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R henry.wren fl 5 12 14

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Resume: …

Resume:
Recruiting, Talent Acquisition, Director, Manager, Executive Search

Summary:

Accomplished Talent Acquisition Executive who has effectively lead highly focused and successful recruiting teams.
Proven success providing technical, functional, and analytical expertise in talent acquisition, executive search and human
capital management resulting in building and implementing award-winning solutions. Strengths lie in cultivating and
maintaining strong relationships with clients, teams, leadership and candidates. Adept at collaborating with strategic
leadership to design and deliver solutions that further strengthen the organization's competitive position. Skilled and
respected professional recognized for the ability to achieve buy-in from leadership teams ensuring processes are consistent
with business objectives, growth, culture and values of the company. Highly knowledgeable about current recruiting trends,
recruiting process outsourcing solutions, technologies and meaningful workforce analytics. Experienced and comfortable
working in large global or fast paced entrepreneurial organizations that are team based, complex, centralized or decentralized. Vertical industry experience includes: Professional Services (Management, Strategy, Systems and
Operations), Finance, Accounting, Financial Services, Technology, Information Services, Software, Biotechnology and Executive Search.

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  • 1. Wren Henry Email: wren.henry@icloud.com Phone: 703.859-4858 LinkedIn: www.linkedin.com/pub/wren-henry/1/a48/294/ PROFESSIONAL SUMMARY Accomplished Talent Acquisition Executive who has effectively lead highly focused and successful recruiting teams. Proven success providing technical, functional, and analytical expertise in talent acquisition, executive search and human capital management resulting in building and implementing award-winning solutions. Strengths lie in cultivating and maintaining strong relationships with clients, teams, leadership and candidates. Adept at collaborating with strategic leadership to design and deliver solutions that further strengthen the organization's competitive position. Skilled and respected professional recognized for the ability to achieve buy-in from leadership teams ensuring processes are consistent with business objectives, growth, culture and values of the company. Highly knowledgeable about current recruiting trends, recruiting process outsourcing solutions, technologies and meaningful workforce analytics. Experience working in both large complex global and fast paced entrepreneurial organizations. Vertical industry experience includes: Professional Services (Management, Strategy, Systems and Operations), Finance, Accounting, Financial Services, Technology, Information Services, Software, Biotechnology and Executive Search. Primary Competencies wCorporate Talent Acquisition w BPO-RPO Implementations wTeam Leadership & Motivation wWorkforce Analytics & Metrics w Process Improvement wOrganizational Re-alignment wEmployment Branding wInterviewing & Assessment wSourcing Strategies & Tools w Performance Improvement wRecruiting Operations wATS Evaluation & Implementation HIGHLIGHTED ACCOMPLISHMENTS § Received the CARFAX Achievement Award 4 years in a row for building a successful talent acquisition team and support systems that resulted in CARFAX exceeding it’s recruiting objectives with significant savings each year. This included initially utilizing an interim hybrid Recruiting Process Outsourcing (RPO) until the internal function was developed and able to function independently. § Transitioned an internal recruiting function to an external provider (RPO) while seamlessly hiring and leading a “highly” successful interim internal recruiting team that exceeded all hiring targets in 9 months for the first time in 5 years at the Public Company Oversight Board (PCAOB). § Provided successful professional recommendations to Wolters Kluwer Global Human Resources that resulted in the effective redesign of their global talent acquisition function transitioning from an external provider back to an in-house recruiting model within 6 months. WOLTERS KLUWER, New York, NY; Chicago, IL; Houston, TX 2012 to 12/13 www.wolterskluwer.com Global provider of information, software and services to the Health, Tax, Accounting, Legal and Financial Services industries. Employs over 19,000 people worldwide with annual revenues of $4.5 billion. Executive Search & Talent Acquisition Strategy Consultant Recruiting Operations Strategy: Provide professional recommendations on the successful redesign of a global talent acquisition function transitioning from an external provider back to an in-house recruiting model for