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Roger

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Costa Rica

Traducción y Contenidos

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SUMMARY OF QUALIFICATIONS AND OBJECTIVE:
Successful Talent Acquisition professional with more than 12 years of experience in multiple large scale start-ups. Developed recruiting strategies and managed teams in multiple industries to meet high requisition volumes, finding the right talent for each position according to the client specifications and market availability.

SIGNIFICANT ACCOMPLISHMENTS:
➢ Talent Acquisition Lead for several multinational company startups requiring from 350 to 1000 new hires, exceeding all Key Process Indicators (KPIs) such as customer satisfaction, time to fill, and job acceptance rate, etc.
➢ Implemented a talent pipeline strategy with multiple practices and technologies to ensure that current and future talent needs were anticipated and met
➢ Internal talent review sessions to identify internal qualified candidates for upcoming positions
➢ Established a customer engagement strategy in order to better understand the profiles and establish an internal forecast of hiring needs, in order to reduce the time to fill
➢ Developed and maintained College talent attraction programs to assist in the future needs of technical talent
➢ Coordinated several massive recruiting events and open houses
➢ Continuously benchmarked market trends and best practices in the use of recruiting technology, tools and techniques, including establishing a close relationship with CINDE
➢ Implemented a mobile device and social media recruiting strategy to reach a higher population, increase speed and decrease costs
➢ Developed and promoted an employment branding campaign
➢ Promoted Diversity in the candidate pipeline
➢ Creatively built a candidate pipeline for key positions by engaging passive candidates, thru them cold calls, establishing relationships thru presents and events.
➢ Created the recruiting processes and procedures from scratch in several companies
➢ Developed strong recruiting teams ranging from five to eight resources by providing coaching and oversight
➢ Collaborated with Talent Acquisition peers in other countries to share best practices

AWARDS AND RECOGNITIONS:
➢ Abbott Laboratories, 2011, recognition from Business HR Senior Director, Latin America
➢ Abbott Laboratories, 2011 Global HR Awards Program – Nominee HR Professional of the Year
➢ Abbott Laboratories, 2012 TA Year End Award (Flawless Execution) Costa Rica Expansion, awarded in the global Talent Acquisition Conference in Chicago
➢ Abbott Laboratories, 2012, Customer Service Execution – Talent Acquisition, Highest Volume Recruiter Award
➢ Abbott Laboratories, 2012, Excellence Award – selected by Sr Manager of Operations
➢ Walmart Shared Services 2014, invited to the Annual Stakeholder Meeting in recognition of contributions to the Business Expansion.

EMPLOYMENT HISTORY:

Talent Acquisition Delivery Manager Present
Employer: ACCENTURE / HR SHARED SERVICE TOWER

➢ Managed the talent acquisition process for South America, CAM, MEX and Puerto Rico regions in alignment with client SLAs and SOW with a volume of 20 to 50 positions monthly
➢ Managed strategic recruitment initiatives and performance against established key metrics
➢ Established a strong relationship with regional HR Leaders in order to better understand each country´s needs
➢ Coached and trained a team of ten recruiters on best practices as talent advisors
➢ Managed 12 global contract recruiting vendors
➢ Delivered quarterly reports, regular updates, and dashboards on TA performance to business owners
➢ Identified and acted on opportunities to streamline talent acquisition processes and tools




Talent Acquisition Manager 2013 - 2015
Employer: WALMART SHARED SERVICES LATIN AMERICA
➢ Responsible for leading the recruiting efforts of migrating financial processes from Argentina, Chile, CAM and Mexico to the GBS Costa Rica operation with a volume of 40 to 60 positions monthly
➢ Provided recruitment business partner support for key stakeholders in regards to creative and strategic sourcing, screening and interviewing top talent
➢ Developed and sustained recruiting KPI’s and scorecards
➢ Explored market best practices in recruitment and staffing and implemented appropriate best practices in the organization
➢ Monitored and constantly reduced the costs of the recruitment process
➢ Conducted job interviews for the management job positions (or key jobs in the organization)
➢ Responsible for staffing programs including candidate generation strategies (direct sourcing, assessments, job boards, advertising campaigns, employee referral program, recruiting events and third party staffing agencies)
➢ Designed recruitment training for HR Recruiters and hiring managers
➢ Created and deployed internal Recruiting Policies such as rehiring of employees, hiring family members, internal recruiting, etc
➢ Managed a team of six recruiters



