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As an HR Recruitment Professional. I specialize in Human Resource Recruitment, Talent Development, and Retention with a precision focus on the candidate experience, corporate brand, and employee retention to obtain ELITE talent. My primary goal is to build stellar teams to support the corporation’s mission and vision.
Accomplishments
Design and implement a career growth program for internal staff to transition to a leadership career path.
Partner with Managing Directors to develop competency-based training infrastructures by job title, resulted in a 45% reduction in turnover and saving $250,000 in staffing fees.
Create recruiting/hiring processes, with emphasis on hiring to consistent core attributes streamlining the process and reducing turnover 33% saving $125,000 over a 9-month period.
Developed employee training programs and materials resulting in increased customer service and sales growth of 28% annually (from 72% to 100%).
Received an excellent rating on evaluations from executive management regarding coaching and counseling skills, punctuality/attendance, quality of work, work consistency, communication, group/independent work, dependability, integrity, technical skills, and client relations.
K.E.Y.S, LLC. 10/2001 ‚Äď Present
Independent HR/ Talent Acquisitions Consultant - with the following companies: Draper Labs, CapitalOne, Carmax, Results Companies, HULU, Highmark, Humana, SiriusXM Satellite Radio, Care Advantage, Kimberly Clark, and WellCare, and Kaleo Pharmaceuticals create a workplace that is healthier and more functional for employees and management.
Human Resources Strategy:
Possess a working knowledge of all human resource functional areas and ability to manage employee relations, communications, recruiting, EEO/AA, compensation and benefits administration, training and development, employee engagement, talent management and diversity in a performance-driven culture.
Maintain a thorough understanding of the Company's business challenges, and articulate the Company's position in a positive and effective manner, requiring excellent business acumen.
Talent Acquisition and Recruiting Management:
Manage the full life cycle recruitment process for all positions within the business unit.
Work with hiring managers to create, review and update job descriptions for each requisition.
Provide managers support and advice on interviewing, screening and selecting the most qualified candidates.
Ensure that internal customers are coached and guided to make necessary business and staff- related decisions in a timely and legally compliant manner.
Make effective use of the Orientation Program for all new employees and ensure that employees understand all relevant employee programs.
Policy/Procedure Development and Implementation;
Implement and manage HR policies and procedures, provide advice and counsel to executives, management and employees of assigned functional areas.‚Ä®
Compliance with Federal and State Labor Laws:
Minimize business risk and enhance the company culture by ensuring that all management are trained in all required legal subject areas, such as Compliance, Code of Conduct, Diversity & Sexual Harassment, Interviewing and Selection Skills, and Employment Law.‚Ä®
Work to ensure all Affirmative Action and government requirements (Federal, State and Local), filings, postings, and laws are satisfied for the business unit.‚Ä®
Talent Management and Retention:
Create and drive organizational development initiatives and opportunities.
Contribute to developing and sustaining culture where teamwork and high levels of employee engagement, reward and recognition are leveraged to drive "in the moment" problem solving to uncover the root cause, and to maximize retention.
Lead the ongoing talent review process. Assess and identify high performing / high potential leaders, and ensure succession and development plans are in place.
Coach and assist with the development of Field Managers.
Coach leaders and managers to develop and enhance their leadership and management effectiveness, demonstrating alignment with company values.
Coordinate, develop and deliver training and group presentations related to new programs, processes and other HR initiatives.
RemX Staffing, Inc 11/2018 ‚Äď 02/2019
Contract - Corporate Recruiting Manager with Bio-Pharmaceuticals company recruited entry level Lab Technician, Lab Research Associates, Chemists, and R&D Scientists.
Led and managed the full life cycle recruitment to include ensuring up-to-date job descriptions, posting open positions internally and externally, responding to inquiries about the Company’s recruitment activities and status of jobs, contacting candidates, scheduling interviews, developing interview questions, checking references, providing feedback to unsuccessful candidates, and preparing job offer materials.
Collaborated with managers to understand and prioritize job opening requirements and develop recruitment strategies appropriate for their business needs.
Collaborates with hiring manager and HR team on appropriate compensation for position and geographic scope of search (local, national or global).
Managed relationships with recruitment agencies to ensure satisfactory standards of service through implementation of performance measures and negotiates pricing / contracts.
Promoted the Company’s reputation through advertising, career site design, and interaction with candidates
Developed an effective pipeline of passive talent to anticipate future hiring needs.
Updated current and designs new recruiting procedures to keep pace with best practices, to include implementation of new sourcing methods (e.g., social recruiting and Boolean searches).
Developed and administers interview and other relevant training to hiring managers.
Continued to develop and communicate the company’s internship program, including developing and maintaining relationships with appropriate colleges and universities.
Created and managed the Company’s social media program in accordance with the Company’s policies and standards, to promote the Company’s reputation and overall employment branding.
Maintained and reported to senior executive management the appropriate recruiting metrics (e.g., time-to-hire, cost-per-hire, turnover rate, and sourcing cost).
