Miami University

Eastern Kentucky University

Global Talent Leader

Cincinnati Metropolitan Area

As the Global Director of Corporate Recruiting, I provide strategic direction and staffing expertise, as well as develop and manage recruiting initiatives, programs, policies, and practices to acquire the best talent globally for Kelly. In my role, I lead all aspects of recruiting technology and systems to drive an outstanding candidate experience with consistent and efficient recruiting practices across Kelly. I am responsible for building and maintaining a fully integrated talent function and delivery model that complements and aligns with our global talent management philosophy.I implement recruiting strategies that are scalable and recognize the diversity of my organization’s talent needs, including: multi-level career strategies, onboarding, outsourcing, college recruitment, vendor management, pipeline development, RPO, diversity recruitment, and pre-employment processes. In addition, I serve as a member of the Kelly HR Leadership Team, supporting our talent centric culture, high employee engagement, and ongoing global growth. Ultimately, my team supports Kelly’s ability to compete for, attract, acquire, and retain top talent, critical for the company's long-term success and sustainable competitive advantage.

Kelly

Global Director, Corporate Recruiting

As the Global Director of People Experience and Talent Planning, I am responsible for determining talent and hiring manager needs and gaining an understanding of the driving force behind user behaviors.  In partnership with my team, I design the total talent experience - everything talent sees, hears, and touches.  I am responsible for designing/leading creative and impactful people experiences for every segment of the talent lifecycle (content, visual design, customer support, branding, assessments, etc.), drawing on results from market research and workflow analysis.I manage all aspects of talent acquisition technology and systems to drive a world class talent experience with consistent and efficient staffing practices across Kelly.  I implement talent strategies that are scalable and recognize the diversity of the organization’s people needs, including: multi-level career strategies, onboarding, outsourcing, college recruitment, vendor management, pipeline development, diversity recruitment, and pre-employment processes.  In addition, I am responsible for leading a team focused on applying a creative, thoughtful, and growth-minded lens to review existing talent planning processes and design new and improved ways to impact business growth and agility.  I lead the end-to-end global talent review process and support the creation of an accountability model that is fresh, competitive, and attractive to all levels of the organization.

Global Director, People Experience and Talent Planning

As the Global Director, I concepted, presented, and carried through a holistic vision for interactive candidate and hiring manager experiences – steering storytelling, end-to-end design, and interaction decisions on candidate-focused projects.  I played a role in crafting the direction of Kelly’s internal talent experience from initial impression (virtual, digital, physical) through post-hire integration into Kelly culture. I was responsible for determining candidate and hiring manager needs and gaining an understanding of the driving force behind user behaviors.  With my team, I design the total customer experience - everything a customer sees, hears, and touches, in partnership with IT and Marketing.  I was also responsible for designing/leading creative and impactful candidate experiences for every segment of the candidate life-cycle (content, visual design, customer support, branding, assessments, etc.), drawing on results from market research and workflow analysis.

Global Director, Talent Acquisition, Experience, and Mobility

As the Talent Acquisition Director, I was responsible for leading a team to execute hires globally - primarily within North America and EMEA.  I led sourcing and selection best practices that delivered value-added service to internal stakeholders, as well as the design, development, and deployment of talent acquisition strategies reflecting Kelly Services’ global and broad-based talent needs. Kelly Services is a global leader in innovative talent solutions, deeply connected to premier organizations around the world—serving 95 of the Fortune 100 companies.  Through these long-term partnerships with our clients, we have unique visibility into their talent needs and available career opportunities.  Our customers put their trust in us.  They rely on Kelly to find the talent they need to grow their businesses.

Director, Talent Acquisition

As a Sr. Manager of Talent Acquisition with Kelly Services, I developed and drove process improvement and resource optimization initiatives in order to provide best in class talent delivery, while also leading a team of talent acquisition professionals that focused on meeting the hiring needs of our aligned business partners across the Americas and EMEA.Kelly Services has been a leader in providing workforce solutions since 1946—a heritage of lasting innovation that spans more than 70 years. Today we offer a comprehensive array of outsourcing and consulting services as well as world-class staffing on a temporary, temporary-to-hire, and direct-hire basis. Serving clients around the globe, Kelly provides employment to more than half a million people annually.

