performance management, and succession planning
  • Created a talent vision and branding strategy, expanding the candidate pool by 20% for hard-to-fill positions
  • Streamlined processes and set clear SLAs, increasing customer satisfaction by 30%
  • Enhanced international RN retention by 15% through a comprehensive onboarding and retention program
  • Oversaw an onsite RPO provider, reducing recruitment costs for hard-to-fill roles by 20%
  • Centralized hiring for Talent Acquisition, Contingent Workforce, and Global Mobility, improving efficiency across the organization
  • Launched Workday recruiting and onboarding platforms, streamlining hiring and goal setting company wide
  • Reduced executive hiring costs by $1.5k by developing an internal executive recruiting function for Director and VP roles
  • LCMC Health System is a nonprofit network of healthcare providers serving Southern Louisiana, headquartered in New Orleans

Senior Manager, Talent Acquisition & Learning and Development

SchoolMint
09.2020 - 06.2023
  • As a key member of the leadership team, I oversee a comprehensive portfolio that includes organizational-wide strategic planning, talent management, coaching, culture development, and diversity, equity, inclusion, and belonging (DEIB) initiatives, ensuring all efforts align with the organization's mission, vision, and values
  • Supervised 3 Talent Acquisition Managers, Human Resources Business Partner, and contractors for finance, legal, and accounting RPO vendors
  • Established cross-team systems for strategic planning and execution at senior leadership levels
  • Led organizational, team, and individual goal setting, and regularly monitored progress
  • Conducted performance evaluations, compensations and hiring to maintain appropriate staffing requirements.
  • Managed all internal communications and oversaw the shift to remote work during the COVID-19 pandemic, later implementing a hybrid model and related policies
  • Led an internal Equity Audit and developed a DEIB Action Plan, focusing on recruiting and retaining a diverse staff at all levels
  • Improved hiring transparency and provided stipends for performance tasks, enhancing the candidate’s experience
  • Secured professional development budgets and defined a professional development policy for all staff
  • Advocated for and implemented manager training programs and prepared for a smooth transition to a new Director of Talent
  • Led a reorganization of the Leadership Team and facilitated all key leadership meetings and retreats
  • Prior to hiring a Director of Talent, managed performance reviews, provided coaching support to managers, and collaborated with DEIB consultants to tailor training for the team

Senior Recruiting Manager

Pilot Travel Centers
01.2017 - 06.2020
  • Led a team of 10 Field Recruiters and 2 Talent Acquisition Representatives
  • Oversaw full life cycle recruiting of 700 multi-million-dollar retail, restaurant, and repair center locations
  • Utilized a consultative sourcing assessment and selection approach to serve business partner needs while reducing costs
  • Developed and executed recruiting plans, partnering with hiring managers, creating job descriptions, sourcing and screening candidates, scheduling interviews, extending offers, and measuring effectiveness
  • Strategic Talent Management: Develop and implement a comprehensive talent management strategy that aligns with the organization’s business objectives, fostering a high-performance culture and ensuring the availability of top talent
  • Talent Acquisition Leadership: Oversee the talent acquisition process, including workforce planning, recruiting, and onboarding, ensuring that the organization attracts and retains the best candidates in a competitive market
  • Employee Development and Retention: Design and implement programs for employee development, performance management, and succession planning, focusing on career growth, skills enhancement, and employee engagement
  • Diversity, Equity, Inclusion, and Belonging (DEIB): Champion initiatives that promote diversity, equity, inclusion, and belonging within the organization, ensuring a culture that values diverse perspectives and experiences
  • Collaboration with Senior Leadership: Partner with executive leadership to understand business needs, identify talent gaps, and develop strategies that align talent initiatives with organizational goals
  • Metrics and Analytics: Utilize data-driven insights to measure the effectiveness of talent management strategies, track key performance indicators (KPIs), and inform decision-making processes
  • Organizational Culture Development: Lead efforts to define, promote, and sustain the organization's culture and values, ensuring they are reflected in all talent-related practices
  • Budget Management: Oversee the talent management budget, ensuring efficient allocation of resources to maximize the impact of talent initiatives
  • Change Management: Support organizational change initiatives by managing the human capital aspects of transformation efforts, helping to guide employees through changes in strategy, structure, and processes
  • External Partnerships: Build and maintain relationships with external partners, such as educational institutions, industry associations, and recruitment agencies, to enhance the organization's talent pipeline and employer brand
  • Compliance and Governance: Ensure that all talent management practices comply with legal, regulatory, and organizational standards, mitigating risks associated with talent management processes
  • Streamlined the hiring process for increased efficiency, resulting in reduced time-to-fill rates.

