Lindsay Harris

• Create, Develop, and Implement processes and procedures for professional hiring needs for 6 Business Units enterprise wide, East Coast to West Coast, Canada and Hawaii.
• Continuous improvement process, strategy, and implementation with Corporate, Operations, Sales, Acquisitions and Executive teams to meet hiring needs.
• Meet and exceed recruiting goals- hired over 536 professionals' enterprise wide with an average reduction in hire time from 90 days to 30-40 days over a two-year period.
• Lead Initiatives for Diversity and Inclusion- Educate and Train field leaders on Interview Techniques, Unconscious Bias, Diversity and Communication across Generational and Cultural Differences.
• Developed and maintain robust pipeline for Corporate, Operations, Sales, Management, IT, Finance, Fleet, Environmental Health and Safety and Director level roles via passive sourcing, organic application review, and partnership development.
• Implementation of three ATS Systems and Drug Test/Background Check systems- ICIMS, Target Recruit and Smart Recruiter, Proforma and Accusource.
• Optimize LinkedIn Recruiter for sourcing efforts-40% of hires through passive sourcing.
• Train and develop Talent Acquisition Advisors and Coordinators.
• Build strong relationships and communication with Executive Leaders and Hiring Managers enterprise wide to achieve a white glove candidate experience.
• Daily, Monthly and Quarterly tracking of metrics and future hiring needs enterprise wide.
• Conducted quarterly and yearly performance management reviews with seventeen high volume recruiters.
• Change Management- communicate, train, and execute changes with Leadership and Operations and Talent Acquisition Team.
• Reduced time-to-fill rates by utilizing advanced recruitment tools such as applicant tracking systems and social media platforms.

Affected by company reorganization in November 2025.

• Talent Acquisition Recruiter-high-volume full cycle, enterprise wide, while overseeing recruiter development and performance for all regions.
• Met and exceeded daily, monthly, and yearly goals- Average hire rate 70%.
• Collaboration with Director of Talent Acquisition and CHRO- Continuous process improvement and recruiter evaluations and development.
• Develop and implement Change Management and Process Improvement with creation of Standard Operating Procedures (SOP) for the department.
• Lead Support for Talent Acquisition team for Drug Tests, Background Checks, Medical Marijuana and COVID-19 protocols and procedures.
• Developed training programs for recruitment teams, promoting best practices in talent acquisition.
• Monitored key performance indicators to evaluate effectiveness of recruitment initiatives and adjust strategies accordingly.
• Expanded outreach efforts by participating in college career fairs, trade shows, conferences, and other relevant opportunities.
• Trained internal recruiters on best practices for interviewing and candidate assessment, resulting in more consistent evaluations across teams.

• Facilitated workshops on resume writing and interview preparation, increasing student engagement.
• Coordinated employer partnerships to facilitate internship opportunities for students.
• Analyzed labor market trends to inform career services strategies and program development.
• Developed career programs enhancing student engagement and job placement success.
• Established strategic partnerships with alumni groups to facilitate networking opportunities between current students and graduates in relevant industries.
• Facilitated collaboration between faculty mentors and industry professionals to create experiential learning opportunities for students in various disciplines.
• Developed strong relationships with employers, increasing internship and job placement opportunities for students.

Campus Closure- 2017

• Presented at over 80 Professional Development Workshops to foster community partnerships for student exposure and campus success.
• Evaluated the effectiveness of outreach efforts, implementing improvements based on stakeholder input and engagement outcomes.
• Increased public awareness of organizational goals through targeted campaigns and events.
• Collaborated with local organizations to foster partnerships that support student recruitment initiatives.
• Developed community outreach programs to enhance institutional visibility and engagement.
• Coordinated events and workshops to promote educational opportunities within the community.

(Department dissolved due to budget cuts, was brought back as Asst. Director- Career Services)

• Hired, trained, and supervised staff of 40+ for 5 departments.
• Oversaw and trained Department Heads -Columbus, Cincinnati, Indianapolis, Chicago, and Minnesota.
• Created and implemented curriculum and resource materials for ninety-four clubs nationwide.
• Mentored staff on best practices, fostering a culture of continuous improvement and professional growth.
• Coordinated training programs for staff, ensuring compliance with industry standards and company policies.
• Oversaw budget management, optimizing resource allocation for maximum operational effectiveness.