Laurie Rogers Czechowski

• Build active and passive pipelines in assigned alignments, using a variety of channels that result in diverse, best-in-class candidate slates • Define strategy of each engagement - develop innovative sourcing strategies that include but are not limited to enhancing diverse recruitment efforts and implement a plan to adhere to business and staffing team objectives • Business and/or technical acumen around Cisco and/or aligned with strategic areas • Act as an I&D advocate throughout sourcing processes, influencing and understanding organizational initiatives • Operational Excellence - Ensure consistent process and policy implementation • Strong partnership with Recruitment team to define skills requirements and develop market intelligence • Strategic sourcing for technical and executive level positions (Hardware Engineering, CX, Sales, Engineering, Public Sector) • Create market insights reports for recruiters and the business to help with sourcing and hiring strategies/decisions

Managed all recruiting and staffing needs for assigned RPO client on a National basis. Expertise in the sourcing, hiring, and onboarding of all levels and disciplines from hourly positions all the way up to the Executive level. Partnered with, guided, advised, and proactively communicated with internal hiring managers and HR business partners to provide exemplary customer service. Responsible for driving the recruitment process and meeting business commitments such as KPI’s, SLA’s compliance and Diversity and Inclusion. Maintained partnerships with multiple lines of businesses. Analyzed and developed staffing strategies for multiple divisions with requisition needs of up to 100+ openings. Sourced candidates from a variety of resources. Consultative approach utilized such as cold calling of passive candidates, Internet and Social Media sites, database mining, employee referrals and networking via professional associations and organizations. Consistently developed a quality pipeline of talent to allow significant reduction in candidate presentation turnaround time.

Supported national clients for Office/Clerical, Customer Service, IT & Professional related positions. Industries include: Technology, Life Sciences, Legal, Financial, Banking, Insurance, Telecom, etc. Developed creative sourcing strategies and leveraged resources to recruit candidates through online social networking, job boards, community involvement, professional networking, and local media resources. Interviewed and assessed candidates’ qualifications and recommended for next steps as appropriate. Negotiated pay/bill rates, schedule interviews, extend offers, followed candidates through the new hire background process, confirm start date/details, and continued to be the point of contact while they worked the assignments. Followed up with no shows. Tracked all activity in BullHorn, SmartSearch, Custom Match, and US Verify.

Supported Adecco branches in large recruitment efforts for their clients. Developed creative sourcing strategies and leveraged resources to recruit candidates through online social networking, job boards, community involvement, professional networking, and local media resources. Interviewing and assessing candidates’ qualifications and recommending for next steps as appropriate. Scheduled branch appointments, assigned assessment testing to be completed, and created USVs. Followed up with no shows. Tracked all activity in SmartSearch and Custom Match.

Supported client’s temporary needs on a national basis in a proactive manner for both Admin/Clerical and Industrial areas. Clients included Fortune 500 companies in the medical and insurance industry. Positions recruited for on a regular basis were: Administrative/Executive Assistant, Customer Service, Call Center, Data Entry, HR Associates, File Clerk, Assemblers, Forklift Operators, Raw Material Handler, Machine Operator, Warehouse Worker, Lab Technicians, General Laborer, etc. This required effectively building relationships internally and externally with client contacts, candidates, and other key talent pool resources (unemployment offices, social media groups/sites, candidate databases, etc.). This position required me to be proactive in my recruitment efforts by looking at client hiring trends and forecasting potential needs. I handled the full life cycle recruitment effort from the candidate’s first contact all the way through background/pre-employment requirements and on-boarding. Also assisted in completing vendor credentialing for assignments that required certain hospital accesses.

Contracted to assist with a large talent acquisition initiative to hire 2,000+ merchandisers nationally over a period of two months to support new business. Currently assisting with regular, on-going business recruitment needs. Full recruiting responsibility that includes sourcing, qualifying, networking, assessing, and relationship building. Develop an ongoing talent pipeline, leverage the ATS system as well as on-line resources to identify and recruit the best candidates, confer with hiring managers to identify personnel needs and sourcing strategies, prescreen candidates using behavioral based interviewing methods, manage the scheduling of interviews with the hiring managers, maintain documentation, gain approvals, make offers, schedule drug screens, request background checks, and transition the on-boarding of new hires to the manager.

