Sarena Wright Resume 2011


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Sarena Wright Resume 2011

  1. 1. Sarena Ackley Wright Dublin, CA 925-963-7568SummaryI have been pushing the boundaries of each aspect of full-cycle recruitment for over 15 years. With a passion forbreaking out of traditional Talent Acquisition practices and a background that includes training, workforce planning,and organizational development, its been my job to successfully coach Talent Acquisition teams to constantly evolveand collectively push the envelope of non-traditional talent attraction and recruitment.Specialties • Provide direction and consultation to the executive and senior management on strategic and emerging staffing trends. • Expert at building sourcing and recruitment teams • Frequently asked to speak and participate in Global Human Resources and Talent conferences and panels • Initiate and implement recruiting processes, policies and services that are aligned with the core values, mission and vision of the company • Laser focus on measurement and maximizing ROI • Develop and implement a “best in class” talent pipeline strategy that ensures future talent needs are met • Demonstrates a strong ability to identify, analyze and solve problems. Ability to actively manage high- pressure crisis situations with composure. • Excel in Branding and Marketing using social media and other creative methods to attract passive candidates • Focus on Global Talent Acquisition strategy • Web Development and strong artistic visual and spatial skillsProfessional ExperiencePolycom Pleasanton, CA January 2011-PresentSenior Director of Global Talent Acquisition and OD♦ Led all Talent Acquisition for APAC, EMEA, and the AMERICAS♦ Team of 50+♦ Created Global Internal Mobility Program and Global rotational programs♦ Created Global Employee Referral Program♦ Led University and Internship Program♦ Revamped Global New Hire On-Boarding Process and New Hire Orientation♦ Responsible for Affirmative Action, Immigration, Relocation, Applicant Tracking System♦ Created a Global reporting and metrics system♦ Significantly cut agency dependency in each Theater♦ Created a Global Workforce Plan♦ Led the design, development and launch of learning LMS and web portal with on-demand learning solutions and development tools for all employees at all levels. Automated learning processes including educational assistance program enterprise wide for easy access, influencing a culture of talent development.♦ Partnered with internal communications and corporate marketing teams to create and launch new learning & development branding as one of many enterprise wide initiatives to influence a culture of talent development.♦ Subject matter expert in behavioral change initiative for corporate project appointed by Executive Vice President, Human Resources for one of the organization’s major strategic initiatives.♦ Implemented an integrated set of global initiatives linked to one or more change levers, including: leadership commitment and modeling; education/development; recruiting and staffing; performance management; rewards/recognition; enabling technology; organization design; and employee communication.♦ Designed, developed and implemented competency model with team of experts inside and external to the company to build organization capability.♦ Developed and launched the first-ever skills and career development strategy. Helped reduce first year attrition by 25% through demonstrating company commitment to professional development.♦ Partnered with HRBPs and business leaders to create and implement targeted development plans for top talent. 1
  2. 2. Genomic Health Redwood City, CA June 2007- November 2010 Director of World Wide Talent Acquisition, Workforce Planning, and Affirmative Action♦ Led the development of a practice-wide work force plan that identifies gaps and focuses on acquiring talent to meet the current and future needs of the company♦ Partnered with internal/external recruiting resources to leverage synergies and improved the company’s overall efforts in attracting talent for key management positions.♦ Developed M&A capability within HR to support inorganic growth activity. Led the International Expansion Team and was responsible for the strategic workforce planning for our expansion, expatriate process, partnering with outside counsel on immigration/work permits, compensation, benefits, sales incentive plans, hiring, on-boarding, and recruitment♦ Lead position for strategic development of a competency-based model for curriculum design, content creation and delivery♦ Ive successfully led the full scale and enterprise wide integration of social media and mobile marketing within a workforce strategy that included search engine marketing and optimization for Talent Attraction teams around the globe.♦ Managed the Internal Mobility Program♦ Provided HR Business Support to selected client groups within the Company. Performed HR business partner functions to drive organizational growth and effectiveness; worked with executive team to diagnose current, and anticipate future, organizational challenges in line with Company business strategies♦ Responsible for over a two million dollar Talent Acquisition budget♦ Reduced Agency usage by 93%♦ Reduced average time to fill by 43%♦ Reduced cost per hire from 32K to 14K♦ Created and maintained Employee Referral Program (48% of hires). Worked with advertising firm to create and launch ERP campaigns and materials♦ Managed all Immigration and Relocation Programs♦ Developed Internship programs♦ Selected, Implemented, and Maintained the Applicant Tracking System♦ Created and Managed Affirmative Action Plan♦ Partnered with outside counsel on all legal HR issues♦ Created and facilitated Talent Acquisitions Training workshops (behavioral interviewing, effective interviewing, social media networking, career planning, resume building for interns, and more.)Kyphon/Medtronic Sunnyvale, CA March 2006- April 2007Director of World Wide Talent Acquisition♦ Lead the development of WW recruitment and hiring strategies and practices. Develop and implement specific staffing plans and procedures to meet domestic Company hiring objectives, and provide strategic direction to International locations in the development of staffing programs and best practices.