Gretchen Jackson

· Direct comprehensive site investigations and complex problem-solving initiatives, fostering a fair and productive workplace environment. · Enhance production staff engagement through targeted communication strategies that boost morale and transparency on the manufacturing floor. · Oversee full-cycle recruitment for leadership and specialized positions, ensuring acquisition of top-tier talent. · Develop and implement data-informed retention programs designed to minimize turnover within a fast-paced production setting. · Collaborate strategically with plant leadership to align HR initiatives with operational goals and manufacturing readiness.

· Partnered with executive leadership and the VP of HR to create a comprehensive human capital strategy supporting multi-state business operations. · Led the development of an internal recruiting team, streamlining HR processes and achieving a 25% reduction in cost-per-hire. · Utilized performance metrics for workforce planning and conducted thorough turnover analyses to anticipate future staffing requirements. · Introduced automation tools within the ATS, optimizing people processes and enabling HR teams to focus on high-impact initiatives. · Designed talent acquisition strategies for high-volume recruitment, driving a year-over-year increase in hires between 26% and 38%.

Work with assigned Product Owners, Customers, and affiliate locations as necessary to determine business system requirements, conduct interviews, develop questionnaires, and analyze results. Conduct observations of business areas and work flow, facilitate meetings between users to resolve issues, gather and review requirements. The Sr. Business Analyst role provides the same support to the Product Owner and business partner as the Business Analyst role, but further recognizes and initiates problem solving exercises to improve processes and create efficiency through automation and reduced unnecessary redundancy.

PROFESSIONAL SUMMARY Senior Recruiting Manager with 27 years of experience focused on delivering results by developing and leading exceptional teams in a rapidly changing and competitive industry. ● Direct recruiting for all CFI driver types (company, independent, student, team). Responsible for 7,153 drivers hired in the last 36 months. ● Lead and motivate the Recruiting team which currently processes an average of 1,600 applications and 1,100 phone leads weekly. ● Navigated a team as large as 35 recruiters and admin through two acquisitions in three years which included significant staffing and budget constraints during management changes. ● Optimized $2.4 million annual recruiting marketing budget, which enabled the identification of best-­producing hire sources and eliminated non ­hire producing sources resulting in a 28% decrease in cost per hire. ● Consistently evaluate the hiring processes and implemented process changes such as SmartSheet options to coordinate information across departments and created a 3 ­week training program which allows drivers to work sooner and increases the number of programs available in a year, increasing the overall number of drivers in the program. ● Implemented applicant tracking system (Tenstreet) to improve efficiencies from 90% of applications going unworked to 100% of applications completed monthly. ● Increased the independent contractor to company driver ratio by 14% ● Forecast staff needs, driver ­hires and the student and company driver ratio to recruit for both quality and quantity to meet company objectives, contributing directly to the bottom line. ● Coordinate with outside agencies and the Communications Department to create the marketing and social media strategies to achieve recruiting goals. ● Developed an audit process to ensure the information collected in the system is DOT Compliant, accurate and validate resulting in a successful DOT audit for recruiting ­related paperwork in 2017.

· Maintained 100% retention across a 25+ member HR team through three company acquisitions, demonstrating adaptive leadership during periods of significant change. · Resolved complex employee relations issues by implementing quality control measures and standardized training programs. · Provided coaching to managers on performance management and employee development, supporting excellence within an expanding workforce. · Oversaw HR investigations and ensured rigorous compliance with EEOC and governmental regulations, effectively mitigating risk across multiple states. · Managed a $2.4M marketing and staffing budget, applying data analysis for accurate forecasting and fiscal responsibility.