Creative, results-oriented, talent acquisition professional with excellent communication and organizational skills and over 20 years of experience in recruiting, sourcing, and recruiting management for all levels including executive, management, and skilled positions. Self-motivated, highly productive, and able to work in a fast-paced structured or unstructured environment. Effective at managing a team of recruiters and researchers working on full life cycle recruiting. Expanded responsibilities to include Career Transition Coaching within Outplacement and Leadership Development team. Specialties: Recruiting Management, Recruiting, Research, Sourcing Strategy, Client Relations, Process Improvement, Program Development, Career Coach, Resume Development, Career Decisions and Assessment, Job Search Strategies.

Director Talent Acquisition - Education and Life Sciences @ Huron Consulting Group stands out as one of the fastest growing financial and operational consulting firms in the industry serving clients in the healthcare, education, legal, and life sciences industries as well as business advisory services that span across all industry sectors. Huron helps clients improve performance, transform the enterprise, reduce costs, leverage technology, process and review large amounts of complex data, address regulatory issues, recover from distress and stimulate growth. Our professionals employ their expertise in finance, operations, strategy and technology to provide our clients with specialized analyses and customized solutions that are tailored to address each client’s particular challenges and opportunities to deliver sustainable and measurable results. At Huron, we know our legacy is dependent on our greatest asset, our people. We understand that when you are considering your next career opportunity, you are assessing how you can make the biggest impact and be challenged with the most rewarding work. Huron’s entrepreneurial spirit is captured in our values based culture. Simply, it’s an unwavering commitment to always do the right thing by its clients, people, shareholders and communities. Huron’s core values – integrity, pursuit of excellence, accountability, collaboration, passion - capture the essence of who we are, how employees interact with others, and how business is conducted. In doing so, our shared values promise alignment of actions, incentives and true results. It’s the Huron way. From October 2015 to Present (3 months) Greater Chicago AreaSenior Manager, Talent Acquisition - Chamberlain College of Nursing @ Oversee a team of eight recruiters responsible for hiring all positions with Chamberlain College of Nursing including campus, online, and home office roles. These include faculty, marketing, campus leadership, clinical specialist, simulation lab managers, curriculum development, academic affairs, and accreditation. • Partner with the HR and leadership teams of the respective 19 campuses, online programs and home office locations to understand talent needs, devise sourcing strategies and build a pipeline of talent for specific roles. • Maintain a dashboard of Talent Acquisition effectiveness, including time to fill, cost per hire, candidate slate quality and client satisfaction. Develops and alters strategies to drive performance to a higher level. • Set goals, manage activity and helps to deliver expected results against Service Level Agreements and hiring needs. Ensure the Talent Acquisition Team uses a consistent sourcing and hiring process including mandatory use of ICIMS and hiring manager/candidate satisfaction survey. • Provide input about compensation, benefits, or perquisite needs that would help attract a larger or higher quality pool of candidates • With input from the institutions, sources, screens and hires candidates for various positions to fit job profiles. • Conduct initial client engagement meetings, initiates requisitions, posts ads and proactively sources on job boards and social networking sites and calls into education competitors to identify high quality talent. From October 2014 to October 2015 (1 year 1 month) Senior Manager, Talent Acquisition - Executive Recruiting Lead @ Oversee a team of six recruiters responsible for hiring IT, Finance, Marketing, and Human Resources as well as other functions for the Home Office at DeVry Education Group. Also responsible for managing the recruiting of all Director level and above positions for DeVry Education Group and the various institutions and directly recruit individuals as well. In addition, manage and direct the activities for the sourcing team of three researchers responsible for supporting over forty recruiters within Talent Acquisition. • Partner with the HR and leadership teams of respective institutions to understand talent needs, devise sourcing strategies and build a pipeline of talent for specific roles. • Maintain a dashboard of Talent Acquisition effectiveness, including time to fill, cost per hire, candidate slate quality and client satisfaction. Develops and alters strategies to drive performance to a higher level. • Select, develop, motivate and retain a team of Talent Acquisition Consultants • Set goals, manage activity and helps to deliver expected results against Service Level Agreements and hiring needs. Ensure the Talent Acquisition Team uses a consistent sourcing and hiring process including