Richard Skelnik has over 30 years of experience in talent acquisition and human resources. He has held director level positions at General Dynamics and Motorola where he managed large recruiting teams and budgets in the millions. Some of his responsibilities have included workforce planning, sourcing candidates, managing vendors, and ensuring legal compliance. He has experience recruiting for various technical fields including engineering, IT, and those requiring security clearances.

1. RICHARD JOHN SKELNIK
5329 South Scott Place
Chandler, Arizona 85249
walkthebeach2013@yahoo.com
Cell (480) 335-2918
Objective:
Elevate and support the goals of the business through being a Talent Acquisition Business Partner which
includes: best practices, specifically in recruiting, sourcing, recruitment initiatives, utilizing social media,
applicant tracking systems, personal network and appropriate internet sites/job boards. Enhance vendor
partnerships through contract review, performance evaluation and clear goal directives. Ensure legal
compliance on all initiatives. Able to manage a team or be an individual contributor and/or manage projects
Experience: Independent Consultant and NuHome Promotions
Director, Talent Acquisition, Sourcing and Business Partner August 2013-
Present
Core responsibilities: workforce planning, recruiting and sourcing candidates against business strategy,
to acquire: Call Center, Drivers, Software Engineers,Systems Engineers,ITProfessionals,in addition to finance,
business developmentand SupplyChain Professionals.
 Productive Talent Acquisition Partner, recruiter, sourcing expertise, in addition to closing
candidates in Government Contracting, High Tech, Manufacturing, Bio Technology and
Information ( IT ) Technology, Sales and Call Center environments
GENERAL DYNAMICS C4 SYSTEMS August 2001 – August 2013
Director, Talent Acquisition/Community Investment
Core responsibilities: Develop and implement budget, strategies, processes and guidelines through
internal and external partnerships at C4Systems for best hiring practices in talent acquisition.
 Project Management experience with ATS, Advertising, Employment Branding, Contract Labor,
Background/Drug/Testing, Vendor Management, Hiring Events, Diversity Events and RFQ’s/RFP’s
for business proposals
 Expertise in sourcing, recruiting and closing candidates specifically in engineering, information
technology, business development and candidates with Secret and Top Secret Government
Clearances
 Business partner for all 6 mergers/acquisitions 2001-2013
 Directed a staff of 2 managers, 7 recruiters, 2 in sourcing, and 3 administrators in Talent Acquisition.
Also Managed our Community Investment Department and our Community Manager in multiple
locations across the United States
 Multi-national/international site experience in USA, Australia, Canada, England, Germany and
Taiwan
 Our team hired over 8000 technical, full time, experienced employees in the past 12 years and over
4000 contract labor employees in the same time frame. Many of the new employees hired were
systems and/or software engineers with secret or top secret clearances
 Hired 802 new college students in engineering, finance and logistics with an acceptance rate of
81% and average grade point average of 3.47
 Established metrics for: time to open/have a requisition approved, time to fill, cost per hire
 During the 12 years our average cost per hire was $3,600
 Managed budgets between $3-5 million for Talent Acquisition
 Hired 150 Systems and Software Engineers in Florida in 2008 and opened a new facility, therefore
avoiding 2-3 million in relocation costs and hired them locally
 Implemented advertising/branding campaign with local and national recognition

2.  Implemented a Contract Labor program that avoided over 12 Million dollars in the first four years
of implementation
 Established relationships with AISES, NSBE, SHPE, SWE, Student Veteran’s Association and
Sentinels of Freedom to assist in hiring their recommended candidates for hire
 Led a team of General Dynamics (Talent Acquisition Recruiting Council Members) employees
across the enterprise to purchase a new Diversity (Recruitment) Booth. The booth is scalable:
10x20, 20x20, 20x30 and 20x40 feet with all technology, touch screens and computers totally
integrated into the booth
 Managed Community Investment budgets of $1.1M per year from 2006-2013
 Responsible/accountable for all charitable donations such as: Arizona Cardinal Charites, Boys &
Girls Clubs, Habitat for Humanity, Hispanic College Fund, Jobs for Arizona Graduates, Leukemia
& Lymphoma Society, National Society of Black Engineers, Prostate on Site Project, Scottsdale
Charros, Society Women Engineers, Sentinels of Freedom, United Giving Campaign, Women’s
Fresh Start, Wounded Warriors
 Implemented “Free Drink Friday” where once a month an employee could have a free breakfast
beverage upon arrival at their facility. “Red Shirt Friday” was implemented to honor all military
personnel
 Raised $1.1 Million for Leukemia Research as part of my personal Community Investment
commitment
Elected/Additional responsibilities: Appointed Chairperson of General Dynamics National Recruitment
Council in December of 2002 – December 2012.
 The council is responsible for leading edge ideas and best practices in branding, sourcing,
recruiting and diversity across all General Dynamics business divisions
 Board Member: 2001 – Present: Jobs for Arizona Graduates, 2006 –2011 Direct Employers
Association, 2009 – Present: Leukemia & Lymphoma Society
MOTOROLA 1998-2001
1995-1997
Research /Sourcing Manager
Responsible for managing and directing a team of Research Recruiters. Our team is focused on recruiting
sourcing the best talent available for the company. We have assisted in researching, sourcing and finding
over 4,300 candidates who accepted opportunities in the telecom businesses where I had
responsibility/accountability.
 Researched and delivered competitor intelligence to business partners.
 Built relationships with recruiters, hiring managers, human resources and vendor partners to hire
quality candidates utilizing established processes, Intranet/Internet.
 Created innovative recruitment strategies customized for individual location.
 Consultant for Motorola to implement strategic recruitment plans.
 Established Core Recruitment Processes for all partners in the recruiting process.
 Project Manager for all print / Internet advertising for North America.
 Authored many processes and role definitions for all business partners.
 Partnered and negotiated timely contracts with vendors for advertising, Internet and job fairs.
 Implemented RIR with corporate attorney that avoided $1 Million in Recruitment costs.
 Hired, coached and mentored many outstanding employees in the Recruitment organization.
 Engaged other partners to establish Diversity candidates on a consistent basis.
TIVOLI SYSTEMS
1997-1998
Recruitment/ Employee Relations Manager
$1.5 Billion division of IBM providing open, end-to-end IT management solutions from mainframes to the
desktop, spanning network and systems management. Products are distributed worldwide through a
network of systems integrators, resellers and IBM sales channels.

