Jorge Suarez

Promoted to the Lead position on 7/2023. Added responsibilities and accomplishments include: • Managed a team of 4 recruiting coordinators, providing leadership, guidance, and support to ensure efficient and effective coordination of the recruiting process. • Created dashboards to track recruiting volume and performance metrics, enabling data-driven decision-making and process improvements. • Identified areas of improvement within the recruiting process and developed tools to enhance efficiency and effectiveness. • Designed and implemented standardized communication templates for candidates, ensuring consistent and professional messaging throughout the recruitment cycle. • Streamlined coordination efforts by developing and documenting best practices and standard operating procedures for the recruiting coordinator team. • Facilitated regular team meetings and training sessions, fostering a collaborative environment and continuous professional development. • Monitored and analyzed team performance metrics, providing feedback and implementing strategies to achieve key performance indicators and objectives. • Collaborated with cross-functional teams to address and resolve operational challenges, ensuring seamless integration of recruiting processes and systems.

• Developed and maintained standard reporting packages and dashboards, providing actionable insights to executive leadership, hiring managers, and the recruiting team. • Optimized Workday reporting and dashboard configurations, supporting both scheduled and ad-hoc reporting efforts to enhance data visibility and decision-making. • Managed vendor relationships and contracts, ensuring timely delivery of services and maintaining strong partnerships with key stakeholders. • Analyzed and resolved recruiting system issues, including system integrations and product upgrades, in collaboration with HRIS and IT teams. • Assisted in optimizing the recruiting tech stack, staying updated on new tools and emerging technologies to maintain a competitive edge in recruiting operations. • Developed training resources for new functionalities and processes related to systems and reporting dashboards, enhancing user adoption and system efficiency. • Led the creation and maintenance of advanced recruiting metric dashboards, leveraging tools like Google Sheets to provide real-time insights and improve recruiting efficiency. • Created marketing materials for the recruitment team to use at career fairs, job boards, and other recruitment events, increasing candidate engagement and brand visibility. • Oversaw the MSP program, partnering with various locations to identify and implement areas of improvement, enhancing program efficiency and effectiveness. • Led a project team to develop an interview training course for interviewers at GAF, improving the overall interview process and candidate experience.

• Manage the full life-cycle recruiting efforts including talent sourcing, candidate evaluation & screening, interview process, offer negotiations, and close out process for Corporate and Manufacturing positions • Execute sourcing strategy and establish desired communication protocol with the hiring manager and HR team • Proactive recruitment of passive candidates utilizing direct sourcing skills and techniques (i.e LinkedIn Recruiter) • Participate in Career Fair events with a special emphasis on enhancing the GAF Diversity & Inclusion initiatives (Women, Minorities, Military and Disability) • Utilize tools to manage candidates in pipeline and effectively track candidates collected through various sources to measure effectiveness of sources • Maintain and manage a well –developed network of candidates and /core skills to build a network quickly and comprehensively • Collaborate and/or Lead strategic projects to drive effectiveness of Talent Acquisition department • Developed marketing materials that build and enhance awareness of GAFs employer brand and careers while supporting the local teams with their marketing needs

• Managed full-cycle recruiting for professional and seasonal positions across all office locations (about 100 hires in first year) • Responsible for utilizing various sourcing strategies/channels (i.e. LinkedIn Recruiter) to identify qualified passive and active candidates • Worked closely with Hiring Manager to identify requirements of jobs and set expectations • Sourced resumes and phone screened qualified candidates • Managed and maximized use of company Applicant Tracking System • Conducted job analyses and developed job descriptions for new positions • Updated existing Interview Training presentation for managers with current best practices • Managed all social media platforms (LinkedIn, Glassdoor, Indeed, Facebook) • Updated all Recruitment materials (i.e. Offer Letters, Communication Emails, Forms) • Created a comprehensive Recruitment Guidebook for Hiring Managers • Collaborated with Media team to develop engaging Recruitment content for our social media platforms • Maintained an open line of communication with all new hires to assist where needed and identify areas of improvement for Recruitment

