Leeann Griego

• Moved to the Immigration team to lend TA expertise to enhance collaboration between TA and Immigration in support of refining new talent processes for the sponsored workforce in the U.S. and Europe.
• Manage Non-immigrant visa process for U.S. and Europe (e.g. H1B, L1A/B, O-1, F1, E3, TN)
• Assisted with reforming the Immigrant PERM process to align with current TA process to comply with DOJ settlement requirements.
• Immigration assessment and strategy process for all foreign new hire talent and intra-company transfers.
• Collaborate with external counsel on all non-immigrant cases for U.S. and Europe.
• Liaise with coworkers and immigration candidates to answer questions, resolve issues, and explain immigration policy.
• Consulted with foreign nationals on non-immigrant and immigrant visas and resolved routine and non-routine questions.
• Drove continuous improvement in day-to-day process and transformation initiatives that resulted in impactful evolution.
• Collaborated with outside counsel to interpret and apply technical immigration policies and procedures.
• Explained visa rules and regulations to comply with Department of Labor and Department of State standards.
• Built effective relationships with business partners to facilitate immigration program activities.
• Created and managed processes and procedures to coordinate documentation for visa processing on immigrant and non-immigrant applications.
• Identified potential issues and concerns and proactively escalated to manager to reduce barriers.
• Educated managers on complex nuances associated with foreign nationals to support recommended solutions that met individual and business needs.
• Conduct thorough research on complex immigration matters, assisting clients in making informed decisions about their cases.
• Established a reputation for excellence among industry peers by consistently delivering high-quality work and maintaining strict confidentiality with sensitive client information.
• Improved client satisfaction with timely communication and accurate information on immigration status updates.
• Provided support to human resources departments, ensuring compliance with federal regulations for hiring foreign nationals.
• Currently hold power of attorney credentials for the company as it relates to immigration matters.
• Collaborate with legal teams to prepare, review and signe comprehensive immigration petitions, improving success rates for approval.
• Managed high-volume caseloads while maintaining attention to detail and adherence to strict deadlines.
• Maintained up-to-date knowledge of changes in immigration laws and policies, providing clients with the most relevant advice based on current regulations.
• Organized educational seminars for employers on best practices in handling H-1B and L-1 visa applications.
• Conducted internal audits of company employment records to identify potential violations with regard to maintenance of status.

