Linda Krebs

- Engage in upstream discussions on future capability demands to inform strategic workforce planning. - Provide insights to plan ramp-ups in collaboration with Regional TA and Global operational teams. - Drive demand planning processes and ensure alignment through interlock agreements. - Communicate and advocate for TA strategy and investment decisions that align with business goals. - Act as a strategic advisor and SPOC for People Partners and senior business group stakeholders. - Strengthen TA’s role in CF by fostering co-ownership for successful hiring outcomes. - Train and inform key stakeholders on all TA-related topics to enhance recruitment knowledge and efficiency. - Present and promote TA’s service portfolio, identifying opportunities to expand and enhance offerings. - Ensure global coordination of the Talent Acquisition team involved in S&T and CF activities. - Manage escalations related to TA matters within CF activities. - Continuously improve efficiency using data-driven approach to help try to optimize hiring processes - Help provide comprehensive business reporting on TA SLA, KPIs, and TA spend. - Develop and present materials on TA status, market trends, and any competitive insights - Deliver data-driven insights on external market conditions - Act as an SME on recruiting markets, competitive trends, and any talent dynamics - Support DEI objectives by embedding inclusive hiring practices in TA strategies.

• Managed North America and Latin America Early Careers recruitment team • Built early careers strategy and roadmap for the Americas region • Received numerous awards and accolades regarding the management of the Canadian student program. Oversaw tasks such as strategy, process improvements, change and project management. Responsible for training and mentoring talent attraction partners and hiring managers/team on best recruiting practices. Grew student program triple fold to a record-breaking 538 students in 2023. • Responsible for working on GOC grants and funding programs. Reviewing, planning, and implementing various strategic and key initiatives using extensive data and reports to address commitments that have been made regarding DEI in our internal and external hiring and retention practices. • Collect, review, and analyze data and various reports for talent attraction and retention • Act as the SME on recruiting markets, competitive trends, compensation, and other relevant areas. POC for Public Relations and media regarding local talent. • Build and maintain partnerships with universities, colleges, and various types of external organisations to engage, source and attract candidates, and generate referrals and leads to help build the future pipeline of Nokia employees • Act as Brand Ambassador, responsible in identifying and researching new innovative and creative sourcing methods through social media, direct sourcing, and alternative avenues both on a regional and global level. Ultimately helping to build the local reputation of Nokia 5x. • Collect, review, create and propose budget for various initiatives and submit to key stakeholders for approvals • Build and maintain partnerships with business leaders, hiring managers, HRBPs and outsourced partners to deliver workforce and talent acquisition plans • Provide exceptional organization and PM skills, enabling the business to trust and have full confidence in my execution of their hiring plans

- Designed and updated course materials focused on career planning, job search strategies, and professional development - Delivered engaging lectures, workshops, and discussions on topics like resume writing, interviewing, networking and personal branding - Student advising and providing guidance on career goals, industry trends, and job market expectations - Offered personalized feedback to help students craft and effective application - Educated students on workplace etiquette, communication and the importance of adaptability - Educated students to find and prepare for internship opportunities

•Manage the end-to-end recruitment process, including identifying selection criteria, sourcing and screening applicants, developing competency-based questions, interviewing candidates, etc. •Consult with hiring managers to determine skills needed and staffing requirements •Utilize a variety of strategies to market the organization to potential candidates, advertise openings, and solicit qualified applicants •Provide guidance to hiring managers on candidate selection, salary determination, and offers of employment •Coach and train hiring managers on effective interview and selection techniques in identifying and hiring top talent •Strong business relationship and command skills •Action oriented with a very strong sense of urgency •Experience using ATS (Taleo and ADP)

•Managing, mentoring, and training the defence Talent Acquisition team •Establishing best practices with regards to process and recruitment •Providing KPI reports to the leadership team with regards to recruitment initiatives and performance •Help lead a Digital Transformation Initiative •Developing various robust recruitment strategies and action plans •Partnered and trained internal and external stakeholders on interview and candidate selection techniques •Partnering with the Talent Acquisition team to help promote brand recognition through LinkedIn •Assessing candidates through various techniques such as pre-screen, phone interviews and interviewing in-person •Leveraging various sourcing strategies via LI Recruiter to help build on various candidate pipelines •Successfully fulfilled a Federal Government contract that has been outstanding for several years within a 6-week timeline. •Managed recruitment activities to source talent for the Federal Government through various vehicles such as TBIPS, TSPS, and THS •Worked closely with managers to conduct initial reviews ensuring that bids on RFPs were strategic and compliant •Partnered with the team on various events such as: Career Fairs, Networking Socials and Recruitment Branding

•Act as the subject matter expert with regards to hiring processes, candidate markets, and resources •Responsible for developing and implementing recruitment processes and best practices from scratch •Responsible for delivering and monitoring all aspects of the full recruitment life-cycle process (reviewing workforce planning, conduct intake meetings, strategic sourcing, monitoring and evaluating candidate experiences and onboarding) •Work closely with HRBP and HR Specialist to acquire talent for workforce planning requirements •Provide training and recruitment tools for hiring managers at all levels of management •Develop and implement recruiting strategies to identify best candidates through various leading edge recruitment and sourcing strategies. •Implementing effective and innovative techniques for identifying new talent through in-depth active and passive strategic sourcing, including using research, online tools and databases, social media, referrals and networking. •Conduct pre-screening interviews with all candidates. •Develop and maintain interview guides and adhere to the process set forth to maintain candidate experience consistency •Act as a Brand Ambassador, representing the organization in a professional manner, positively reflecting the employer brand at various events, job fairs, and opportunities to market and source for top talent. •Work with internal team and other departments to develop and implement an employer brand strategy •Review and implement campus recruitment and program partnership opportunities. •Research market trends and best practices to identify and implement talent acquisition process improvements.