♦ Managed staffing efforts for all executive, exempt, non-exempt, temporary and contract hiring. Partner with functional executives and their staffs to plan and meet recruiting and staffing needs.♦ Developed a meaningful set of metrics to measure staffing effectiveness and cost efficiency. Lead continuous improvement relative to metrics.♦ Managed employee referral program, advertising media, job fairs, college recruitment, agencies, and relocation program for new and existing employees.♦ Negotiated and coordinated all recruiting contracts and agreements.♦ Managed Kyphons Diversity Program, including AA/EEO compliance reporting.♦ Selected and implemented a new global applicant tracking system. Automated offer approval process, and requisition approval process, Trained hiring managers, Finance team, HR team, and all staffing employees world wide.♦ Lead the development of expanded college recruiting and internship programs.♦ Provided HR Business Support to selected client group(s) within the Company. As a strategic business partner, performs HR generalist functions to drive organizational growth and effectiveness; works with senior management to diagnose current, and anticipate future, organizational challenges in line with Company business strategies. Emphasis for Business Partner role is to develop highly effective, self-reliant leaders within client group(s). 2
  3. 3. ♦ Performed day-to-day advisory/counseling role to client groups, partnering with HR colleagues as appropriate, in all areas of HR, including staffing, talent management, employee relations, compensation, training, development and application of effective management practices.Williams Lea San Francisco, CA May 2004 – February 2006Western Region Senior Staffing Manager♦ Managed Western Region staffing department♦ Integrated Talent Acquisition /Change Management initiatives for major acquisition activities♦ Initiated Regional Workforce Planning model♦ Revamped and redesigned Ceridian applicant tracking system♦ Created the Williams Lea Scorecard for national metrics reporting♦ Reduced time to fill from 66 days to 24 days♦ Managed college recruiting and job fair programs♦ Reduced agency usage from $88,000 a month to less than $21,000 a month♦ Created a full time floater pool to service clients’ day to day vacation and sick coverage♦ Created new staffing manuals for recruiters and hiring managers♦ Led National Staffing Meetings♦ Partnered with the payroll and finance teams to streamline invoicing process for more efficient and faster payment♦ Responsible for staffing budget and forecasting♦ Part of a nationwide re-branding team to increase market share♦ Created a new employee referral bonus program♦ Participated in strategic Global Staffing forums as national representatives♦ Worked with Williams Lea immigration lawyers to promote Global transfers and promotions♦ Led cross function team in providing HR practices, including employee relations, compensation and disabilityMAXIM GROUP Alameda, California September 1998- January, 2000 Senior Recruiter - Information Technology Consulting Promoted to senior recruiter from technical recruiter status♦ Managed and trained new recruitment staff♦ Increased consultant base by 38% and increased client base by over 20% through researching and strategically cold calling potential clients♦ Developed recruiting strategies and implemented developmental action plans♦ Recruited top full-time and hourly IT consultants such as; architects, web developers, programmers, project managers, tech-writers, and QA testers♦ Provided recruiting support for MIS, marketing, Public Relations, Accounting/Finance, Legal, and HR♦ Prepared and presented proposals at client sites♦ Managed the hiring process including candidate sourcing, screening, scheduling, interviewing, reference checking, tracking, salary negotiations, closing, and new hire follow-through♦ Posted and maintained job opportunities on various web sites♦ Consistently exceeded performance targets♦ Responsible for the orientation and training of new recruiters♦ Coordinated Job fair and college campus recruiting with firms employment agencies, and advertising design firmClients included: Safeway, Wells Fargo, Bank of America, Chiron, Power Bar, AIG, Kaiser Permanente, Documentum,Clorox, Roach, Long’s Drug, Sybase, and Charles SchwabIndependent Contractor Experience October 2000 – May 2004Morgan Stanley/ Barra Berkeley, CAInterim Director of Recruitment - ContractFunctioned as the Director of Recruitment for all MSCI Barra global staffing requirementsCITIZENS BANK Philadelphia, PARecruitment Manager/ HR Consultant - ContractDOCUMENTUM/EMC Pleasanton, California 3
  4. 4. Sr. Staffing Consultant- ContractWELLS FARGO/BUSINESS INTERNET SERVICES San Francisco, CASr. Staffing Consultant -ContractWells Fargo Bank/CIG San Francisco, CASr. Staffing Consultant – ContractTRADEWEAVE San Francisco, CaliforniaManager of Recruitment - ContractMODIS CONSULTING San Francisco, CaliforniaManager of Recruitment - ContractEDUCATIONThe Ohio State UniversityBA in CommunicationsConcentration in Business/Organizational DevelopmentPROFESSIONAL ASSOCIATIONSSHRMNCHRACLC 4