University of Arizona

University of Phoenix

Senior Talent Acquisition leader with over fifteen years’ experience leading teams to deliver Talent Acquisition systems. Strong business acumen, ability to engage senior leaders and operate with minimal direction.

Community Well Texas

Member Board of Directors

Adjunct Professor for international master’s degree students teaching professional development. This is a once per week course to teach international students how to conduct business in the US including branding through resumes, LinkedIn profile, interviewing, ATS systems, AI and video interviewing.

The University of Texas at Dallas

Adjunct Professor

•	Entrepreneur and founder who has successfully grown a privately held company to monetize the success of the organization. 
•	Experience with organizational strategy, design, and implementation of processes as an HR Consultant for HR Operations, HRBP, employee policies and procedures, compensation and benefits, employee learning & development, employer branding, HR strategy, budgeting, strategic planning, performance management, change management, HR metrics, HCROI, and employee engagement.
•	Experienced with full P&L, EBITDA, cash flow, budgets, and operational management. 
•	Talent Acquisition leader with experience recruiting end-to-end for client organizations including attractions, sourcing, selection/assessment, and client branding for talent attraction for executive, management, corporate staff, and university recruiting/job fairs.
•	Work closely with executive leadership and hiring managers as a respected business partner to help support the HR needs of the organization.

Corporate Connections LLC

President

Women With Promise empowers North Texas women emerging from challenging circumstances to build futures filled with promise and success by providing support, educational scholarships, and professional mentorship with a community of women who care.

Women With Promise

Hypergrowth electric vehicle manufacturer. Oversee a team of 17 talent acquisition professionals. Responsible for driving metrics, processes, and procedures as part of best practices related to talent acquisition and retention for the firm. Responsible for business operations hiring activities, including:
•	Built a team of high functioning Talent Coordinators, Managers, and Recruiters who helped fill over 700 positions in one year for high growth start up organization, including implementation of iCIMS.
•	Take a creative approach to building an inclusive and effective talent acquisition team that delivers high-quality, diverse candidates, and provide them with a candidate experience that is best-in-class.
•	Clearly define and execute talent strategies, programs, and policies to achieve business objectives. 
•	Drive results aligned to business priorities to enhance people programs and practices, including performance management, rewards and recognition, engagement, diversity & inclusion, onboarding/offboarding, and retention. 
•	Creation and oversight of Employee Resource Groups (ERG).
•	Metrics-driven and responsible for building a culture of accountability with a strong sense of measurable performance outcomes.
•	Analyze and leverage employee data including turnover, employee engagement, and exit interviews, to drive action plans to foster an environment that leverages diversity and creates a collaborative and inclusive best practice for the organization.
•	Establish strong partnerships with business leaders in cross-functional HR teams to provide integrated, seamless, and high-quality talent strategies to Canoo’s leaders, offering advice counsel, and thoughtful partnerships related to HR challenges within business units.
•	Assist with development and implementation of company policies, procedures, and practices.
•	Responsible for OFCCP/AAP Compliance.
•	Actively assist in employee investigations.

Canoo

Global Senior Director of Talent Acquisition

Short term role until hired away from Korn Ferry by one of their clients. 

Responsible for all of North America recruiting for Korn Ferry Senior Leaders in the Professional Search business. Use creative sourcing strategies and work closely with hiring managers to develop the best approach for clients. Deliver exceptional candidate experience. Effectively apply Korn Ferry’s recruiting methodology and enforce documentation standards. Manage weekly reporting of metrics. Set and manage client expectations. Communicate effectively with client to identify needs and evaluate alternative recruiting solutions.

Korn Ferry

Project Manager - Executive Professional Search & Projects

Orchestrate all Talent Acquisition functions for technology/telecom organization across all offices nationally. Identify organizational needs to create efficient talent acquisition strategies aimed at improving recruitment and business performance across departments. Lead and recruit a staff responsible for oversite of senior level recruiting in fields of C-suite executives, CIO, COO, CHRO, IT, engineers, finance, accounting and marketing professionals. Ensure federal and state compliance requirements including Ban the Box, AAP, OFCCP, EBSA, ADA, EEO, and Second Chance Hiring. Monitor and appraise job results based on KPI metrics; utilize data to improve talent attraction and sourcing. 
•	Inherited a decentralized TA team made up of different recruiters who had supported companies acquired by the organization.
•	Standardized all recruiting processes for all offices; manage and restructured recruiting lifecycle.
•	ADP – HRIS experience.
•	Provide vision, leadership, planning, and management for strategic talent acquisition programs.
•	Sets vision for team goals and invest in their quantitative and qualitative team success.
•	Considers diverse perspectives and internal/external contexts to identify pros, cons, and implications of potential strategic decisions.
•	Aligns actions to receive the highest impact options for positive workstreams, projects, and responsibilities.
•	Align staff member skillsets to opportunities for impact and growth.
•	High growth experience - increased number of employees by 100+% within first 18 months.
•	Increased team productivity by 37% and reduced spending by $300+K within first six months.
•	Direct 13 professionals on internal Talent Acquisition Team in corporate office, and an additional 9 recruiters in four office locations throughout the U.S.
•	Work closely with leadership team on needs assessments and workforce planning.
•	Create Onboarding Partner program to create a best-in-class onboarding program for new hires.

Aventiv Technologies

National Head of Talent Acquisition and Human Capital

Directed employee selection and retention process; authored hiring SOPs and onboarding procedures. Conducted interviews and offered jobs to qualified candidates. Modernized salary structure to ensure compensation and benefit plans met regulatory compliance requirements. Facilitated training and performance reviews aligned with KPIs and industry standards. Analyzed data and applied continuous change management to revise recruitment campaigns. Pinpointed specific variables to set goals and measure success. 
•	Administered client portfolio for 8 enterprise firms with $12+B in revenue; acquired $1+M in new business during first year.
•	Customers include companies such as Amazon, Martin Marrietta, Mitsubishi, ACPI/Armstrong, and Arconic.
•	Focus on roles for customer service, IT, aerospace engineers, cyber security, forensic accounting, manufacturing, sales, and finance.
•	Demonstrated success building attraction strategies for highly sought-after talent.
•	Identified and recommend new sourcing systems, processes, and techniques.
•	Built and maintained strong external relationships with vendors.
•	Identified and utilized multiple creative sources to access passive talent in the marketplace.
•	Improved interview processes to ensure effective and timely assessment of candidates.
•	Applied flat rate fee structure to reduce customer agency spending by over $100K annually and cultivated transparency across relationships; improved clients’ time to fill by 60+%.

Corporate Connections

Vice President

Oversaw recruitment processes and employment programs; formulated KPIs for recruitment team. Drove compliance with regulations concerning recruitment and selection process. Architected internal database and recruitment tools. Implemented Applicant Tracking System tool, established robust talent pipeline, conducted interviews, negotiated contracts, and compiled compensation packages. Grew pipeline by attending job fairs and college recruitment events.
•	Industries served were hospitality, service-based businesses, healthcare, manufacturing, and human resources.
•	Initiate research to identify target organizations and candidates.
•	Focus on finding strong culture fit and customer-centric candidates.
•	Arranged in depth, personal candidate interviews, allowing thorough assessment of candidates.
•	Worked with client and candidates to negotiate employment offers in a timely manner.
•	Filled average vacancy within 45 days and slashed cost per hire, time to fill, and cost of vacancy by 47%.
•	Lowered vacancy percentage by 22% in first year.
•	Coordinated with clients to forecast hiring requirements.

Brenda Siri, MA