3.  As Recruitment Manager for Tivoli’s North America operations, assisted engineering management
through the establishment of formal sourcing, professional recruitment, college recruitment,
interview and application processes. As Employee Relations Manager also engaged employees
and the community with activities/events that made Tivoli a household name in Austin.
 Responsible for sourcing and recruiting over 800 employees in 1997.
 Structured Aerial, Internet, Radio and Television Advertising campaigns, Planned and coordinated
Intrusive advertising campaigns.
 Designed the interview, application and offer process.
 Reduced agency fees by over 60% thereby avoiding $1.3 million in costs.
 Implemented Lotus Notes to source and recruit candidates.
 Launched regional and national advertising campaigns.
 Developed first Diversity Recruitment Programs.
 Organized the first college recruitment program.
ROCKWELL
1984-1991
1993-1995
Staffing/Compensation/Benefits/Human Resources Manager
 During 9+ years tenure at Rockwell, initially held the positions of Technical Recruiter and
Staffing/Human Resources Manager (over 5 years) in both Commercial Avionics and
Telecommunications, managing a team of 5 Recruiters and support personnel of 5, including a
Pharmacist, and a budget of $5 million.
 In 1988-91 held the responsibility of Compensation & Benefits Manager – negotiated contracts with
Met Life, EAP Vendors, local Labor Union and travel partners
 Assumed the position of Project Manager (1993-1995) for HR/Talent Acquisition /Finance at White
Sands Test Facility.
 Human Resources Manager on new business (Proposal Writer for compensation, benefits and
Talent Acquisition) venture, which successfully obtained a five-year (1.25 billion) contract at White
Sands Test Facility, Las Cruces, New Mexico.
 Coached, counseled and mentored staff and employees.
 Conducted employee investigations with appropriate discipline if necessary
 Established and implemented policies, procedures and guidelines at White Sands Test Facility.
 Sourced and recruited employees for Avionics, Telecommunications and Aerospace businesses.
 Recruited employees in the following disciplines: Engineering, Finance, IT, Marketing and
Operations.
 Implemented wellness program in 1988 which included diet, exercise and balance between work,
recreation and sleeping
 Researched, developed and implemented a company - owned Prescription Center in 1989 for
10,000 Dallas-based employees and qualified dependents.
 Facilitated integration of HRIS and Prescription Center Data Bases.
 Responsible for annual Operating Budgets up to $5 million.
 Managed a College Relations Program in Cedar Rapids, Iowa (1984-1986) which had one of the
company’s most innovative programs for recruiting new graduates.
 Organized and managed Outplacement Center in 1991 for over 300 employees.
MCI – Cedar Rapids, Iowa
1991-1993
Contract Recruiter
 Responsible for sourcing, recruiting, interviewing and hiring all electrical/software engineers for a
software design center. I was the only recruiter in the facility and helped hire over 400 new
employees in two years.
Education:

4. Master’s in Education, Eastern Illinois University
Bachelors in Education, Eastern Illinois University
Continuing Education/Certifications:
Motorola University
Awards/Hobbies/Honors:
 Named as an Outstanding ( wrestling ) Athlete in America
 Academic All-American – Wrestling, Triton Junior College
 Academic All- American – Wrestling, Eastern Illinois University
 2006 - General Dynamics C4 Systems Presidents Award
 2009 - Leukemia & Lymphoma Society National Chairman’s Citation Award
 2009 – Phoenix Regional Leukemia and Lymphoma Society Award for Fundraising and
Volunteerism
 2010 – Women of Color, recognized Sheila Jones, Community Relations Manager ( direct report )
at General Dynamics C4 Systems as the #1 Community Relations/Investment Department in
America
 2014 – Inducted into Illinois Wrestling ( IWCOA ) Coaches and Officials Association Hall of Fame
References:
 Karen Culkins – Recruiter General Dynamics/Raytheon – 978.456.1237
 Craig Hadges – Motorola/General Dynamics HRVP – 480.236.6256
 Mike Shanahan – Former NFL Head Coach at Denver/Washington…number upon
request
 Pete Walsh – Sports Management/IT Business Consultant – 214.288.9120