•Develop recruiting strategies designed to uncover active and passive qualified candidates through various recruiting tools and methods such as using internal databases (e.g. Bullhorn), social media platforms - LinkedIn, online job boards, candidate referrals, networking, and relationship building •Evaluate candidates’ strengths compared with client requirements by evaluating, screening, and interviewing the candidate •Consistently meet and exceed recruitment quotas as well as, able to source and identify strategic candidates and help build internal database. •Demonstrated ability to handle high volume requisition load while also managing multiple competing, deadline-driven priorities •Work with Account and Hiring Managers to effectively define the requirements and implement hiring strategies to meet the needs of the organization •Negotiate wage rates and other terms and conditions of employment with candidates, and gain commitment from candidates for current and future job requirements •Provide client feedback to candidates after each stage of the interview process •Complete necessary pre-employment processes including reference checks and if required, ensure Government Security Clearances are in place •Developed job descriptions and utilized multiple sources to attract quality candidates. •Manage contract and permanent employees while on assignment. Assess and investigate contractor related problems, and administer performance counselling, coaching, and disciplinary measures when necessary •Help drive recruitment strategies by proposing new ideas such as, increasing social media awareness, attending networking events aka job fairs, and building relationships to foster potential new clients for Account Managers

•Contributed to publishing two editions of the career management textbook "Managing Your Career: Building Lifelong Skills and Strategies" and "Conquering Your Career - A Guide to Mastering Lifelong Success." •Extensively work with students who have specific employment needs such as; industry sector, geographical locations, significant barriers to employment such as disability, etc. •Primarily responsible for placing triOS College graduates into jobs that are related to their field of study •Identify potential candidates for select hiring needs through a number of sourcing tactics and relationship building •Extensive experience dealing with individuals who are difficult to work with, volatile, and distressed •Teach career management classes, hold group seminars and provide one-on-one counselling on the various types of resume and cover letter writing, interview skills, and job search strategies •Successful in understanding and collecting labour market information, employment trends, funding and employers to identify new professional contacts, associations, challenges and opportunities •Clarify, revise and input job postings from employers and 3rd party recruiters and distribute it to current and alumni students through an internal online job site, email, and job advertisement boards/binders •Develop and manage internship hosts as well as, place students into unpaid internships according to their educational and personal requirements •Responsible for employer development through cold calling, networking and relationship management •Develop and maintain long lasting partnerships with employers, community organizations – public and private sector •Mediate and resolve issues between employers and students in a tactful and efficient manner •Team Leader – provided training and mentor-ship to new and existing Employment Specialists from different campuses across Ontario

•Managed close to 100 external customer accounts and sales requests over 6 territories •Achieved targeted sales numbers for 2010; qualifying for company trip incentive

• Managed 70+ external, B2B customer accounts over 4 territories • Received 2009 Star Award – For outstanding performance • Received 2009 Summit Award – For recognition in outstanding sales achievements • Received 2009 Premier Award – For top new sales representative

•Developed recruiting strategies designed to identify qualified I.T. candidates through various recruiting tools •Evaluated candidates’ strengths compared with clients’ requirements by evaluating, screening, and interviewing the candidate •Reviewed and revised candidate resumes and cover letters and offered suggestions on improvements •Negotiated wage rates and other terms and conditions of employment with candidates, and gain commitment from candidates for current and future job requirements •Completed necessary pre-employment processes including reference/background checks and drug tests •Managed contract employees while on assignment. Assessed and investigated contractor related problems, and administered performance counselling, coaching, and disciplinary measures when necessary •Worked with Account Managers to identify top accounts, target skill sets, key market segments, and to assess clients’ staffing requirements •Communicated with peers by sharing recruiting best practices and provided accurate, thorough documentation on contract employees in applicant tracking systems or other documentation tools •Provided training to new recruiters •Ran presentations for targeted sourcing campaigns at various events and schools

Course Curriculum includes: Health sciences – the scientific knowledge and principles pertinent to personal and community health such as; introduction to health sciences, fundamentals of population and public health, determinants and distribution of disease (pathobiology, epidemiology), and environmental and occupational health. Social and behaviourial sciences – social factors that affect health, determinants of health behaviour, and health behaviour modification. Life sciences – the basic principles of biology, kinesiology, physiology, and biochemistry. Evaluation and research – the principles of statistics and research design aimed at developing sufficient competencies to enable students to evaluate, interpret, and apply the findings of health-related research.