High Potential Collaborative Talent Acquisition Management / Executive Recruiting / Social Networking Consultant results oriented professional drives equity, diversity, agility with people analytics and leverages data driven analysis to provide insightful, actionable intelligence.

1. Christina LeBlanc, MBA
Equity | Diversity | Inclusion | Talent Strategist |
Researcher | Consultant | Recruiter | Data Driven
Collaborative Talent Manager 10+ years leveraging data-driven
methodologies to implement innovative recruiting strategies to optimize
financial and social impact. 1) 10% increase to diversity candidate
pipeline 2) reduced executive gender gap, 2 female hires. 3) 5 managers
(60% diversity qualified) promoted through leadership development
training focused on: teamwork, communication, leadership, creativity
and adaptability. Currently engaged in Data Science .
Affiliations
Member, SHRM
Board of Directors, Prevent Child Abuse New York Volunteer
Volunteer, Women's Lunch Place Volunteer
Foster Parent, Dreamland Dog Rescue
Work History
Wilson County Government - Director of Human Resources
Strategic Human Resource Business Partner and Consultant to the
Mayor. Prioritized focus by areas of immediate risk and opportunity,
offered problem solving and critical thinking support to Department
Heads and Elected Officials. Influence leadership established as a result
of HR Team's demonstration of business listening and ability to provide
data-driven, value added insights presented to drive success.
Developed and executed strategy to expand Human Resource
adoption across the county to include 650 full-time and 200 part-time
personnel. Through progressive partnership and alignment of goals to
support the overall countywide initiative. The integration resulted:
85% at year 1 end, a +40% increase.
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Demonstrated ability to navigate and consult challenging personalities
within the complex public sector of combined elected and appointed
officials of varying levels of separation to achieve EEOC and OFCCP
compliance through data-driven insights, participative
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Christina.Woodward.Leblanc@gmail.com
(615) 210-4765
Englewood, TN 37385
Communication | Analytical | Leadership |
Team Player | Strategist | Adaptability |
Specific focuses:
Social Recruitment
Talent Management
Talent Branding
Equity, Diversity and Inclusion
Gender Gap Reduction
Leadership Development
SEM / SEO / Social Listening
Collaborative Team Development
Agile Workforce (Agility)
Udacity
Data Science And Business Analyst
Nanodegree Programs: Currently Pursuing
Clarkson University @
Union Graduate College
Human Resources Management Certificate
Master's of Business Administration(MBA)
www.linkedin.com/in/christinawoodward
● LinkedIn:
Professional Summary
Top Skills
Education
CL
● Twitter:
www.twitter.com/chriswoodward

2. Monster Worldwide/Change Healthcare/The Boston Beer Company -
Executive Recruiting | Talent Acquisition Consultant
KPIs |Time to Fill >60 days | Minimized Agency Spend by 50% |
Diversity Hires 40%.
communication, and business intelligence
metrics. The impact: 90% adopted compliance measures from
intermittency.
Restructured the Human Resources and general supporting
administrative staff to increase organizational effectiveness through
social network analysis, training and development, and emotional
intelligence for optimized agility . Created cross-functional and
collaborative teams to Re-engage marginalized Employees. The
dynamic people structure immedia gained +10% diverse applicant
flow and strengthened Employee Retention,
reduction from 20% turn over to industry average.
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Consulted and Program Managed business analysis plan to add to
headcount a Department of Tourism. Could adding a Tourism
Department drive revenue and be a sustainable source of income?
What potential negative impact should be considered? Plan leveraged
polymorphous Analytical Methods in consideration of Market
Innovation, Technology Trends, Identifying Social Influencers, Internal
and External Pay Equity, Gender Gaps, and Outsourcing options.
Presented data findings and narrative with
suggestions for employee engagement and experiential learning to the
Board of Commissioners. Plan was affirmed and implemented. HR
delivered support: Added Female Executive (1 of 2) to the ranks in
the systematically male dominated structure and provided Content
that Converts, internal communications.
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Human Resources Department Leader and Strategist and Method
provided in detail at the end
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Demonstrated sincere interest and dynamic business intelligence
combined with intentional listening to earn credibility and develop
collaborative partnerships between Talent Acquisition and Hiring
Managers. Through those trusted relationships problem solving skills
and critical thinking campaigns produced higher levels of engagement
and excitement to test experimental and innovative recruiting
strategies.
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Leveraged analytical data and technology ahead of the curve to
influence staffing budgets, priorities and techniques with "Effective
Ways To Recruit by the Numbers" performed consistent results and
increased accuracy for future workforce planning.
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Recruitment Subject Matter Expert conducted market research and
brand analysis to formulate strategic sourcing methods and
engagement strategies to target and attract passive candidates.
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Consulted on Diversity and Inclusion Programs through education
and data driven thought analysis. DIversity Recruiting Targets were
prioritized and delivered upon beyond scorecard measures.
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Marketing|Management
Adirondack Community College
Associates of Science:
Administration