- Responsible for the company’s EEO/AA compliance. - Created, modified, and reviewed company job descriptions. - Worked with managers on new job descriptions and ensured that appropriate job codes were created and assigned in PeopleSoft - Conducted salary market surveys. - Completed OES Surveys and other DOL information requests. - Performed annual FLSA audit. - Analyzed company’s compensation data on an ad-hoc basis. - Prepared annual bonus information with payout projections and recommendations. - Full life-cycle staffing/recruitment support for all Home Office positions. - Assisted in staffing/recruitment support for Field positions as needed. - Led the implementation of Kenexa (ATS) at the Home Office and in the Field (including a Spanish gateway). - Worked on a social networking strategy to attract and retain employees. - Reviewed and created an updated new hire employee orientation presentation that was consistent for the Field and Home Office. - Updated and made compliant the company’s employment application, including a DOT driver addendum. - Involved in the immigration process.

Initially hired to fulfill recruitment needs for a large IT implementation. Put in place the recruiting strategy which included: gathering needed headcount, ensuring accurate job descriptions, understanding date resources were needed, convincing clients to move away from agencies to reduce recruitment costs, and implementing the strategy to accomplish these goals. Completed the recruitment for the IT implementation on-time and successfully. Afterwards, continued to support any recruitment needs as positions became available. In addition, lent on-going support to the VP, Human Resources with projects (ex: compensation analysis, merit cycle projections, bonus program updates and communications, market data). Support included gathering data, conducting data analysis, presenting interpretation of information, creating presentations, etc.

National responsibility for the professional/technical talent acquisition of an 1800+ employee organization. -Partnered with business clients to ensure quality fills in a timely manner. Average benchload between 30 and 78 requisitions. -Sourced, interviewed, and assessed candidates for appropriate job fit. -Managed the interview, selection, and hiring process with business clients. -Developed offer packages with salary recommendations and gained approvals on candidate offers (internal and external) with input from client. -Extended offers and managed new hire/orientation process completely. -Ensured compliance and documentation throughout the entire recruiting lifecycle. -Served as designated point person for bringing system issues to resolution and communicating any needed information from resolution. -Led and/or participated in local and national projects (i.e. compensation alignment, compensation structures, compensation analysis for specialized skill-sets, on-boarding process flow, recruiting process flow, correspondence consolidation, system conversions, site consolidations, job discontinued employee placement, employee referral program, start-ups, quarterly compliance, company branding, team process improvements). -Developed, analyzed, distributed, and presented metrics data (recruiting, attrition, terminations, compliance, and other ad hoc reports). -Realigned work plans and/or processes in support of the metrics data. -Managed immigration process from the time of offer through employment. -Managed local/national career and college recruitment events. -Developed and updated HR Sharepoint site for team. -Managed the relocation process for candidates with vendor. -Participated in the delivery of new hire orientation. Served as part of a team that rolled out a national new hire orientation program. -Sole responsibility for quarterly site compliance audit. -Participated on the site Rewards and Recognition team.

Responsible for professional-level staff recruiting on a national level. -Assessed clients' needs, sourced resumes, conducted prescreens and interviews. -Responsible for compensation alignment and new hire salary recommendations. -Created offer recommendation packages, secured upper management approvals. -Oversaw contracted pre-employment testing, including managing vendor relationship. -Compiled company's government reporting (EEO, Vets 100, EO surveys, AAP). -Participated in one on-site and three off-site successful OFCCP audits. -Handled visa and green-card processing. -Served on three-person project team to successfully complete two HR system conversions of more than 3500 employees. -Appointed the company representative for temporary and contract agencies. -Advised Regional HR Managers on an as needed basis.

Maintained all medical and personnel files for 900+ employee plant. -Created and maintained training and tuition reimbursement database in MS Access. -Provided employment verifications. -Received and processed payments for employees on LOA and COBRA. -Back-up payroll administrator. -Planned and organized yearly employee picnic. -Participated in yearly development of AAP. (Automated reports that were previously completed manually.) -Maintained plant seniority and provided employment verifications. -Department resource for computer knowledge/training and systems troubleshooting.