Senior Talent Acquisition Specialist 2010 – 2013
Employer: ABBOT

➢ Responsible for supporting the migration of manufacturing lines from San Diego and Ireland to Costa Rica for new product startups with a volume of around 80 positions monthly
➢ Partnered with business clients, understanding the business and their priorities in order to provide proactive recruitment leadership and requisition management in a timely manner. This included analyzing and forecasting market talent supply, creating & executing recruiting plans, and maintaining consistent recruiting metrics and reports
➢ Managed and maintained the BrassRing page for internal and external candidates, utilized the tool to extract key reports on the recruiting status
➢ Partnered with Business HR Consultants to assess and ensure Talent Acquisition business needs are achieved
➢ Implemented and managed the University Relations program in order to identify candidates for internships
➢ Supported all the recruiting needs according to staffing plan, implementation of TA policies, On-boarding process, massive hiring activities, Job Fairs and University Relations program. 
➢ Guided preparation and presentation of offer package.  Consulted with Hiring manager on recommended salaries, bonuses, stock, sign on bonus, annual bonus and any other benefits that could help present a competitive offer.
➢ Partnered with client groups and provided counsel to management on interviewing techniques and employment law regulations
➢ Assisted in creating staffing plans, implement action plans, strategies for recruiting, coaching and develop appropriate STAR behavioral based interviewing questions for Hiring Managers and Supervisors
➢ Maintained and compile metrics for Talent Acquisition related activities
➢ Developed and implemented a talent pipeline strategy that leverages leading edge practices and technologies to ensure that current and future talent needs are anticipated and strategically met
➢ Managed and developed a team of three recruiters



Recruiting Manager 2006 - 2010
Employer: DIGITAL ARBOR

➢ Supported company start up, as employee #2, ramped the company to 350 positions among them creative engineers, digital animation engineers, mobile developers, etc. for digital and marketing worldwide agencies such as: Razorfish, Digitas, Havas Worldwide, Publicis, etc.
➢ Responsible for managing the activities of the local talent acquisition staff and working with site leadership to understand and fulfill the hiring to meet the needs of the business
➢ Designed, developed and maintained the recruitment process in the organization (including its description, recruitment measurement definitions, regular measurement reporting)
➢ Monitored and constantly reduced the costs of the recruitment process
➢ Explored the market best practices in the recruitment and staffing and implemented appropriate best practices in the organization
➢ Built proactive pipeline development strategies for future openings for all departments
➢ Represented the organization in group meetings related to recruitment and actively participate in recruitment networks
➢ Coached and educated hiring managers on effective interviewing and assessment and facilitate recruitment trainings
➢ Managed day to day HR responsibilities such as employee relations and compensation and benefits
➢ Managed and developed a team of two recruiters



IT Recruiting Coordinator 2004 – 2006
Employer: AVANTICA TECHNOLOGIES

➢ Managed the full cycle of the recruiting process
➢ Evaluated candidates by conducting telephone and in – person interviews to obtain work history, education, training, job skills and salary requirements
➢ Worked with hiring managers on all staffing related tasks such as: recruiting, selection of candidates, offers, salary negotiation, interview techniques and closing candidates
➢ Provided coaching to the management team on strategic and emerging staffing trends, expectations on filling positions and interview guidance/coaching.
➢ Completed a variety of functions to develop the recruiting process of quality candidates to fill a variety of positions including professional, supervisory, highly technical and mid to upper management

HR Coordinator 2002 – 2004
Employer: SUPRA TELECOM

➢ Managed the full cycle of recruiting process
➢ Managed the day-to-day operations of the Human Resource office also the administration of the human resources policies, procedures and programs.
➢ Managed the recruitment process and life-cycle, including initial assessments, interviews, and offers.
➢ Conducted orientation sessions for new employees
➢ Responsible for company employee communications

EDUCATION:

UNIVERSIDAD AUTONOMA DE MONTERREY 2001
Bachelor degree in Psychology

PROFICIENT WITH:
    Taleo, Outlook, BrassRing, Microsoft office applications.
Historia laboral
SUMMARY OF QUALIFICATIONS AND OBJECTIVE:
Successful Talent Acquisition professional with more than 12 years of experience in multiple large scale start-ups. Developed recruiting strategies and managed teams in multiple industries to meet high requisition volumes, finding the right talent for each position according to the client specifications and market availability.

