Tracey Townsend

• Acting as a strategic partner to help align business objectives for 2,000+ employees and senior leadership in Information Technology, Strategy, Marketing and Communications groups for National Office
• Serves as a consultant to senior leadership on Human Resources related issues, including but not limited to employee relations, labor relations, performance management, training, policy application, organizational development, workforce planning, ADA interactive process, and compensation
• Helps to creates specific business plans in support of HR-related goals that will meet department needs, address areas of opportunity, capitalize on strengths, and take advantage of opportunities.
• Investigated and liaised with legal department to respond to complaints of harassment, discrimination, employee grievances, and other sensitive issues and prepared position statements for EEOC.
• Oversaw employee engagement surveys and action plans, addressing areas of concern proactively to improve satisfaction rates.
• Liaised between multiple business divisions and COE's to develop and implement business initiatives and improve existing processes.

• Responsible for developing, facilitating, and implementing full-life cycle recruiting strategies for approximately twelve corporate departments at National Office including finance, human resources, communications, marketing, tax services, real estate, corporate responsibility and support/call centers (Accounts Payable, Human Resources, Payroll, Procurement
• Worked closely with department managers and executive leaders, HR business partners, Compensation COE, and Talent Acquisition COE to identify, attract, and hire top talent who fit the culture, mission, and values of CommonSpirit Health.

Accomplishments:

• Led and participated in work groups in the Common Interviewing & Selection project for our TA COE: a 2-year strategic system-wide project in which we collaborated with legacy CHI and Dignity Health top producers in TA, leaders across the TA COE and our Mission and Communications groups. Analyzed current processes and then created new standardized tools and processes to improve policies, candidate quality, and candidate experience for our combined CommonSpirit Health ministry. Also created and facilitated training to deliver to the TA COE on these new tools and processes.
• Collaborated with leadership to recruit and fully staff three new enterprise support centers for CommonsSpirit and CHI: LOACentral, HR Support Center/EmployeeCentral, and AP Support Center.
• Assisted in development of the Employee Experience Roadmap, a revitalization of our employee onboarding experience, including the Buddy Program revitalization and launch for CHI
• Assisted our Director of Talent Acquisition with various projects including development of our 2017 Strategic Plan for CHI TA which includes enterprise recruitment marketing strategy, development of new sourcing tools/strategies, PPC Portfolio Management, Indeed and LinkedIn partnerships, brand and social media strategies, job titling and advertisement initiatives, tracking and analytic tools
• Nominated by VP of Human Resources to participate in our Communication Advisory Group, which helps our organization communicate more effectively across the enterprise and provides a new way for employees to share questions, insights, and feedback. Played a key role as the “voice” of employees and was nominated based on my credibility, trustworthiness, and my excellent communication skills.

• Recruited to rebuild new branch in Denver market
• Hired, trained and developed seven recruiters and business development professionals
• Taught business development and client retention through consistent and clear marketing strategies and excellent customer service with clients of small, medium and large public companies
• Trained recruiters and sales producers’ full-life cycle recruiting to assist in recruiting highly skilled candidates for various IT centric positions
• Determined, developed, and implemented candidate-sourcing strategies to build diverse candidate pool of active and passive candidates using innovative techniques and competitive intelligence
• Monitored and reported performance of each individual staffing professional for standard metrics of success including call volume, number of internal interviews, number of client meetings, number of submittals, and number of client interviews to increase production/billings.

Accomplishments:

• Direct responsibility for 7 sales producers for start-up boutique recruiting firm
• Increased annual revenue 85% year over year
• Successfully rebuilt branch that had been unable to grow and sustain business in new market

• Held various roles in three divisions of Fortune 500 global leader in professional staffing and recruitment service
• Successful in business development and client retention through consistent and clear marketing strategies and excellent customer service with clients of small, medium and large public companies
• Recruited professionals in accounting, finance, and IT for temporary and temporary to full-time placement at staff and executive levels
• Lead and managed OfficeTeam and Accountemps divisions and had privilege of also managing and leading all three professional services divisions (Robert Half Technology, Accountemps and Officeteam) as Branch Manager
• During this time, was also responsible for own personal book of business and did full-life cycle recruiting and business development.

Accomplishments:

• Direct P&L responsibility for 4 Professional Staffing Divisions, 13 sales producers and 3 support staff and $7.5M in annual revenue
• Mentored sales producers to secure and retain clients and candidates necessary to achieve revenue targets. Applied “active sales leader” methodology showcasing advanced phone, face to face and electronic presentations