• Managed a high-performing talent acquisition team that included 5 FTE's and 21 contract recruiters and coordinators, fostering professional development opportunities, setting performance goals, and providing continuous support for successful recruitment for Global Manufacturing/Front End Operations, Global Construction, Quality, Procurement, IT, Smart Manufacturing and AI.
• Project Manager for TA pre-ramp activities in preparation for R&D co-located manufacturing expansion in Boise and mega-FAB in New York.
• Evaluate existing recruiting processes to identify gaps and centralize FAB Technician Hiring across North American sites.
• Create and Improve recruitment processes and procedures to improve efficiency and effectiveness for Technician hiring and create a Rotational Technician Program.
• Collaborate with Immigration, Mobility, People Services, and Workday teams to create and implement a new recruiter training program.
• POC for support of day-to-day recruiting functions, recruiter and hiring manager issues, and escalations.
• Project team member working with immigration team on program overhaul for new hire immigration PERM process and international transfers.
• Training and developing recruiters on recruiting best practices for Recruitment Strategy/Intake, Behavioral Interviewing, Interview format, sourcing techniques, offer process, and negotiation.
• Working with the internal FAB Strategic Talent and Retention team and external business partners to identify pipeline opportunities for fabrication technicians for scalability and sustainability of optimal headcount.
• Manage external recruitment agency contracts and Recruitment Process Outsourcing (RPO), including contract negotiation, procurement processes, PO creation, invoice reconciliation, and timecard approval.
• Implemented innovative sourcing techniques to identify passive candidates and expand talent pipelines for hard-to-fill roles.
• Mentored junior recruiters in best practices for efficient candidate sourcing, interviewing techniques, and relationship building with hiring managers.
• Collaborated with HR team members to ensure a seamless onboarding experience for new hires through effective communication and coordination of orientation programs.
• Developed strong relationships with hiring managers to better understand their needs, resulting in improved candidate selection.
• Enhanced the efficiency of talent acquisition processes by implementing data-driven strategies and streamlining workflows.
• Increased the quality of new hires by refining job descriptions, setting clear expectations, and establishing performance metrics for success.
• Managed all aspects of the interview process including scheduling, conducting interviews, providing feedback, and negotiating offers with candidates as a player coach.
• Analyzed recruiting metrics to share reports and recommendations with stakeholders.
• Facilitated successful candidate experiences throughout all stages of the recruitment journey by maintaining open lines of communication and providing timely feedback.
• Identified and created recruitment and administrative performance metrics and data to analyze trends, drive change, and assess progress.
• Developed communication and marketing plan and leveraged talent acquisition tools, resources, and campaigns to source and attract top talent.
• Evaluated and updated company recruitment policies to ensure alignment with industry best practices and compliance with applicable laws and regulations.
• Conducted compensation conversations with human resources and hiring managers to foster internal and external equity.
• Conducted regular evaluations of recruitment vendors to optimize budget allocation while maintaining high-quality services and deliverables.
• Maintained up-to-date knowledge of employment laws and regulations, ensuring compliance throughout the recruitment process.
• Led training sessions for hiring managers on topics such as interviewing techniques, unconscious bias awareness, and legal considerations in the hiring process.
• Reduced time-to-fill rates by utilizing advanced recruitment tools and creatively optimizing existing tools such as applicant tracking systems to improve efficiency and effectiveness.
• Oversaw recruitment initiatives and implementation of internship program YearUp, creating valuable talent pool for future technician hiring needs.
• Implemented ongoing training programs for recruitment team, enhancing their skills in candidate screening, interview techniques, and offer process and negotiation.
• Conducted thorough market research to establish competitive salary packages, attracting high-caliber candidates.
• Crafted detailed job descriptions and role requirements, ensuring clarity and attracting suitable candidates.
• Coordinated with legal department to ensure all hiring practices complied with local and federal employment laws, mitigating risk.
• Collaborated with department heads to forecast future hiring needs based on business growth projections, ensuring readiness to scale.
• Developed strong relationships with hiring managers to understand departmental goals and required candidate profiles, leading to more accurate talent matches.
• Developed and maintained talent pipeline for critical roles, ensuring quick fill times for key positions.
• Negotiated favorable terms with recruitment agencies and other external partners, optimizing recruitment budget and resources.
• Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance.
• Updated training processes by reviewing existing documentation, leveraging feedback from associates and working with legal and compliance teams.

• Company Overview: AmTote International and Xpressbet, LLC., both are merging to become 1/ST Technology, a group of technology, service, and wagering companies that provide B2B and B2C wagering and betting infrastructure for the horse racing and casino industries.
• Headed Recruitment for all divisions of AmTote International and Xpressbet, LLC, including sole recruitment for all R&D Development, IT, Operations, and Union roles.
• Designed and managed full life-cycle TA program from and devised recruitment policies for 540-employee company.
• Project Manager for iCIMS Implementation from RFP process, Contract negotiations, Executive New Technology proposal, configuration, and implementation through to Go Live on 12/16/20. The project was on time and within budget.
• Responsible for change management including creation and presentation of training program to leadership and hiring manager populations for iCIMS adoption.
• Worked with stakeholders on new hire orientation and training program.
• Implemented E-Verify. Crafted RFP, negotiated and onboarded new background check vendor, configured functionality and created end-user training tools.
• Creation and update of all organizational position descriptions.
• Supported benefits and open enrollment process.
• Optimized workforce planning and resource allocation for improved operational efficiency.
• Negotiated competitive compensation packages to attract top talent in a tight labor market.
• Maintained confidential nature of employee and company proprietary and privileged information used or observed in course of performing job duties.
• Fostered strong relationships with external recruiting partners such as universities and employment agencies for enhanced networking opportunities to fill specialized positions efficiently.
• Managed onboarding process for new hires, ensuring smooth transition into company.
• Coordinated with department heads to identify staffing needs, ensuring optimal workforce allocation.
• Recruited top talent to maximize profitability.
• Worked with organizational stakeholders to develop a comprehensive 30/60/90 day process for onboarding new hires and reviewed new hire productivity, optimizing onboarding effectiveness.
• Established strong relationships with key stakeholders, ensuring support for program initiatives.
• Led change management efforts, supporting staff through transitions and promoting buy-in for new initiatives.
• Participated in vendor selection and management process for program initiatives.
• Facilitated workshops and conducted one-on-one training to educate team members.
• Negotiated contracts with vendors, securing favorable terms that supported budgetary constraints.
• Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance.

