Kevin Daniel

Leading a global team focused on technical implementation, configuration, and integration of Applicant Tracking System and talent acquisition technology stack, as well as recruiting process optimization. Collaborating with colleagues across Talent Acquisition, the People Org (HR), IT, Legal, to understand system needs and end user requirements, then prioritize, organize, execute, and optimize those requirements in order to achieve business goals and an enhanced candidate and employee experience. Challenging the status quo, innovating, and building a strong culture of technology exploration and adoption. - Lead and develop a global team of talent technology professionals - New technology research, benchmarking, vendor evaluation/selection, onboarding, implementation planning. - Oversight for Global Referral Program. - Audit & Compliance support. - Workday Release review and implementation planning. - TA process enhancement & system enhancement prioritization and road mapping. - Align system requirements against capabilities to build creative solutions for People Org Strategic Objectives and compliance needs. - Manage prioritization of change and enhancement requests with cross-functional workstreams to address needs of the talent acquisition team, impacted workstreams and/or users, and stakeholders. - Serve as the lead subject matter expert (SME) on talent systems and driving continuous improvement. - Champion data integrity and security, ensuring appropriate processes, data system flows, and protection of Personal Identifiable Information (PII). - Collaborate with other global workstream process owners for shared process improvement and serve as a thought leader on global systems strategy and innovation.

As we continue to invest in our Talent Acquisition Technology stack, I am excited for the opportunity to partner cross functionally to co-create and implement a balanced, global talent acquisition innovation model. Piloting global talent innovation projects - partnering with a truly global TA organization, HR systems, Change Management and Communications teams, to scope, design, pilot, test and launch technologies and programs for TA. I am excited for the growth and learning opportunity ahead!

Leading a Team of in-house and contract Recruiters for North America Talent Acquisition in support of Engineering, Business Units and SG&A Functions. Building partnerships with Business Leaders and HRBPs (HR Business Partners) Building partnerships with Vendors Managing workload distribution between in-house team and vendors Tracking and Reporting on recruiting performance to plan Leading and Mentoring Team Working with Global Counterparts

Leading a Team of Recruiters for North America Talent Acquisition in support of Engineering, Business Units and SG&A Functions. Building partnerships with Business Leaders and HRBPs (HR Business Partners) Building partnerships with Vendors Managing workload distribution between in-house team and vendors Tracking and Reporting on recruiting performance to plan Leading and Mentoring Team

Technical Recruiter. In the fast paced, competitive semiconductor industry innovation is key. That means having the right talent is also key. Being able to connect top talent with great opportunities at a great company is a very rewarding experience. Whether it's connecting a sharp new college grad with their first career or connecting senior level talent with high-level mission critical roles, I have enjoyed it all. Aside from the direct professional fulfillment of filling hard-to-fill positions and or any key position for a hiring manager, I am genuinely a strong believer in my company; the culture, the values, the people. It makes connecting great talent with great jobs all that more enjoyable when you work for a great company. During My Tenure at Micron I’ve had the opportunity to work on a wide variety of Talent Acquisition Activities: Full Life-cycle Recruiting Mentoring Peers Vendor onboarding and Partnering Sourcing and Pipelining Passive Talent College Recruiting Efforts to include building important faculty relationships Crafting Military Recruiting Strategy. Engineering Ramps. Production Ramps. High-Volume Recruiting Niche Positions. Recruiting for Engineering, Sales, Marketing, Information Technology, Business Operations, Supply Chain, etc.