Global Vice President of Talent Acquisition @ Informatica
We Put Potential to Work
Everything Informatica does begins and ends with data. Simply stated, we make great data – data that is connected, clean and safe -- ready to use so that all enterprises can be data ready and put their unique information potential to work. A data ready enterprise is decision-ready, customer-ready, application-ready, cloud-ready and
We Put Potential to Work
Everything Informatica does begins and ends with data. Simply stated, we make great data – data that is connected, clean and safe -- ready to use so that all enterprises can be data ready and put their unique information potential to work. A data ready enterprise is decision-ready, customer-ready, application-ready, cloud-ready and regulation-ready. And by design, our Intelligent Data Platform delivers great data to enable our customers to be ready for anything. We are the people who help unleash information potential.
Imagine a Career with Us
Imagine a place where doing business isn’t just business as usual. Where the core values are to recognize and appreciate good work. A place where smart co-workers support you and your success is measured by our customer’s success. Imagine a place with unlimited potential, where your skills and talent can take you far beyond a job description to make a difference throughout the company and the world. Imagine a career at Informatica.
My organization is differentiating itself from other Silicon Valley companies by investing in unparalleled cutting edge recruiting practices. We empower our talent acquisition team with the most innovative technologies and latest methodologies and as a result Informatica exceeds in attracting the smartest talent in a competitive market.
Global Vice President of Talent Acquisition @ I’m focused on the design and implementation of cutting edge recruitment (talent acquisition and attraction) strategies, methodologies, processes and tools that connect talent with opportunity on a global scale. My overall objective is to evolve individuals, teams and organizations to reach their highest level of excellence while developing and leading global talent acquisition strategies that find the exemplary talent to not only achieve company-staffing goals, but to enable the expansion that is critical for business growth.
Human Resource/ Talent Acquisition Executive with demonstrated success in the information technology sector. Deliver Global Talent Acquisition & Staffing initiatives that contribute to the achievement of the business goals. Specialized expertise in the development and implementation of global Talent Acquisition & staffing strategies (Americas, EMEA, Asia Pac & Japan).
Specialties: Recruiting Strategies, Crowd Sourcing, Talent Communities and Talent Pooling Global Talent Acquisition; Talent Management; Team Building for High-Performance; Leadership and Managing for Results; Service P/L Management; Innovation in Service Delivery; Organizational Optimization; Contract Negotiation; Sales Strategies; Strategic Planning; Transformational Change; Sales Leadership; New Business Start-Up; Innovation & Creativity; People Management; Field Sales Management; Global Operations; Global Change Management, Global Staffing, Recruitment. From August 2010 to Present (5 years 5 months) Director, Global Staffing Candidate Selection Practice (aka Talent Acquisition) @ Responsible for leading the Candidate Talent Acquisition & Selection Centre of Excellence and acting as a key member of Cisco’s global Staffing leadership team. Held primary responsibility for the design and implementation of cutting edge recruitment methodologies, processes and tools to support the hire of in excess of 10,000 employees annually.
Particular areas of focus included reduced Talent Acquisition, cost of hire, increased quality of hire and improved organizational productivity. This position involved management of geographically dispersed stakeholders and a multi-disciplined team, and required strong leadership, project and change management skills. Key projects included the implementation of a global internal movement architecture, global work authorization process, implementation of behavioral interviewing methodologies, and reengineering of candidate notifications.
✔ Responsible for leading, developing and implementing a highly successful global “Manager Hiring and Interview Skills” e-learning program for 10,000 managers
✔ The training comprises of 11 modules covering behavioral-based interviewing, inclusion and diversity, interviewing within the law and the global talent landscape
✔ Completion of an initiative to design guidelines and processes to enable the implementation of psychometric assessments, including vendor management and legal due diligence
✔ Leadership of an initiative focused on prototype pre-hire assessment processes to provide the foundation for future competency-based models and assessments
✔ Effective leadership of multiple global Talent Acquisition, recruitment system (Virtual Edge) enhancement projects to ensure company compliance and deliver process improvements From August 2007 to August 2009 (2 years 1 month) Director, Global Talent Acquisition @ This role was responsible for consolidating a globally dispersed recruitment function into a centralized organization, including reengineering of the global recruiting vendor business model. The Talent Acquisition organization became responsible for recruiting and on-boarding close to 8,000 hires annually across all theatres (US/Can, Europe, Emerging Markets, APAC and Japan).