Company Overview: One of the world's largest producers of tobacco-related products with annual revenues of over 25 billion and 7000 employees nationwide.

• Headed strategic recruitment for one of the world's largest producers of tobacco-related products.
• Managed experienced hire programs for Atria Client Services, a subsidiary of Altria Group, in direct support of corporate and operating company functions.
• Core functions assigned: Government Affairs, Regulatory Affairs, R&D, Quality, Compliance, Corporate Operations, Innovative Products, and Human Resources.
• Led talent acquisition transformation project team to revamp recruitment processes focused on recruitment strategy, talent advising, screening, interview process, and interview assessment review.
• Successfully piloted and implemented recruitment strategy process and candidate screening process.
• Created and delivered talent acquisition training on building successful recruitment and sourcing strategy.
• TA Function lead for iCIMS implementation from RFP process, sandbox testing, configuration through Go Live and stabilization. Provided post go live recommendations for further functionality enhancements.
• Completed Recruiter Toolbox Talent Advising training and participated/attended in SourceCon Conference to enhance strategic recruiting skills further.
• Managed pre-employment process and new hire onboarding offer letters, background and health screenings, benefits negotiation, relocation packages, visa processing, and approval tracking.
• Provided exceptional candidate experiences throughout the entire recruitment process, from initial contact to offer negotiation.
• Streamlined recruiting processes for entire team.
• Improved recruitment efficiency by streamlining processes and implementing innovative sourcing strategies.
• Collaborated cross-functionally with HR teams to align recruitment efforts with overall organizational goals and objectives.
• Reduced time-to-fill for open positions by establishing relationships with passive candidates and nurturing talent communities.
• Conducted thorough market research to stay informed of industry trends and competitor practices in talent acquisition strategies.
• Developed and implemented recruiting strategies to attract and retain top talent for organization.
• Facilitated training sessions for internal stakeholders on best practices in interviewing techniques and effective candidate evaluation methods.
• Negotiated job offers to attract top talent and keep organization competitive in job market.
• Developed strong candidate pipelines by leveraging social media, job boards, and networking events.
• Measured and reported on recruitment metrics to track successes and failures of recruitment efforts and identify areas for improvement.
• Reviewed resumes and employment applications and interviewed applicants to evaluate work history and other qualifications.
• Conducted phone interviews to assess applicants relevant knowledge, skills, experience and aptitudes.
• Met with managers to discuss vacancies, applicant qualifications, and characteristics of top candidates.
• Customized wording of job profiles, social media techniques, and website subscriptions.
• Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes.

Company Overview: Operated by Battelle Memorial Institute, focused on R&D related to nuclear nonproliferation and counterterrorism.

• Owned strategic recruiting for a 1,200-employee $650-million National Security Research Directorate.
• The organization has hired over 100 FTE each year for the past three years with highly technical backgrounds requiring Department of Energy Q Sensitive, Q Non-sensitive, and L clearances.
• Supported lab planning and performance management and operational systems directorates on the Lab Management and Operations (M&O) side.
• Managed 30+ requisitions on average, primarily supporting 11 Technical Group Managers and 2 Division Directors across Signature Science and Technology and Operational Systems Technology divisions.
• Assisted with the support of the Cyber Security and Computational Analytics division.
• Business Project Lead for PeopleSoft 9.2 upgrade and Fluid Candidate Gateway implementation projects.
• Directed a scalable and weighted diversity initiative to integrate with workforce planning.
• Partnered with L&D in creating Manager Readiness Training for the recruiting/interviewing process and creating toolkits for future use.
• Conducted regular market research on competitor offerings and industry trends, providing valuable insights for strategic workforce planning.
• Conducted comprehensive candidate screenings to ensure proper fit for organizational culture and role requirements.
• Created comprehensive candidate profiles that highlighted key skills, experiences, and fit with organizational values, allowing hiring managers to make informed decisions quickly.
• Partnered with departmental managers to ascertain hiring needs and subsequently provide candidate recommendations. Advised hiring managers on best practices for conducting effective behavioral interviews, improving overall candidate selection and candidate experience throughout the process.
• Collaborated with cross-functional teams to develop targeted recruitment marketing campaigns for niche roles.
• Negotiated competitive compensation packages on behalf of clients, securing top talent while maintaining budgetary constraints.
• Trained junior recruiters in best practices, contributing to improved team performance and productivity.
• Assisted with writing technical and non-technical job postings and job descriptions.
• Sourced and selected applicants for technical and non-technical positions within National Security Directorate and M&O division.
• Cultivated in-depth understanding of DOE National Laboratory and Research industry trends and hiring desires.

