Patricia Manfredonia has over 15 years of experience in human resources with a focus on recruitment. She is currently an insurance agent but has held senior HR roles directing large recruitment teams and overseeing operations. She has expertise in strategic planning, talent acquisition, regulatory compliance, and reducing turnover. Manfredonia designed innovative recruitment strategies that standardized practices and improved communication, helping to reduce job openings and turnover rates.
Steve Boettcher: HR and Integrated Talent ManagementSteve Boettcher
Steve Boettcher's career resume lays out his most significant accomplishments in HR, organization effectiveness, culture change, and talent management. Also, you will learn about the company's to which Steve has provided service.
Steve Boettcher: HR and Integrated Talent ManagementSteve Boettcher
Steve Boettcher's career resume lays out his most significant accomplishments in HR, organization effectiveness, culture change, and talent management. Also, you will learn about the company's to which Steve has provided service.
Over the past 20 years, higher education has undergone major transformations, brought about by: (i) increasing internationalisation and student mobility; (ii) an ever-growing demand for quality higher education and lifelong learning; (iii) changing student demographics; (iv) the rise of online and blended learning, (v) cross-border higher education and (vi) recognition and quality assurance of qualifications in a digital world without borders. At the same time, access to the Internet and broadband service has increased. According to the International Telecommunications Union, 43 per cent of the world’s population is now online, with some form of regular access to the Internet, and the number of Internet users globally has reached 3.2 billion, of whom 2 billion are from developing countries (ITU, 2015). The huge growth in mobile connectivity, particularly in the developing world, has also brought online content and interaction to a global audience.
Since 2012, known as “The Year of the MOOC,” massive open online courses (MOOCs) have expanded worldwide, shaking up the higher education landscape and potentially disrupting the model of brick-and-mortar universities. Whilst higher education institutions have long been engaged in the delivery of online content (via, for example open educational resources and virtual learning environments), the rapid advent of MOOCs is regarded by some experts as an education revolution — according to Class Central (Shah, 2015a), the total number of MOOCs reached 4,200 in 2015. However, most of the current MOOCs are delivered by top universities in the Global North, which many observers consider a one-way transfer of knowledge from the developed countries to the developing world.
The present UNESCO–COL Guide on MOOCs is designed to raise general awareness amongst policy-makers in developing countries as to how MOOCs might address their concerns and priorities, particularly in terms of access to affordable quality higher education and preparation of secondary school leavers for academic as well as vocational education and training. With very few exceptions, many of the reports on MOOCs already published do not refer to the interests and experiences of developing countries, although we are witnessing important initiatives in more and more countries around the world.
Strategic, results-oriented professional Human Resources Executive with tangible results in areas of Executive Coaching (C-Suite and below), Workforce Planning and Budgeting, Talent/Performance Management, Talent Acquisition Strategies, Succession Planning, Business Development, Marketing, Operations, Succession Planning, Mergers & Acquisition and Assimilation, and technology procurement and upgrades. Local, International and Global support including tailored Engagement Plans for each region. Experience building talent acquisition strategies and retention plans, intern programs, event planning, training platforms and classes, IT and HRIS system implementation.
Human Resource Executive and Collaborative Leader
Cultivates Environments of Excellence
Member of Society for Human Resources Management (SHRM)
Certified Coach Practitioner
SPHR (pending re-certification)
1. PATRICIA MANFREDONIA PHR (805) 450-1870 pmanfred.pm@gmail.com OCEANSIDE, CA
HUMAN RESOURCES GENERALIST WITH SPECIALIZED RECRUITMENT BACKGROUND
ACCIDENT AND HEALTH AGENT, LIFE-ONLY AGENT
EMPLOYEE RETENTION | TALENT ACQUISITION | MULTI-SITE OVERSIGHT
Senior-level Human Resources Generalist with proven ability to lead and coordinate HR operations and initiatives in diverse
and highly regulated environments. Skilled in building diverse candidate pipelines aligned with company’s core competencies
utilizing innovative sourcing techniques.Posses broad knowledge of human resources in a variety of sectors including union
and non-union environments with a large number of exempt/nonexempt employees. Demonstrated experience initiating cost
containment stratergies resulting in significant savings. Excellent ability to addess and implement strategic plans for talent
acquisition, retention, and succession planning. Skilled in labor and employment law including complaint investigation to
avoid legal action.
Recruitment Operations Staff Supervision & Training Special Events Planning
Job Classification Behavioral-based Interviewing Job Analysis
Labor Relations Sourcing Strategies Regulatory Compliance
Sales Cold Calling Policy review
CAREER HISTORY
American Income Life 2014- Present
Life and Supplemental Insurance Agent
Life and Supplemental Insurance sales including utilizing both leads and cold calling. Policy reviews for existing clients and
customer relations. Establishing community connections and brainstorming new leads. Community outreach for greater
visibility and marketing purposes. Schedule appointments with perspective clients and conduct presentations.
District Employment Representative, 2006-2014
Directed 26-person recruitment team responsible for staffing 17 stores with 1,400 employee and 25% turnover rate. Provided
strategic HR guidance and day-to-day tactical support in unionized environment. Designed and incorporated best practices,
measurement tools, and reports to drive and support corporate objectives. Devised strategic plans in partnership with
management for talent acquisition, retention, and succession planning. Facilitated onsite interviews.
Accountable for linking HR programs to corporate strategic business plan to launch key department initiatives. Advised hiring
managers and department leaders regarding various wage and salary administration, labor relations, interview practices,
performance management, workforce compositions, and WOTC tax credits. Collaborated with hiring managers regarding
wage and salary administration, job descriptions, labor relations, and recruitment strategies.
Analyzed metrics in regard to hiring statistics, workforce compositions, and adverse impact, increasing WOTC Tax dollars
by 100% and reducing missing new hire paperwork by 50% for an above 90% compliance.
Conceived and introduced manual with step-by-step instructions as well as quick reference guides to standardize
recruiting practices.
Designed and launched “Recruiter News” newsletter to improve communication amongst store recruitment teams.
Granted innovation award and asked to replicate communication for Vons Division.
Trained, mentored, and coached direct reports and hiring and managers on selection and performance management best
practices to decrease turnover rate from 75% to less than 25%, reducing job openings from 60-80 openings to less than
10 per week.
Conducted Zero-Tollerance Training for newly promoted Supervisors and Department Managers to comply with legal
requirements.
2. Supervisor/District Recruiter, 2003-2006
Expanded and streamlined world-class recruitment programs aligned with organization’s mission and values. Counseled and
advised hiring managers to ensure alignment of recruitment approaches with business strategies. Leveraged several
recruitment partnerships to source future candidates for six locations. Spearheaded new hire orientations, job fairs, and other
key sourcing strategies. Asked to recruit for entire territory, eventually serving as Employment Rep.
Prior experience at Safeway Company as Department Manager. Prior 2003
EDUCATION
Human Resource Management Master Certificate, Villanova University, Villanova, Pa.
• Human Resource Management Certificate
• Organizational Effectiveness Certificate
• Six Sigma Green Belt Certificate
Professional Human Resource Professional SHRM Certification
California Licensed Accident and Health Agent, Life-Only Agent
TECHNICAL COMPETENCY
Microsoft Office (Word, Excel, PowerPoint, and Outlook), Virtualedge, Odyssey, Peoplesoft
PROFESSIONAL ASSOCIATIONS
Society For Human Resource Management (SHRM)
National Association of Professional Women (NAPW)
Chair EAC of Santa Barbara 2008-2014
Chair Santa Barbara County Workforce Investment Board 2008-2014