Wolters Kluwer Global HR organization. Member of task force that implemented new recruiter guidelines, operations manual, standardized recruiting processes/workflows and training manuals. Collaborated on the development of enhanced metrics and reporting mechanisms to keep organization briefed on targets, activity and results of the newly redesigned recruiting function. Executive Search: Provide full life cycle corporate executive recruiting for: Wolters Kluwer Health; Wolters Kluwer CCH; Wolters Kluwer Corporate Legal Services; Wolters Kluwer Financial & Compliance Services; Wolters Kluwer Global Shared Services. Positions included C Suite, GM VP, VP, Director and Senior Manager roles. SUCCESSES: − Successfully recruited candidates from top tier Fortune 500, Big 4, Strategy Consulting, Technology, Publishing, Media and Healthcare Organizations significantly upgrading the quality of candidates presented for leadership positions. − Successfully filled 50+ leadership positions with in high client satisfaction rates significantly reducing use of external search firms.
  • 2. Wren Henry   2   − Served as advisor to Human Resource Business Partners (HRBP), Head of Worldwide Talent and senior leadership to identify talent gaps and develop talent attraction plans to create diverse candidate pipelines. − Highly successful in establishing relationships with C level executives. − Develop comprehensive search strategies to include: detailed search timeline and search project plan, detailed analysis of target and competitor companies, presentation of candidates for calibration purposes, detailed weekly status reports, consistent and detailed communication with the candidate as well as the senior business leaders. PUBLIC COMPANY OVERSIGHT BOARD (PCAOB), Washington, DC 2010  -­‐  2012 www.pcaobus.org An entity created by the Sarbanes-Oxley Act to improve accounting standards and monitor the auditing practices of all public accounting firms who audit companies traded on any US Stock Exchange. Maintains 18 US Offices. Assistant Director of Human Resources, Talent Acquisition & Employee Service Operations Hired to transition a decentralized talent acquisition function to an external provider within a 12-month period while seamlessly hiring and leading the performance of a “highly” successful centralized interim internal recruiting team. Evaluated, managed selection process and implementation of Recruiting Process Outsourcing (RPO) while developing and executing a talent acquisition transition strategy. Provided operational leadership, drove continuous improvement and subject matter expertise to division leaders, recruiters, sourcers, and candidate care employees while consistently maintaining top-tier team performance and service levels prior to RPO implementation. SUCCESSES: − Lead vendor selection process for RPO; developed RFP and managed responses to vendors on the RFP. Served as program manager for implementation of outsourcing program, involving reworking workforce plans, mapping internal staffing workflows and processes, creating recruiting operations manual and reworking job catalogs in line with industry standards and developing recruiting metrics to fit RPO model per statement of work. − Hired a highly focused interim talent acquisition team that exceeded annual hiring targets for the first time in 5 years within 9 months. This resulted in 300+ new hires in 2011 with a robust pipeline of candidates carried forward into 2012. − Lead change management and conducted pre-implementation training on new RPO processes to all stakeholders. − Lead the selection and implementation of PeopleFluent applicant tracking system for North America. CARFAX , Fairfax, VA; Columbia, MO 2006 -­‐  2010 www.carfax.com A provider of Internet data and software services to banks, insurance, automotive industries, government agencies and consumers on automotive vehicles. Ranked by Washingtonian Magazine as one of DC's great places to work 5 successive times! Manager of Recruiting Services Built and lead a talent acquisition team responsible for recruiting across the US and Canada. Partnered with the leadership to develop a strategic workforce plan that would support the organization’s goals for organic growth (37% annually over 4 years). Evaluated, developed, implemented, and enhanced tools, programs, and recruitment solutions related to recruitment process optimization. This included budget development, background check process, employment branding strategy, Applicant Tracking System implementation, exit interview program, referral program, metrics and reporting, and tools to support recruitment and talent development objectives. Responsible for recruiting market analysis, compensation analysis, technology evaluation and researching hiring trends and policies. SUCCESSES: − Exceeded aggressive hiring targets each year while maintaining