Lisa M. Zier

• Hired to execute special recruiting project for major business unit spinoff that impacted 4000 employees across the US.
• Established comprehensive talent acquisition framework, guidelines, and candidate pipelines for newly-created positions encompassing both internal and external hiring initiatives.
• Also tapped for additional project to increase recruitment of skilled workforce for company's heart valve assembly plant in Draper, Utah.

Partnered with multiple Canadian hiring managers and HRBP to recruit administrative and skilled craft labor talent for Ontario operations centers, utilizing platforms like Indeed, LinkedIn, and EZ Hire.

• Managed end-to-end recruitment for Director and Sr. Director-level positions in Marketing, Corporate Communications, Finance, Accounting, Audit, and Treasury across the US and Canada.
• Implemented targeted sourcing strategies that resulted in successfully hiring 56 diverse professionals over 15 months.
• Maintained an average time to fill of under 60 days.
• Consistently surpassed client SLA commitments by 10%.
• Conducted comprehensive intake discussions with hiring managers to understand critical needs and requirements of open roles and ascertain organizational talent gaps.
• Conducted thorough candidate phone screens, providing detailed feedback and recommendations to hiring managers.
• Led weekly update meetings with managers and HRBPs, offering expert coaching and guidance throughout the entire recruitment process.
• Collaborated with Compensation and HRBPs and leveraged internal equity and market data to craft competitive offers; skillfully negotiated internal and external offers.

• Collaborated closely with Corporate Finance VPs to successfully identify and hire top-tier Director and Senior Director talent within the US market.
• Employed LinkedIn Recruiter and Avature Workday ATS to effectively source, evaluate, and select highly skilled FP&A candidates, leading to the successful recruitment of five department executives over a span of four months.

• Implemented full-life cycle recruitment for Georgia Power corporate and STEM business functions, including Power Distribution, Renewable Energy Engineering, Environmental Engineering, Sales and Marketing, Finance, Corporate Communications, and External Affairs.
• Created and facilitated workshops and seminars for employees, leaders, and ERGs on topics such as networking, resume writing, interviewing skills, personal branding, and professional development.
• Utilized sourcing channels including LinkedIn Recruiter, social media platforms, skilled craft labor consortia, trade schools, internal and external partnerships, employee resource groups, trade schools and universities.
• Achieved an average of 175 professional and non-exempt hires annually, concurrently managing a workload of 25-30 requisitions.
• Effectively revamped the Corporate Communications department by replacing 75% of the workforce with new external recruits, following a substantial departmental reorganization.
• Facilitated panel interviews and departmental meetings.

• Led recruitment efforts for five sales teams across a three-state region, resulting in the acquisition of top-performing Financial Advisors.
• Exceeded monthly personal and regional hiring targets by consistently recruiting high-caliber candidates to training program.
• Utilized diverse recruitment channels such as professional and military organizations, social media, career fairs, alumni associations, employee referrals, and cold calling.
• Established and cultivated strategic partnerships with organizations including the National Black MBA, Korean American Association, Women in Insurance and Financial Services, and Georgia Hispanic Chamber of Commerce
• Streamlined the region's recruitment process, enhancing communication and efficiency between sales and operations teams.

• Implemented a streamlined national platform to recruit Financial Advisor trainees, including the introduction of a new Applicant Tracking System (ATS), candidate assessments, behavioral interviewing techniques, social media marketing, and diversity hiring goals and initiatives
• Facilitated strategic partnerships between branch managers in 12 states and professional/female/military organizations, resulting in expanded and diverse talent pools
• Successfully led the Southern Division to achieve a 36% increase in overall hires, a 47% increase in minority hires, and a 30% increase in female hires within three years of program inception.