A key responsibility was to develop a globally consistent and best practices-based recruitment policy & process framework. This included implementing hiring processes, guidelines, tools, metrics and reporting practises. Additionally it involved leading the effort to select and implement a new global applicant tracking system, including vendor selection, change management, communications and training.
✔ Consolidate a single focused client facing Talent Acquisition team comprising global Talent Acquisitions Managers (TAM’s), local recruiters and an operational team to support a global staffing process.
✔ Reengineer the global recruiting vendor business models to ensure Cisco goals and objectives were met and or exceeded.
✔ Led and managed a direct team of 18 and indirect team of 190 recruiters, sourcers and coordinators
✔ Implement operational best practices around the measuring of critical staffing metrics
✔ Creation of the a new “Why Cisco recruiting Campaign” along with redesigning the Cisco external jobs page for greater candidate impact.
✔ Successful implementation of a global recruitment system(Virtual Edge) on time and within budget, to 10,000 managers, 55,000 employees, 2800 recruiting agencies, and 480 recruiters
✔ Redesign and implementation of Cisco’s global employee referrals program - with a subsequent increase of referrals from 18% to 32%
✔ Led the design of the recruitment model to support Cisco’s entry into the Emerging Markets theatre, including building the Latin America function from the ground up within 60 days From May 2005 to August 2007 (2 years 4 months) Director WW Change Management @ Responsible for developing a new group in WW Service Sales Operations to drive effective Change Management principles and improve project adoption, and in turn, ROI.
✔ Implemented Cisco Change Roadmap (CCR) program across CA, facilitating and training 75+ CA people globally.
✔ Implemented Change management principles across WWSSO major projects
✔ Developed & implemented WW CA Field Sales Communications strategy
✔ Created and implemented a Change Management Snr Leadership Forum
✔ Created and implemented a Change Management Roundup Forum to ensure the theatres were aware of upcoming behavioral changes
✔ Developed and Implemented a Voice of the Customer/Business Strategy/Methodology
✔ Developed and Implemented a Field facing Release Management Communications strategy
✔ Developed and implemented a WWSSO Newsletter. From April 2004 to May 2005 (1 year 2 months) Director World Wide Business Operations @ Responsible for improving Cisco's Service Attach & Renewal rate programs to ensure all possible revenue opportunities were being addressed
✔ Developed and implemented a strategy for consistent reporting of Global CA Renewals and Attach rates.
✔ Created the CA Wide Renewals and Attach rates “Definition Playbook” to ensure that all parties were measuring the business health consistently
✔ Developed a new method of measuring Attach Rates to provide more visibility to real dollar opportunities for the sales leadership (Dollar Weighted Attach rates vs. Chassis Based Attach Rates)
✔ Created and implemented a CA Sales Policy practice
✔ Created and implemented a Global renewals war room to ensure closure of all large customer renewal opportunities
✔ Managed the rollout of the Global sales forecasting tool
✔ Developed, implemented and managed a Low Dollar renewals program From April 2001 to April 2004 (3 years 1 month) Dir, Service Sales @ Responsible for Customer Advocacy (CA) sales performance and acted as single point of contact/escalation for Australia, New Zealand and Asia. Accomplishments included building an over-performing sales team from three to 13 members, developing strong relationships with the product sales teams, and implementing sound processes and policies. The team continuously over achieved sales targets with many individuals receiving global recognition for their outstanding performance. From August 1998 to April 2001 (2 years 9 months) Snr Manager Support Services @ From 1994 to 1998 (4 years) Snr. Manager Support Services @ From 1992 to 1998 (6 years) Pre Sales @ From 1988 to 1992 (4 years)