expectations specific to cultural fit. − Reduced average time-to-fill from 79 to 42 days between 2006 and 2010. − Increased quality of hire resulting in reduction of turnover from 24% prior to 2006 to 8% for 4 successive years. − Improved confidence in recruiting function by creating dashboard metrics highlighting: Position aging, average time to fill, percent of declined offers, recruiter and hiring manager metrics, improved quality of hire metrics, source identification producing quality hires, predictive modeling, dollarizing recruiting results and demonstrating the dollar impact of vacancies in revenue generating positions. − Drove US program to reduce search firm spending by 95% by focusing recruiters on sourcing techniques. − Identified need and drove decision for new applicant tracking system and on boarding system. Served as project lead over multiple teams from vendor selection through full implementation. AWARDS
  • 3. Wren Henry   3   CARFAX Achievement Award 2007, 2008, 2009, 2010 “Awarded by Leadership for consistently exceeding strategic objectives and goals.” WREN HENRY ASSOCIATES, NY, VA, TX 2002 -­‐  2005 Provide executive search services and talent acquisition strategy consulting services to Fortune 1000 Companies and rapidly growing organizations. Managing Partner Provided executive search and talent acquisition consulting. Worked with the world’s top global organizations within a wide variety of competitive industries. Provided recruiting in the following functional areas: Information Technology, Software, Marketing, Finance, Human Resources and Legal. Services also included developing and implementing talent acquisition and retention strategies for entrepreneurial clients. Advised clients on process improvements, performance management, workforce analytics, social media strategies, ATS selection and implementation, interviewing and assessment, sourcing techniques, and compliance. MARKETBRIDGE, Bethesda, MD; San Francisco, CA 1998-­‐2001 www.market-bridge.com Strategy consulting firm providing marketing solutions to Fortune 500 companies in: Market Strategy, Market Solutions, Social Media & Digital Marketing; Sales Enablement; Loyalty, Retention & Cross-Sell; Market Intelligence and Analysis. Industries include: Technology, Telecom, Healthcare, Financial Services, Retail and Hospitality. Director of Recruiting and Development Created and lead new national talent acquisition initiatives, including experienced and campus hiring. Developed the North America experienced hire channel and facilitated a rapid scale up of MBA and undergraduate recruiting. Developed and implemented recruiting strategies, processes and policies allowing MarketBridge to meet its recruiting objectives. SUCCESSES: − Designed and lead MBA recruiting for Associates and Summer Interns from the top MBA programs in the U.S. − Developed, implemented and gained support for new structured interview and assessment process. Included: competency identification, pre-interview questionnaires, structured competency model behavioral-based interviews, standardized case studies and evaluation tools to assess candidates competencies and fit. − Co-Led concept, creation and rollout of recruiting re-branding initiative still used today. Collaborated with company stakeholders and design firm to produce final design, copy and collateral recruiting materials. − Revamped internal referral and networking program resulting in 25% increase in internal referrals. RUSSELL REYNOLDS ASSOCIATES, Washington, DC; New York, NY 1995-­‐1998 www.russellreynolds.com Retained search firm consistently ranked as one of the top five search firms worldwide with operations in the United States, Canada, Latin America, Europe, Asia, and Australia. Senior Associate Led executive searches for: Healthcare, Pharmaceutical, Biotechnology, Non-Profit and Government Affairs Practices. Client list included: Merck, Bristol Myers Squibb, Human Genome Sciences, Proctor & Gamble, PhRMA, American Medical Association, Medimmune and Professional Service Firms. PAUL TITTLE SEARCH GROUP, McLean, VA 1994-­‐1995 www.paul-tittle.com Boutique retained search firm focused on executive recruiting for: Defense/Aerospace; E-Commerce/ Internet; Intelligence Community; Healthcare, Biotechnology; Information Technology/ Software; Professional Services/ Management Consulting and Telecommunications Senior Executive Search Consultant Led retained executive search assignments in engineering, information technology, multimedia, defense and telecommunications industries. EDUCATION AND CREDENTIALS Virginia Commonwealth University, Bachelor of Science, Psychology/Biology Covered 100% of college expenses by working full-time. Ithaca College, Physical Therapy Honors: Emerson Academic Scholarship Recipient SPHR, HRCI 2013 (Sit for exam in December)

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