Lindsey Weinzierl

• Collaborate with hiring managers and senior leadership to determine the most effective hiring strategy for 30+ requisitions at any given time.
• Partnered with Creative Sr. Directors and Officers to build Recruitment Framework strategy by establishing process around proactive networking and identifying talent pipeline, resulting in a hiring mix consistently exceeding diversity quotas by 120%.
• Peer leader who consistently takes on “SWAT Recruiter” roles helping different areas of the Enterprise during critical points of business coverage; adept at quickly assessing key partners, areas of priority, and developing plan of action.
• Established a trusted relationship with HR cross-functional partners and seen as a trusted TA consultant able to provide feedback, insights and influence leading to change.
• Lead my team through process/system changes as Operations Captain; provide daily support on operational needs and represent my team's voice with key partners.
• Recognized a gap in TA onboarding tools leading to creation of a resource for new recruiters which provides efficiency in navigating the 50+ tools, sites and templates needed in learning the recruitment life-cycle process.

•Built relationships and credibility with critical partners to understand the current problems to solve and the goals that they were seeking.

•Facilitated bi-weekly meetings with a cross-functional team of Sr. Directors and SME partners, across our P&D + COE functions, to ensure we had strong support from senior leaders and buy-in from our end-users.

•Developed all tools, resources, and training used to support COE partners as we navigated the change management of utilizing a consistent "Ways of Working" process across HR project lifecycles.

•Established functional and sustainable routines to create a centralized alignment point across our SVP-HRG stakeholders, resulting in more cohesive decisions being made by leaders and less rework for COE partners; eliminating between 4-6 additional touch points/follow-ups.

•Created automation within Smartsheet to minimize the P&D (administrative) workload of managing critical routines and communications to key partners each month.

• Provided peer leadership for the launch of Workday Recruiting by participating in product testing along with creating pre and post engagement strategies for our team.
• Successfully provided LOA coverage for the HR Pyramid creating a smooth client experience during a critical point in the business.
• Created proposal for the future strategy of Workforce Redeployment earning TA a seat at the table and brought more proactive alignment of TM skills to enterprise capability needs. Workforce Redeployment has resulted in Target retaining over 30% of impacted TMs through the job search process, assisted by TAs support.
• Store Operations interview process. Leaders needed to get back to the fundamentals of a structured process. With HRG and HM input, created a guide encompassing all process info and resources that are specific to Store Ops; provides a consistent interview process for our candidates and a better experience.
• Supported Stores Modernization efforts by evolving talent strategy and hired 20 new Designers in 14 months. Target had not hired this talent for 4+ years and our Employment Brand was not strong due to previous business decisions which impacted talent within this industry.
• Collaborated with field partners to attain hiring needs by streamlining communication, setting expectations, and holding team to monthly recruitment goals
• Closely worked with New York Market Partners to redefine their TA culture through consistent follow-up, clear expectations and needs, and continuing to influence and educate all senior distribution leaders; quarterly recommendation rates increased from less than 10% to our 30% goal within nine months