The Nagler Group (Contract) 02/2015 - 01/2016
Corporate Recruiting Consultant V - Comcast Call Center Sales, Billing, and Technical Support Representatives.
Led and managed the full life cycle recruitment to include ensuring up-to-date job descriptions, posting open positions internally and externally, responding to inquiries about the Company’s recruitment activities and status of jobs, contacting candidates, scheduling interviews, developing interview questions, checking references, providing feedback to unsuccessful candidates, and preparing job offer materials.
Collaborated with managers to understand and prioritize job opening requirements and develop recruitment strategies appropriate for their business needs.
Developed and administers interview and other relevant training to hiring managers.
Collaborates with hiring manager and HR team on appropriate compensation for position and geographic scope of search (local, national or global).
Promoted the Company’s reputation through advertising, career site design, and interaction with candidates.
Developed an effective pipeline of passive talent to anticipate future hiring needs.
Updated current and designs new recruiting procedures to keep pace with best practices, to include implementation of new sourcing methods (e.g., social recruiting and Boolean searches).
Manpower Group, Inc., 07/2013 - 04/2015
Talent Placement Mgr. recruited BioTechnology, IT, and MFG personnel from Entry level to C-suite Executives
Approached new businesses through telephone and face to face contact, to develop the STI client portfolio.
Managed, delivered and negotiated job offers to client-selected candidates: engineers, research associates, entry level lab technicians, clerical administrators, HR professionals, chemists, scientists, production analysts, accountants, and general laborers.
Expanded existing client relationships to yield additional business for other RBW specialisms.
Continually developed a robust understanding of client companies, their industry, what they do, plus their work culture and environment.
Used internal developed sales, business development and marketing techniques, as well as, networking to attract new business from target companies.
Built, trained, and mentor a team of 7 recruiters and coordinators across two (2) locations (Richmond/Newport New, VA).
Chesapeake Government Health Services, LLC. 04/2011 - 02/2013
Healthcare Recruiter Mgr. DOD Staffing Contracts - PT, OT, SLP, Nurses, Surgeons, Family Medicine, Pediatrics, and Speciality MDs.
Led the Talent Acquisition & Development function and partner with key military staffing leaders and treatment facility managers to develop a thorough knowledge of the business, culture (Joint Task Force Division), and value proposition to staff medical treatment facilities with medical personnel/professionals.
Engaged with business leaders and human resources partners to determine capability needs and roll-up into a workforce plans.
Defined action plans to achieve the workforce plan, in the areas of acquisition, development, re-skilling, redeploying and reduction planning..
Managed the movement of talent across the business ensuring that policies and practices are efficient and consistent with CGHS.
Provided direction and management to recruiters, recruitment agencies, and outsource partners.
Kept abreast of market changes and trends to minimize impact on workforce and talent pipeline.
Ensured that all candidates experience an exceptional interview, on-boarding/sponsorship process.
Worked with global Center of Excellence and Business Partners to implement development and learning strategies.
Staffing Concepts, Inc. 02/2009 - 01/2011
Sr. Staffing Manager
Led and managed the full life cycle recruitment to include ensuring up-to-date job descriptions, posting open positions internally and externally, responding to inquiries about the Company’s recruitment activities and status of jobs, contacting candidates, scheduling interviews, developing interview questions, checking references, providing feedback to unsuccessful candidates, and preparing job offer materials.
Approached new businesses through telephone and face to face contact, to develop the STI client portfolio.
Built, trained, and mentor a team of eight ( 8) recruiters and coordinators across two (2) locations (Pelham/Hudson, NH).
Technical Needs South, Inc., 09/1999 - 12/2008
Sr. Technical Recruiter
Led and managed the full life cycle recruitment to include ensuring up-to-date job descriptions, posting open positions internally and externally, responding to inquiries about the Company’s recruitment activities and status of jobs, contacting candidates, scheduling interviews, developing interview questions, checking references, providing feedback to unsuccessful candidates, and preparing job offer materials.
Approached new businesses through telephone and face to face contact, to develop the STI client portfolio.
Built, trained, and mentor a team of twelve (12) recruiters and coordinators across three (3) locations (Salem, NH, Burlington, MA, and Woburn, MA).
Education
Management and Strategy Institute (MSI) 10/2010 -Present
Certified Corporate Trainer
Lean Human Capital ‚Äď Recruiter Academy 09/2012 - Present
Recruiter Academy -Certified Healthcare Recruiter
Expert Rating Institute 02/2015 - Present
Certified Master Life Coach
Ashworth University ‚Äď Norcross, GA (DETC) 08/2009 - 12/2013
Master of Science Leadership, Management, and Strategy (MSM)
Bachelors of Science Management/ with a minor in general psychology
Course Work Completed.
Society For Human Resource Management (SHRM) 05/2019 - Present
‚óŹ Professional Membership
Kiyana M. Brown, MSM
Lowell. MA 01854
(XXX) XXX-XXXX
XXXX@XXXX.XXX
Kiyana M. Brown, MS, RACR
N. Chesterfield, VA 23225
XXXX@XXXX.XXX
(XXX) XXX-XXXX
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