Rosanna Leblanc

• Partner with HRBPs and hiring managers to understand hiring requirements and to strategize and implement recruitment plans • Conduct screening interviews and present viable candidates to the hiring manager for further consideration • Develop external postings and recruiting strategies to target and source desired candidates • Continually network with candidates, build relationships, and leverage connections to build relevant talent pools • Use of various tools and techniques to attract both active and passive candidates

• Work to develop position requirements for public sector roles with stakeholders/RFP documents • Develop external postings and recruiting strategies to target and source desired candidates • Continually network with candidates, build relationships, and leverage connections to build relevant talent pools • Use of various tools and techniques to attract both active and passive candidates • Qualify candidates to position requirements through activities such as screening, interviewing, and reference checking processes • Technical resume writing • Weekly reporting to leadership and various stakeholders • Participating in the review, development, testing and implementation of a new ATS tool (Success Factor) • Mentor and coach new team members when needed on processes and tools

• Support for Group Benefits and Individual lines of business • Knowledge of the Taleo and Workday applicant tracking systems • Provided recruiting and consulting support to managers for roles at all levels • Conducted skill-based interviews, assessed candidates, provided recommendations and summaries to the Hiring Managers • Reported and summarized results weekly/monthly and provided suggestions for improvement based on identified gaps • Knowledge of the financial services and insurance market • Collaborated with Leadership on initiatives and projects

• Worked in partnership with the Human Resources team during the recruiting and selection process for new hires • Partnered with the Training team to ensure consistencies between Training and Academy • Led teams ranging from 10 to 15 employees through the transition from Training to Production • Addressed performance and/or behavioral issues • Coached, developed, educated, and mentored staff • Prepared, developed, and delivered weekly coaching sessions for each employee • Trended results and developed action items to address any issues and close gaps • Built and maintained relationships with support teams and Individual business partners • Collaborated with Leadership on initiatives and projects

• Managed a team of 15 to 20 employees • Coached, developed, educated, and mentored staff • Prepared and delivered weekly coaching sessions for each employee • Held career development meetings • Trended results and developed action items to address any issues and close gaps in knowledge and critical skills • Built and maintained relationships with support teams and business partners • Handled escalated concerns from clients, advisors, and employees • Worked in partnership with Human Resources during the recruiting and selection process for new hires