Regional Recruiter

Raising Cane’s
10.2015 - 01.2017
  • Directed full life cycle recruiting for 12 established restaurants, 9 new restaurant openings, and 2 restaurant support offices across 3 different states
  • Collaborated in the redesign of the recruitment process for multiple business units including IT, engineering, finance and accounting, administrative, retail, logistics, product development, product marketing, global services, consulting, and ASP Hosting
  • Developed strategic new market entry plans, including compensation analyst, unemployment rates, competitor analyst and potential growth for new locations
  • Reduced turnover by 10% via uniformed recruiting policies and procedures for managers, including requisition development, hourly core competency model, selection and assessment tools, and onboarding requirements
  • Created strategies for potential recruiting gaps and upcoming staffing needs by analyzing market trends and monitoring openings and turnover rates
  • Collaborated directly with the marketing team, developing print and digital recruiting collateral
  • Worked on a tactical team of 4 to revamp and establish policies and procedures for relocation, a new company handbook, and a new employee training travel policy
  • Enabled the launch of 12 new restaurant locations by hiring new managers and hourly employees for each market, executing plans 5 weeks ahead of schedule and under budget
  • Conducted comparative analysis of 3 applicant tracking systems (ATS), worked with IT to integrate the chosen system (ICIMS), and launched a companywide ATS training for GMs and operation managers
  • Effectively managed relationships with external recruitment agencies to maximize the benefits of their services while minimizing costs.
  • Implemented a referral program that encouraged current employees to recommend potential candidates, leading to an increase in quality applicants.

Senior Recruiter

Korn/Ferry International
05.2009 - 01.2015
  • Spearheaded a national recruiting team of 5 Recruiters and 7 Talent Acquisition Representatives for 5 Fortune 500 companies, Apple, Liberty Mutual, Bank of America, Quicken Loans, and Buffalo Wild Wings
  • Consistently exceeded target metrics in number of hires, time to fill, manager satisfaction, and external candidate satisfaction
  • Recognized as a leader, mentoring 5 junior recruiters on passive candidate sourcing, cold calling, star interviewing, and market compensation analysis
  • Achieved a 90% offer rate on 2400 candidates submitted
  • Created strategic recruiting plans to generate diversified candidates, including college campus, LinkedIn, B2B, social media, and more
  • Built strategic relationships with local professional groups and affinity organizations to build a robust pipeline
  • Researched emerging talent trends and identified links to GAF strategic business direction
  • Partnered with hiring managers to develop recruitment search strategies, target lists, sourcing, networking and recruiting calls to build pipeline of qualified candidates for open positions
  • Developed a comprehensive veteran hiring program for both Apple and Liberty Mutual
  • Chosen as lead recruiter to craft strategy for 5K+ new employees, staffed all classes while exceeding vacancies versus position and candidate experience metrics and finalizing project under budget
  • Sourced, hired, and trained 2 full-time recruiters, developing both to achieve promotions

Senior Manager, Human Resources

ExxonMobil
01.1998 - 01.2009

Education

Bachelor of Science - Human Resources Management

Southern University

Skills

  • Client Relationship Management
  • Full-Cycle Talent Acquisition
  • High-Growth Workforce Planning
  • Talent Attraction & Retention Strategies
  • RPO & Contingent Workforce Management
  • Executive Search & Leadership Hiring
  • Onboarding & Integration Processes
  • Talent & Performance Management
  • Diversity & Inclusion Hiring Initiatives
  • Project & Budget Management
  • Vendor Contracting & Management
  • Employer Branding & Recruitment Marketing
  • Candidate Experience Optimization
  • Career Development & Mobility Programs
  • OFCCP & EEO Compliance
  • Immigration & Global Mobility Management

Accomplishments

  • Talent Acquisition Strategy & Workforce Planning: Proven success in expanding talent pools nationwide, developing scalable recruitment strategies that align with organizational growth and workforce planning requirements.
  • Compensation Alignment: Strong collaboration with compensation teams to ensure recruitment efforts are integrated with compensation structures, driving the attraction and retention of competitive talent.
  • Executive Collaboration: Extensive experience partnering with executive leadership to design and implement compensation frameworks that align with market demands, enabling fair and competitive offers that support talent acquisition goals.
  • Data-Driven HR Analytics: Expertise in utilizing HR analytics and data-driven insights to enhance recruitment processes, optimize diversity initiatives, and promote continuous improvement across talent acquisition functions.
  • Full-Cycle Recruiting Leadership: Skilled in managing the entire recruitment lifecycle, from sourcing and screening to onboarding, while enhancing the candidate experience and reducing time-to-hire.
  • Cross-Departmental Collaboration: Collaborative leader who partners with HR, operations, and finance teams to ensure alignment of recruitment strategies with overall business objectives, driving successful organizational growth.

Quote

“Leadership is not about being in charge; it’s about taking care of those in your charge. Inspire, empower, and uplift others to reach their fullest potential.”

Timeline

Senior Manager, Talent Acquisition

LCMC Health Systems
06.2023 - Current

Senior Manager, Talent Acquisition & Learning and Development

SchoolMint
09.2020 - 06.2023

Senior Recruiting Manager

Pilot Travel Centers
01.2017 - 06.2020

Regional Recruiter

Raising Cane’s
10.2015 - 01.2017

Senior Recruiter

Korn/Ferry International
05.2009 - 01.2015

Senior Manager, Human Resources

ExxonMobil
01.1998 - 01.2009

Bachelor of Science - Human Resources Management

Southern University

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LaKayla Roach