• Managed the full life cycle recruitment process for Seasonal employees in Delaware resulting in over 300 hires • Developed and managed multiple social media accounts to increase candidate reach and brand awareness • Designed and implemented an Interview Training course for Hiring Managers that included Interview Guides for every position available • Utilized a wide variety of methods to generate candidates, including web-based sourcing, internet postings, internal and external networking, job fairs and referral programs • Assisted in the development of the WVRNA Recruitment Process Model • Partnered with recruiters across business units to develop our Talent Network • Managed recruitment budget to maximize recruitment resources in a cost-effective manner • Tracked and measured key metrics to measure and predict recruitment activity • Assisted in the development of Hiring Manager and Candidate Satisfaction Surveys • Developed End of Season Surveys to identify areas of improvement across WVRNA • Designed all marketing materials for Recruitment Team events/advertisements • Created easy-to-read documents that outlined the various Recruitment Team’s Processes • Developed multiple forms to streamline the recruitment process • Designed SharePoint sites for the Recruitment Team, Learning & Development Team and Compensation Team • Co-managed the yearly Recruitment Team meeting • Designed a quarterly newsletter that highlighted the Recruitment Team’s successes • Managed all Candidate Travel expenses across WVRNA

• Identified potential career pathing and development opportunities for the WVR-NA business, leveraging the revised job description information • Created a user-friendly tool for associates to use in order to develop their careers • Lead the launch of the SuccessMatters Development tab for WVR-NA Associates by creating a comprehensive toolkit that will promote the value of development planning and the resources available to support associates • Supported the in-depth ad-hoc analysis of the 2013 Associate Opinion Survey data across key focus areas within Wyndham Exchange & Rentals • Created materials for Leadership Development Program including branding materials, courses and training materials • Assisted with the planning, creating and distribution of Customer Appreciation Week materials throughout WVR-NA properties • Translated and recorded Wyndham Worldwide Compliance training courses from English to Spanish

• Supervised, coordinated and overlooked the induction programs of Chapters within New Jersey Sector 1 • Served as a liasion between inductees and the Sector • Ensured that Chapters complied with university policies and submitted required University and Fraternity paperwork • Conducted interviews for incoming inductees and potential Pledgemasters • Coordinated and facilitated various workshops for inductees and new Brothers • Communicateed and enforced induction policies and procedures withing New Jersey Sector 1 • Assisted Vice-President in various sector specific duties

• Developed strategic diversity and inclusion initiatives to engage the campus community • Assisted with the implementation of policies and programs to attract, retain and promote a diverse campus community • Served as liaison between the student organizations and the Campus Life Staff Advisor • Responsible for creating promotional materials for distribution across campus

• Assisted in the interview process for the newly hired Resident Assistants • Trained newly hired Resident Assistants in various job related duties • Assessed and responded to the needs of residents; enforced and upheld university policies • Created, planned, and implemented educational and social programs • Acted as a liaison between residents and the Office of Campus Life

• Assist student organizations and faculty in reserving university facilities for events; manage and coordinate facility usage • Manage inquiries, provide direct responses to student and faculty questions, and redirect callers to appropriate parties • Greet visitors, answer their questions and direct them to the appropriate parties or offices • Operate all office equipment (fax, copier, phone systems) • Prepare spreadsheets and documents, update of FDU databases, and other applications

• Candidate Sourcing • Review and upload of candidate resumes into HireBridge Applicant Tracking system • Applicant Tracking using Hirebrige • Developed behavioral constructs for recruiters to use in screening candidate • Data set development and coding for an applied study of 2,000 job candidates • Created custom reports in Excel with Pivot Tables to query data for specific answers • Supported Executive Partner on several HR specific tasks

The Industrial/Organizational Psychology graduate program is designed to provide a comprehensive and empirically based background in Industrial/Organizational Psychology. Students gain knowledge and understanding of a variety of work psychology based concepts ranging from selection and hiring, learning and development, assessment and measurement, employee engagement, and leadership to the impact of technology on behavior and systems. We follow the scientist-practitioner model and include both theory and concept in our coursework as well as applications to the current realities of the work place.