SIGNIFICANT ACCOMPLISHMENTS:
➢ Talent Acquisition Lead for several multinational company startups requiring from 350 to 1000 new hires, exceeding all Key Process Indicators (KPIs) such as customer satisfaction, time to fill, and job acceptance rate, etc.
➢ Implemented a talent pipeline strategy with multiple practices and technologies to ensure that current and future talent needs were anticipated and met
➢ Internal talent review sessions to identify internal qualified candidates for upcoming positions
➢ Established a customer engagement strategy in order to better understand the profiles and establish an internal forecast of hiring needs, in order to reduce the time to fill
➢ Developed and maintained College talent attraction programs to assist in the future needs of technical talent
➢ Coordinated several massive recruiting events and open houses
➢ Continuously benchmarked market trends and best practices in the use of recruiting technology, tools and techniques, including establishing a close relationship with CINDE
➢ Implemented a mobile device and social media recruiting strategy to reach a higher population, increase speed and decrease costs
➢ Developed and promoted an employment branding campaign
➢ Promoted Diversity in the candidate pipeline
➢ Creatively built a candidate pipeline for key positions by engaging passive candidates, thru them cold calls, establishing relationships thru presents and events.
➢ Created the recruiting processes and procedures from scratch in several companies
➢ Developed strong recruiting teams ranging from five to eight resources by providing coaching and oversight
➢ Collaborated with Talent Acquisition peers in other countries to share best practices

AWARDS AND RECOGNITIONS:
➢ Abbott Laboratories, 2011, recognition from Business HR Senior Director, Latin America
➢ Abbott Laboratories, 2011 Global HR Awards Program – Nominee HR Professional of the Year
➢ Abbott Laboratories, 2012 TA Year End Award (Flawless Execution) Costa Rica Expansion, awarded in the global Talent Acquisition Conference in Chicago
➢ Abbott Laboratories, 2012, Customer Service Execution – Talent Acquisition, Highest Volume Recruiter Award
➢ Abbott Laboratories, 2012, Excellence Award – selected by Sr Manager of Operations
➢ Walmart Shared Services 2014, invited to the Annual Stakeholder Meeting in recognition of contributions to the Business Expansion.

EMPLOYMENT HISTORY:

Talent Acquisition Delivery Manager Present
Employer: ACCENTURE / HR SHARED SERVICE TOWER

➢ Managed the talent acquisition process for South America, CAM, MEX and Puerto Rico regions in alignment with client SLAs and SOW with a volume of 20 to 50 positions monthly
➢ Managed strategic recruitment initiatives and performance against established key metrics
➢ Established a strong relationship with regional HR Leaders in order to better understand each country´s needs
➢ Coached and trained a team of ten recruiters on best practices as talent advisors
➢ Managed 12 global contract recruiting vendors
➢ Delivered quarterly reports, regular updates, and dashboards on TA performance to business owners
➢ Identified and acted on opportunities to streamline talent acquisition processes and tools




Talent Acquisition Manager 2013 - 2015
Employer: WALMART SHARED SERVICES LATIN AMERICA
➢ Responsible for leading the recruiting efforts of migrating financial processes from Argentina, Chile, CAM and Mexico to the GBS Costa Rica operation with a volume of 40 to 60 positions monthly
➢ Provided recruitment business partner support for key stakeholders in regards to creative and strategic sourcing, screening and interviewing top talent
➢ Developed and sustained recruiting KPI’s and scorecards
➢ Explored market best practices in recruitment and staffing and implemented appropriate best practices in the organization
➢ Monitored and constantly reduced the costs of the recruitment process
➢ Conducted job interviews for the management job positions (or key jobs in the organization)
➢ Responsible for staffing programs including candidate generation strategies (direct sourcing, assessments, job boards, advertising campaigns, employee referral program, recruiting events and third party staffing agencies)
➢ Designed recruitment training for HR Recruiters and hiring managers
➢ Created and deployed internal Recruiting Policies such as rehiring of employees, hiring family members, internal recruiting, etc
➢ Managed a team of six recruiters



