MARGARET MATHIS

• Lead a high-performing team of Managers, Sr Talent Acquisition Partners, and Talent Acquisition Partners, fostering a culture of collaboration and continuous improvement.
• Formulate recruiting and talent business strategies, judicious utilization, and deployment of available resources to achieve organizational business objectives
• Analyze the performance of the department and continually evaluate the processes and technology in accomplishing effectiveness and value to the organization.
• Implemented data-driven approaches to analyze hiring trends, identify bottlenecks, and optimize talent pipelines.
• Preparation of the annual budget for the Talent Acquisition department and administer allotted funds in accordance with said budget
• Continually refined selection processes by incorporating relevant assessments tools such as behavioral interviews and psychometric testing.
• Achieved cost efficiency in recruitment efforts by utilizing creative sourcing techniques and minimizing reliance on external agencies.
• Provide consultative guidance on process improvements relative to Talent Acquisition and work with Leadership to evaluate, update, and generate more efficient and cost-effective strategies, procedures, programs, systems, and solutions.
• Conduct regular workforce planning sessions to anticipate future hiring needs and proactively address skill gaps within the organization''s talent pool.
• Manage vendor relationships and implementation of programs such as ATS, background screening, behavioral assessment, and social recruiting.

Company Overview: Third largest Automotive Retailer in the US/Revenue $7 billion/3200 employees

• Responsible for strategy, design, implementation, and overseeing of HR policies and processes for workforce planning, recruitment, selection, onboarding, orientation and development
• Developed/implemented comprehensive staffing plans for the organization
• Worked with Executive Management team to evaluate, update, and/or generate more efficient and cost-effective policies, procedures, programs, systems, and/or recruitment solutions.
• Creation of job descriptions, standardized interview guides, and salary structures
• Coordinated and managed employee relations issues and developed, implemented, and trained on personnel and legal issues that impacted the company
• Planning, organizing, and conducting training and development programs for company leadership.
• Manage vendor relationships and implementation of programs such as ATS, background screening, drug screening, behavioral assessment (Predictive Index), and social recruiting.

• Company Overview: Tenth largest staffing firm in the US/Revenue $900 million/1000 employees
• Managed complex HR projects, leading to increased organizational effectiveness and collaboration.
• Evaluated HR policies and procedures regularly, making recommendations for continuous improvement opportunities.
• Liaised between multiple business divisions to improve communications.
• Developed tailored retention strategies for high-potential employees increasing loyalty commitment levels within the organization.
• Conducted thorough job analyses to develop accurate position descriptions and competency profiles.
• Compensation analysis of positions within the organization and utilization of compensation software to determine market data

• Company Overview: Fortune 500 International BPO/Revenue 6.5 billion/72,000 employees
• Streamlined HR processes for increased efficiency, reducing paperwork and manual tasks through automation.
• Led decision-making and implementation of HR policies, procedures, programs and functions.
• Developed and implemented recruiting strategies for high volume, complex assignments/multiple clients including Verizon.
• Structured compensation and benefits according to market conditions and budget demands.
• Collaborated closely with department heads in executing strategic workforce planning initiatives that aligned human capital resources with company goals.