Witney Johnson

Kiewit is one of North America’s largest and most respected engineering and construction organizations. Kiewit’s commitment to safety, quality and environmental stewardship is ingrained in everything we do. It’s visible in our core values, the work that we build and in our people. • Responsible for the full life cycle recruitment of experienced hiring needs across Kiewit markets. • Source passive candidates through a variety of job boards and sell them on opportunities with Kiewit. • Conduct in-depth intake meetings with leaders to ensure alignment on position, impact and expectations of the role are outlined in the job description and communicated efficiently to candidates. • Educate the business on TA best practices and market insights. • Assess applicant/candidate quality, skills, and fit to identify the best candidate for a position. • Coordinate the offer approval process by facilitating the information flow to appropriate management. • Negotiate with candidates against counteroffers. • Connect external employment market conditions with internal workforce demands to ensure proper pipelines of talent are identified early to fill critical business needs. • Utilize metrics to drive business solutions to add value, raise candidate quality and/or decrease costs • Partner with business leaders and hiring managers to develop a deep understanding of their needs and the culture of the company. • Influence hiring decisions by providing value-adding recruiting-related advice.

Design, develop and manage student learner programs to deliver business-aligned hiring outcomes. Manage and support the development and placement of year-round and seasonal student associates into organizational needs across Cerner. Build relationships and partner with key internal and external stakeholders to support the creation and execution of industry leading processes and procedures; provide guidance regarding performance and employment expectations to program participants and managers; and develop and execute events, training and coaching for onsite and virtual environments that build ability and long-term retention. Create measure, and scale the right talent placement workflow between associates, managers and business process leaders including assessment vehicles; create reporting to track outcomes and status that meets audience needs; and engage stakeholders to ensure program experience develops desired talent knowledge and skills. Execute and enhance Cerner’s student learner programs through continuous bench-marking, industry leading best-practices and alignment with future business needs.

Design and execute Mobility for the Asia/Pacific region, including Australia. I manage the relocation process for all campus/early career recruits domestically. Work with outside and inside councils to secure Immigration for Associate moves. Work directly with HR Partners to understand business needs and execute on them. Partner with HR Partners, Recruiting, Payroll, Immigration and other facets of HR to ensure a seamless transition for Associates. Partner with third parties to ensure client satisfaction. Research and evaluate new processes, methods, practices and materials. Initiate and develop relationships with internal and external constituencies and provide consultative services and support. Develop and maintain program metrics and outcomes reporting.

Responsible for the full life-cycle recruiting process including sourcing, screening, and managing candidate pipelines for a variety of technical, clinical and travel focused roles. Provided strategic guidance on talent alignment, performance assessment, and coaching new hires and interviewers. Engaged the local community through resume reviews, job fairs and information sessions. Built professional networks and delivered qualified candidates by constructing and negotiating offers all while ensuring compliance measures are met. Experience includes early career and experienced hiring for engineers, technical support, project managers, clinical, functional and consulting positions.

Sourced technical candidates through the utilization of Job Boards, Social Networking Sites and Boolean searches. Partnered with Technical Recruiters to understand position requirements and Hiring Manager’s needs to fill technical openings. Reached out to qualified, active and passive candidates and presented open opportunities at Garmin. Coordinated phone screens, technical phone interviews and onsite interviews with travel for non-local candidates. Managed external job postings and created templates in our system for new and open requisitions. Worked with Marketing to generate recruiting advertising for varies events and openings. Tracked sourced candidates and activity, tracked and sent drug screens for new hires and complete internal Associate status changes. Coordinated Open Houses and Interview Days for on- and off-site events. Sourced for unique positions in various departments as needed.

Established effective recruiting, communication and organization between two offices assisting with a variety of tasks from the Management and Recruiting team to help source and hire the best talent for Northwestern Mutual. Maintained relationships with candidates going through the selection process serving as the recruitment communicator to each individual.