3. Seven Step Recruiting, RPO Services - Solutions Delivery
Manager/Recruiting Manager, RPO Services
RPO Start-Up Client List: Northwestern Mutual Financial Network,
Barnes Distribution, Allstate Insurance
PRTM Management Consultants, Inc. (merged W/PwC) - Senior
Recruiting Associate
Pepsi Bottling Group - Senior Staffing Specialist/Human Resource
Coordinator
RPO Subject Matter Expert and Division Leader charged with
designing an RPO Organization from inception to implementation.
Effectively defined division strategy and objectives, identified KPIs
and scope of work, processes and functions, recruited and trained
recent graduates, created innovative marketing campaign, bridged
communication gaps and lead the team to overachieve SLAs.
Allstate Outcome: Performed >90% Customer Satisfaction Rating
and Signed 5 year, $5M contract
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Division Strategist presented with the opportunity to build an
Enterprise Sales Recruiting Team as an RPO Pilot Initiative for
superiorly skilled, high performance sales organization with
quantitative skill assessments and significant barrier to entry
qualifications. Launched Talent Identifier and Outreach
Campaign through social media networking site Twitter. Utilized
Social Listening (before it was coined) to gather and analyze Market
Intelligence to create Best Practice Talent Solution.
Northwest Mutual Financial Network Outcome: Pilot Program
reduced Applicant to Hire Rate from 25:1 to 20:1 established
benchmark and signed official RPO Partnership.
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Division Prospecting Leader - qualified potential clients viability
through needs assessment, designed RPO Recruiting Solution.
Prepared and Presented RFPs. Client Troubleshooter Go To.
Created and Led Leadership Training and Development Program
Highlights:
• Identified key impact people to build leadership pipeline Promoted
5 individuals 60% Diverse
• Motivated internal recruiting team to break KPIs records for high
volume call center hiring.
Delivered 1,000 hires for the year.
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Cultivated relationships with stakeholders to drive recruiting
success(100% performance bonus earned outperformed against goals)
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Promoted and increased diversity initiatives (46% of hires)●
Developed sourcing and networking strategies to engage passive
industry candidates
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Planned and executed Master's of Business Administration
(MBA)/Campus recruiting strategies
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Program Consultant on HRIS implementation chose Taleo Applicant
Tracking System (ATS)
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3 Promotions in 36 months●

4. Command of HR Software, Social Networking Platforms and
Recruiting Tools including:
Comprehensive Skills List:
Talent | Diversity | Inclusion | OFCCP | Compliance | EEOC Prep |
Recruiting | Recruitment | Recruit SEO Strategy | Predictive Analytics |
GA | Google Analytics | BI | Business Intelligence | DDA | Data Driven
Attribution | Training and Development | SAAS | FAAS | SL | Social
Listening | BPM | Business Process Management | Outsourcing |
Recruitment Marketing | Recruiting Optimization | Programmatic | BPO
| Business Process Outsourcing | RPO | Recruitment Process
Outsourcing | Market Research and Analytics | SMP | Social Media
Platform | Content Management System | Social Network Analysis |
Statistical Analysis | DMP | Data Management Processing | Competitive
Media Intelligence | Recruiting Intelligence | Computational Resources |
ESG (environment, social and government) movement | Human resource
information systems | HRIS | applicant tracking systems | ATS | Taleo |
Kronos | ADP | UltiPro | iCim | LinkedIn | Twitter | # hashtags |
Quora | Facebook | HireVue | Glassdoor | Quora | Customer
Relationship Management | CRM | HackerRank | Glassdoor | Dice |
TechRecruit | GitHub | InstaGram | Microsoft Office | Human Capital |
Fast paced | Startup | Start-up | Remote | Virtual
Currently Expanding Skills:
IoT | Internet of Things | UIDs | Unique Identifiers | Location
Intelligence | Managed Cloud Services | Consulting Analytic
Technologies | UNICNET | NETDRAW |C NodeXL | The R Project |
DMP | Data Management Processing | Hadoop | SQL | Data Literacy |
Systems Acquisition | AI | Artificial Intelligence | ML | Machine
Learning | DL | Deep Learning | LTV | Lifetime Value | DELVE
Additional Information
Additional Details: Wilson County Government
Human Resources Director/translated data into actionable intelligence
Developed soft skills through Pepsi's Leadership Development
Program: Predictive Analysis, Descriptive Statistics, Optimization,
Influencing, Collaboration, Thought Leadership
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Organized and executed on key business initiatives: Campus
Recruiting, Junior Military Recruiting (JMO), OFCCP Auditing,
Affirmative Action Planning
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Learned to Recruit with Purpose and attack targets: High Potential,
Diversity, Skills Assessment
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Responsible for OFCCP preparation, EEO, AAP, FMLA, Talent
acquisition, Employee Relations, Payroll, Labor Relations,
compensation and wage analysis, benefits
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5. As Human Resources Department Leader and Strategist: realigned
the people organization KPIs to guide and deliver meaningful results
for the Mayor's strategic plan and the county he was elected to serve.
Modernized organizational structures for greatest synergistic effect in
people management and development, talent acquisition and
management, sourcing and recruiting tools, diversity recruitment,
diversity inclusion, diversity as a strategy, the candidate experience,
on-boarding, policies and procedures, internal communications,
employee relations, engagement and retention, compensation,
incentive and pay programs, assessment tools, performance
management, public relations , legal liaison, internal auditor,
leadership development, benefit and enrichment programs, social
networking platforms, social engagement, social listening, SEM
Marketing, and Compliance with EEA, ADA, EEOC, OFCCP.
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Methods employed for Tourism Department Business Case:
qualitative and quantitative data analysis, People Analytics
(Utilization & Recruiting), Market Research and Analysis, Competitive
Analysis, Prescriptive Analysis, Inferential Statistics, CATWOE
Analysis. Presentation clearly defined Objective, Explanation of
Purpose, KPIs, Cost of Investment with Market Data, steps for
Establishing the Organizational Management Structure, and projected
areas of sales growth and funding.
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