Sr. Manager, Talent Acquisition

As the Sr. Manager Talent Acquisition of North America, I managed a regionally aligned Talent Acquisition Team responsible for deploying the full life-cycle of talent acquisition and recruiting activities across North America. This role entailed serving as the Lead for North America Staff Talent Acquisition, focused on developing and driving one common process across entities, post-acquisition, in order to optimize technology investments and maintain positive client and candidate experience - including the global implementation of WorkDay Recruiting.In addition, I acted as a key member of the Talent Acquisition Leadership Team - recognized best practice resource to peers across multiple geos; serving as the LinkedIn Recruiter Global Project Manager – drove creation of in-house “headhunter” capability, which has reduced search firm dependency and spend; acting as the Global Talent Acquisition liaison for Analytics Solutions Team – primary point of contact for all matters relevant to supply/demand market research, process streamlining, sourcing, hiring, on-boarding, and candidate experience; consulting with internal leaders to develop understanding of their recruiting needs in order to initiate/develop in-depth and innovative talent acquisition strategies and plans to fill vacancies, and to provide guidance and subject matter expertise for future pipeline planning; leading and managing client relationships across North America relevant to confidential searches in various areas of the business; and managing metrics and goals including quality of applicant pools and hires, quantity of hires, hiring manager and new hire satisfaction, time to fill, source effectiveness, and cost avoidance.

Convergys

As a Talent Acquisition Leader, I served as a key team member to support transition from an outsourced recruiting vendor relationship to an in-house corporate recruiting function - this entailed driving alignment of performance expectations outlined in our Global Talent Acquisition Strategy to ensure consistency in execution and delivery of new model/approach. This was accomplished by partnering with internal hiring managers and Human Resources partners to ensure delivery against current talent demand and emerging talent needs; actively recruiting for well-qualified candidates from a variety of sources, assessing the candidate pools, recommending top candidates to hiring managers for open roles, and providing guidance during the offer phase in order to close the candidate; and proactively evaluating and assessing client groups’ talent acquisition needs to implement creative, efficient, and effective sourcing and recruitment campaigns.

Talent Acquisition Leader

As the Campus Recruiting Team Lead, I led a team of five campus recruiters in the Cincinnati-area, as well a team of five campus recruiters regionally; assisted in management and execution of eleven local universities and 25 regional universities. This entailed overseeing sourcing, recruiting, and selection of college candidates for sales roles; developing and cultivating direct relationships and partnerships with college faculty, staff, and student leaders across two campuses; serving as a career resource to undergraduate students and recent college graduates; serving as a liaison between Campus Recruiting and the Marketing Department, in order to develop and maintain current and relevant on-campus collateral and branding; developing and overseeing execution of recruiting cross-training, as well as on-going methods of campus recruiting training, on a national-level; collaborating with recruiters nationally to compile, propose, and distribute bi-annual campus recruitment budget; partnering with recruiting teams across the U.S. on Campus Recruiting strategies and initiatives; developing effective and creative ways to promote awareness through grassroots marketing activities on campus; and participating in career fairs and university/community networking events, as well as providing sales and logistics content-based presentations to applicable college classes, student-athletes, and student organizations.

Total Quality Logistics

Campus Recruiting Team Lead

As a Campus Manager, I managed and executed promotional events to drive brand recognition and sales across 19 campuses. This was accomplished by effectively building relationships with key administrators, student organizations, and advisors in order to drive awareness of Kaplan’s excellent reputation within the graduate test preparation arena; managing and tracking relationships and event planning using Microsoft Office, Pipeline Deals, KBS, Goldmine, and Formstack; collaborating with teams to develop solutions to training, marketing, and event needs; developing effective and creative ways to promote awareness through grassroots marketing activities on campus; following campus and industry trends in order to develop business strategies and tactics to respond to market changes, ultimately resulting in increased market share; and serving as a resource for students and university staff/faculty, in regards to graduate school admissions, as well as graduate test preparation across the State of Kentucky and Southern West Virginia. In addition, I recruited, trained, and managed a team of part-time marketing staff, across four campuses and two states.

Kaplan Test Prep and Admissions

Campus Manager/Business Developer

As the Director of Recruiting and Selection, I developed infrastructure and training programs for internal internship program and oversaw development of full-time financial representatives, as well as financial representative interns. I also sourced, recruited, and selected both full-time and intern financial representatives, while assisting the Managing Director in management of the agency and representatives.Separate from my recruiting responsibilities, I coached new full-time financial representatives on successful habits and activity, while practicing directive business coaching techniques with reps and interns; organized agency events, including planning days, agency dinners, community service events, team outings, etc.; tracked, maintained, and reported to Home Office regarding recruiting activity, agency goals, and agency financials; accurate reporting accomplished using Microsoft Office, The Network Connection, and QuickBooks; oversaw office accounting, payroll, commission processing, and overall financial and structural operations of the office; maintained compliance records and historical logs; point-person for all agency reviews and compliance audits.

Sara Secaur

Sara Secaur