Marisa Wilt

Provide operational and program support for an established personal training organization serving the Dayton region, delivering health-focused programming that promotes mobility, functional strength, independence, and overall wellbeing for adult and senior clients, including individuals living with chronic health conditions. Key Contributions • Manage website content, social media communications, and client and community partner engagement to support business outreach and client growth, including development and distribution of the monthly educational newsletter and coordination of client events and educational workshops • Improve operational quality and consistency through modernization of policies, procedures, and supporting technology systems • Maintain client intake, health history, and fitness assessment documentation to support safe, consistent program participation • Work at our training center, in-home and off-site within senior living and memory care environments, gaining direct insight into care delivery workflows, coordination gaps, and their impact on patient and family experience. • Recruit, hire and manage employee onboarding documentation and new hire processes

Led cross-functional program and operational initiatives during a period of rapid company growth, building systems, workflows, and structured programs that strengthened organizational performance and scalability. Key Contributions • Built foundational operational infrastructure including recruiting workflows, onboarding processes, performance management frameworks, and compensation benchmarking systems • Implemented an applicant tracking system upgrade and standardized recruiting workflows, including system configuration, automated processes, and hiring team training to support consistent, scalable operations • Supported rapid organizational scaling, helping the company double its workforce while strengthening operational structure and process consistency • Developed structured program documentation and training materials to support adoption of standardized systems and workflows across teams • Reduced staff turnover by 40% through improved hiring practices, leadership development initiatives, and structured engagement programs • Designed and facilitated a leadership development program using the Rise learning platform, incorporating structured learning pathways and applied exercises tied to business outcomes • Introduced employee engagement programs including pulse surveys and feedback loops that provided leadership with actionable insights into workforce trends • Led engagement initiatives across a distributed remote workforce, strengthening communication, collaboration, and program participation

Led development and implementation of structured workforce and operational programs for client organizations, partnering with executive leadership to define organizational strategy and build scalable systems supporting recruitment, performance, and growth. • Led program development initiatives by facilitating executive alignment through SWOT analysis and definition of mission, vision, and values to establish organizational direction • Designed standardized job architectures, including role definitions, skills-based compensation frameworks, and salary benchmarking aligned to market data and structured pay bands using a defined skills matrix • Built end-to-end recruitment programs, including workflow design, approval structures, and system-aligned processes to support scalable hiring operations • Developed structured documentation and process frameworks to support consistent program execution and alignment across teams • Conducted market analysis to assess competitive positioning and identify target organizations for strategic talent acquisition • Developed and executed targeted recruitment strategies focused on direct sourcing and engagement of passive candidates

Led recruitment operations and process improvement initiatives supporting workforce planning during a period of corporate integration, aligning workflows, systems, and processes across teams. Key Contributions • Implemented structured recruiting workflows and standardized interview frameworks to improve hiring consistency, evaluation practices, and process alignment across teams • Developed documentation frameworks and operational reporting metrics to improve visibility into recruiting performance and support data-informed decision making • Coordinated cross-functional initiatives supporting organizational integration following a corporate acquisition, aligning processes and workflows across business units • Partnered with leadership to strengthen hiring processes and improve collaboration between HR and business stakeholders

Supported workforce operations and recruiting initiatives across multiple manufacturing locations during a period of organizational restructuring, contributing to process standardization and system implementation across distributed teams. Key Contributions • Executed a Lean Six Sigma recruitment process improvement initiative as a Yellow Belt under Black Belt coaching, redesigning workflows across 10 locations to improve cycle time and standardize hiring practices • Reduced average time-to-fill from 79 days to 57 days within 18 months through workflow redesign, standardized documentation, and improved hiring manager engagement • Implemented an applicant tracking system and configured automated workflows to support recruiting operations across multiple locations • Developed an HR scorecard and key performance indicators providing leadership visibility into recruiting performance and supporting data-informed process improvement • Created standardized recruiting documentation and behavioral interview frameworks to improve hiring consistency and candidate experience • Developed and delivered training programs to support hiring managers and HR partners in adopting new processes and systems

Provided staffing and workforce solutions for client organizations, supporting recruiting operations, client relationship development, and workforce placement strategies across diverse industries. Key Contributions • Selected as one of 24 employees nationwide to participate in a pilot program launching the company’s first executive-level direct search initiative (“Manpower Search”), supporting high-impact recruitment efforts • Conducted behavioral interviews and candidate assessments to evaluate qualifications and align talent with client workforce needs • Developed client relationships through inside and outside sales outreach and prepared staffing proposals to support business development efforts • Served on the branch Risk Management team supporting compliance and safety practices within workforce placements

Provided operational and administrative support to 14 branches within the SBU7 Water & Sewer Supply division, assisting Regional, Purchasing, Quotations, and Inventory Managers with coordination of reporting, procurement documentation, and branch communications. Supported municipal bidding processes and maintained relationships with public sector partners. Key contributions • Managed order issue resolution, vendor literature accounts, and preparation of month-end operational reports supporting purchasing and inventory functions. • Coordinated documentation required for municipal bidding processes, including preparation of EEO and MBO compliance materials. • Maintained relationships with municipal partners and supported procurement-related communications and documentation. • Collaborated on a two-person team to develop templates and documentation supporting a specialized municipal bidding system (“Bid Program”), including drafting the procedural manual; the program was later approved for company-wide use.