Jessica Pabst

• Lead enterprise-wide talent acquisition strategy for a multi-brand industrial distribution organization, overseeing recruitment across 100+ businesses and 3,000+ employees. • Design and optimize requisition and offer approval workflows, aligning with executive leadership expectations and leveraging tools such as Dayforce, iCIMS, and Smartsheet for automation and compliance. • Build and manage recruiting analytics and reporting through Power BI, Smartsheet, and Dayforce exports, delivering executive-level dashboards that track requisition volume, time to fill, recruiter workload, agency utilization, and compliance metrics. • Partner with C-Suite, Operating Group Presidents, and Technology Leaders to drive headcount planning, compensation approvals, and workforce strategy decisions while balancing growth needs with budget controls. • Spearhead system transitions and implementations (Dayforce to iCIMS), including ROI analysis, phased rollouts, and micro-learning programs for TA technology adoption. • Lead compliance initiatives including EEO, OFCCP, AAP planning, background checks, drug screening, and E-Verify to ensure multi-state and federal adherence. • Manage and coach a team of recruiters by setting expectations, scorecards, and process documentation, while holding accountability for quality, compliance, and recruiter capacity. • Design and enhance employee referral programs, brand-specific recruitment marketing, and campus recruiting initiatives to attract high-demand technical talent. • Develop and refine offer structures (base, bonus, relocation, stock options, commissions) in partnership with the CFO and executive leadership to remain competitive in niche markets. • Act as a strategic partner to executive leadership by presenting data-driven insights to justify recruiter headcount, reduce agency dependency, and support aggressive acquisition-driven growth.

Led the development of recruiting strategies and updated country-wide HR SOP to align with global HR SOP. Coordinated with HR and leadership teams to collect manpower demands, prepare recruiting plans, and monitor annual recruiting budget. Managed recruiting channel performance and conducted recruiting activities, including candidate searching and interview facilitation. Established an applicant tracking database to maintain smooth processes and build talent pools for continuous recruiting demands. Coached and trained the recruiting team.

Recruiting: - Conducts recruitment programs to attract applicants for a diversity of job openings. - Develops and maintains network of contacts to help identify and source qualified candidates. - Writes and places job advertising in various media. - Works with recruiting sources (outside recruiters, employment agencies, web-based recruiting services, job fairs, etc.) to identify and recruit candidates. - Screens and refers candidates for additional interviews. - Schedules and interviews candidates as well as provide feedback to candidates. - Performs reference and background checks on applicants. - Communicates with candidates, hiring manages and other departments to ensure new hires have necessary tools. - Prepares weekly recruiting reports. Orientation/Separation Activities: - Plans and conducts new hire orientation to foster positive attitude toward employee’s position, the company and business goals. - Prepares employee separation notices and related documentation and conducts exit interviews to determine reasons behind separations. Training: - In conjunction with Manager – HR, prepares and facilitates training on employment laws, employee relations, company policies and procedures and other HR related topics.