Hilmar Cheese Company, employing 1500 people, is the largest single-site producer of natural American-style cheese, whey and lactose products in the world, processing more than 12.5 million gallons of milk per day across all 3 locations.

• Spearheaded all exempt-level recruiting in all locations.
• Managed full-cycle recruiting process for multiple roles simultaneously while maintaining high-quality standards in candidate assessment and selection.
• Sourced and screened candidate for roles in Engineering, IT/SAP, Production/Operations Management, Planning, Finance, R&D, Water Rec/Environmental, Quality Assurance, Supply Chain, Warehouse, Training, and Maintenance. Worked with hiring managers to coordinate interviews, offers, and onboarding.
• Developed and maintained strong working relationships with key stakeholders to foster partnerships ensuring clear communication and alignment on talent acquisition goals and objectives that produced consistent results.
• Collaborated with hiring managers to determine job requirements and understand departmental needs. Wrote, reviewed, and revised job descriptions for all job roles.
• Leveraged social media platforms to advertise open positions, reaching wider audience and increasing application rates.
• Cultivated positive candidate experience that reinforced company's reputation as employer of choice, from initial contact through to offer stage.
• Managed complex candidate negotiations to ensure offers were competitive and met candidate expectations.
• Facilitated candidate assessment processes, including behavioral interviews and skills testing, to ensure fit for role.
• Directed pre-employment and initial onboarding processes, including writing offer letters, pre-hire background, and health screening, process all onboarding paperwork.
• Designed and led training sessions for hiring managers on behavioral/competency based interview techniques and bias awareness to improve interview processes.
• Improved interview processes through the development and implementation of structured interview guides tailored to each role''s unique requirements.
• Oversaw immigration visa processing, worked closely with the legal team and processed and approved all filings. Maintained all immigration public access files.
• Led the Permanent Residency process for existing employees, approved all documentation, wrote and approved job descriptions used for prevailing wage determination, and managed all advertising processes.
• Assisted with the development and implementation of Student internship programs.
• Worked with stakeholders to create position control, change management and SOP documentation and training for the implementation of new applicant tracking software.
• Scheduled interviews, as well as arranged and booked travel and accommodations, and processed all expense reimbursements.
• Coordinated with HR team to ensure seamless transition from candidate acceptance to employee onboarding.
• Researched vendors, drafted Request for Proposal to shortlisted vendors and drafted business proposal and justification for new mobility and company employee expense management software.
• Negotiated with external agencies to secure best talent while maintaining cost efficiency, thereby optimizing recruitment budget.

• Recruit and qualify prospective students for the various associate and bachelor’s degree programs in Information Technology, Electronics, Drafting and Design, Graphic Communications Design, Criminal Justice, and Business-related fields.
• Work closely with students, finance, and academic teams to manage the admissions process.
• Career Services activities – assisted students with resume writing, job search, and social media networking skills.

• Sr. Technical Recruiter - TechOne, Inc. – Asked to come back for contract work. Recruited candidates for the Telecommunications industry in Northern California for this technology consulting firm. Technical positions recruited for included Software Engineers, Embedded Engineers, and HD Audio/Video Software Developers.
• Sr. Recruiter - Sony Ericsson – Recruited candidates for Software Engineering positions within the mobile device industry. Areas recruited for included: Mobile Software Engineering, Mobile Platform Development, Mobile UI Designers, and Hardware Engineers. Supported the efforts of the new Convergence Division in creating and implementing a recruiting process.
• Sr. Recruiter - Sony Electronics – Filled 189 positions for Sony Electronics in 17 months. Recruiting timeline (from approval to start date) ranged from ~1 to ~3 months, depending on the position level. Supported 45 Hiring Managers in 7 locations. Created 92 engineering, logistics, operation, and finance descriptions and requirement templates within Taleo.

• Recruited candidates for the Telecommunications industry in Northern California. Positions recruited included various software developers, engineers, and technology-related roles.

• Company Overview: Staffing Firm.
• Recruit candidates nationally for various clients in the Information Technology, Construction, and administrative space.
• Built a team of 11 from scratch - recruited, trained, and supervised/managed internal sales and recruiters.
• Account Management of existing clients sourced possible client leads and grew existing customer accounts through value-add services—managed payroll for all contractors.
• Staffing Firm.