Senior Talent Acquisition Specialist 2010 – 2013
Employer: ABBOT

➢ Responsible for supporting the migration of manufacturing lines from San Diego and Ireland to Costa Rica for new product startups with a volume of around 80 positions monthly
➢ Partnered with business clients, understanding the business and their priorities in order to provide proactive recruitment leadership and requisition management in a timely manner. This included analyzing and forecasting market talent supply, creating & executing recruiting plans, and maintaining consistent recruiting metrics and reports
➢ Managed and maintained the BrassRing page for internal and external candidates, utilized the tool to extract key reports on the recruiting status
➢ Partnered with Business HR Consultants to assess and ensure Talent Acquisition business needs are achieved
➢ Implemented and managed the University Relations program in order to identify candidates for internships
➢ Supported all the recruiting needs according to staffing plan, implementation of TA policies, On-boarding process, massive hiring activities, Job Fairs and University Relations program. 
➢ Guided preparation and presentation of offer package.  Consulted with Hiring manager on recommended salaries, bonuses, stock, sign on bonus, annual bonus and any other benefits that could help present a competitive offer.
➢ Partnered with client groups and provided counsel to management on interviewing techniques and employment law regulations
➢ Assisted in creating staffing plans, implement action plans, strategies for recruiting, coaching and develop appropriate STAR behavioral based interviewing questions for Hiring Managers and Supervisors
➢ Maintained and compile metrics for Talent Acquisition related activities
➢ Developed and implemented a talent pipeline strategy that leverages leading edge practices and technologies to ensure that current and future talent needs are anticipated and strategically met
➢ Managed and developed a team of three recruiters



Recruiting Manager 2006 - 2010
Employer: DIGITAL ARBOR

➢ Supported company start up, as employee #2, ramped the company to 350 positions among them creative engineers, digital animation engineers, mobile developers, etc. for digital and marketing worldwide agencies such as: Razorfish, Digitas, Havas Worldwide, Publicis, etc.
➢ Responsible for managing the activities of the local talent acquisition staff and working with site leadership to understand and fulfill the hiring to meet the needs of the business
➢ Designed, developed and maintained the recruitment process in the organization (including its description, recruitment measurement definitions, regular measurement reporting)
➢ Monitored and constantly reduced the costs of the recruitment process
➢ Explored the market best practices in the recruitment and staffing and implemented appropriate best practices in the organization
➢ Built proactive pipeline development strategies for future openings for all departments
➢ Represented the organization in group meetings related to recruitment and actively participate in recruitment networks
➢ Coached and educated hiring managers on effective interviewing and assessment and facilitate recruitment trainings
➢ Managed day to day HR responsibilities such as employee relations and compensation and benefits
➢ Managed and developed a team of two recruiters



IT Recruiting Coordinator 2004 – 2006
Employer: AVANTICA TECHNOLOGIES

➢ Managed the full cycle of the recruiting process
➢ Evaluated candidates by conducting telephone and in – person interviews to obtain work history, education, training, job skills and salary requirements
➢ Worked with hiring managers on all staffing related tasks such as: recruiting, selection of candidates, offers, salary negotiation, interview techniques and closing candidates
➢ Provided coaching to the management team on strategic and emerging staffing trends, expectations on filling positions and interview guidance/coaching.
➢ Completed a variety of functions to develop the recruiting process of quality candidates to fill a variety of positions including professional, supervisory, highly technical and mid to upper management

HR Coordinator 2002 – 2004
Employer: SUPRA TELECOM

➢ Managed the full cycle of recruiting process
➢ Managed the day-to-day operations of the Human Resource office also the administration of the human resources policies, procedures and programs.
➢ Managed the recruitment process and life-cycle, including initial assessments, interviews, and offers.
➢ Conducted orientation sessions for new employees
➢ Responsible for company employee communications

EDUCATION:

UNIVERSIDAD AUTONOMA DE MONTERREY 2001
Bachelor degree in Psychology

PROFICIENT WITH:
    Taleo, Outlook, BrassRing, Microsoft office applications.
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