mandatory use of ICIMS and hiring manager/candidate satisfaction survey. • Develop and maintain a network of outside contacts including recruiters, agencies, professional organizations and schools in order to help identify and source qualified candidates. From October 2012 to October 2014 (2 years 1 month) Director, Search Operations @ Responsible for providing strategic direction and oversight for a recruitment and research staff of 5 in addition to executing C-level and senior management searches. Coordinate and manage associate team recruitment efforts as well as provide strategies for target companies and prospective candidates. Responsible for information systems needs including a proprietary database and on-line research services. Formulate, implement and evaluate search strategy and process to create a customer-focused environment. Develop and manage team goals and performance incentives. • Execute C-level and senior management searches from sourcing, cold calling, networking and candidate identification to screening, interviewing, offer negotiations and references. • Work with senior leaders in client organizations to establish requirements and strategies for search execution including project updates throughout the life of the search. • Analyze leadership assessments for candidates to determine executive capabilities and provide feedback to clients with candidate notes and recommendations. • Devised and implemented a Social Networking strategy primarily associated with LinkedIn. • Created and manage pay for performance program and team-based bonus awards. • Hired Knowledge Manager, which reduced direct research expense by 20%. • Developed a strong Marketing Campaign effort and participate in client promotions to provide marketing and sales support. • Identified training programs and initiatives that enhance the Associates’ recruiting skills and writing capabilities. From March 2006 to September 2012 (6 years 7 months) Sr. Career Transition Consultant @ Specializes in career transition coaching and outplacement services for wide range of clients from multiple industries. Coaches leaders and business professionals on strategies for moving beyond their current circumstances. Facilitate workshops for Job Search techniques as well as provide on-site post-notification counseling for impacted employees. From February 2009 to December 2009 (11 months) Senior Associate @ Developed, budgeted, and implemented a comprehensive strategy for identification of candidate names for direct recruiting and networking purposes. Researched relevant firms based on industry segment, product offerings, geography, and/or function to develop company target lists as a basis for candidate name generation. Cold-called 150+ candidates per search to determine baseline interest and qualification. Conducted thorough pre-screening and interviews to narrow candidate pool. Developed candidate hiring packages. • Lead efforts for increasing the firm’s candidate pooling programs. • Managed client relationship through project completion. • Reduced project completion time to 90 days by implementing continuous process improvements in the areas of research, recruitment, and client management. From October 2003 to March 2006 (2 years 6 months) Human Resources Manager/Recruiting Manager @ Full service value added hardware and software company with a contingent Information Technology permanent and temporary staffing firm specializing in Programmers, Network Technicians, Project Managers, and Help Desk professionals. In addition to Recruiting Manager duties, responsible for corporate staff recruitment and hiring, policies/procedures, employee relations, employment laws, benefits, unemployment claims, employee dismissal, and other HR related issues. Led an on-site recruiting team of 6 responsible for full life-cycle recruitment of IT professionals for both in-house and outside clients from candidate identification to employment start. • Developed and managed recruiting processes and distributed job requisitions to the team. • Generated candidate pool by posting job descriptions on company website as well as job boards, cold calling, referrals, and mining the company database. • Negotiated salary and hourly wage requirements of candidates as well as arranged and scheduled interviews between candidates and clients. • Developed partnerships with the hiring managers and made recommendations on issues such as compensation, signing bonuses, travel arrangements, etc. Positions recruited for included PC Technicians, Mainframe and Application Programmers, Web Designers and Developers, Database Administrators, IT Managers, Project Managers, Help Desk and Support Specialists, Network and Systems Administrators, Validation Analysts and Testers, etc. From 1999 to 2003 (4 years) Engineering Recruiter @ Contract Engineering firm focused on engineering positions in the United States and in Puerto Rico. Identified talented individuals to work in a variety of engineering positions throughout the U.S. and Puerto Rico by posting job descriptions on job boards, cold calling, newspaper advertisements, referrals and mining the company resume database. • Instrumental in the acquiring and implementation of new software system (ABD) for recruiting, sales, accounting, etc. Positions recruited for included: Piping, Mechanical, Structural, Civil, Electrical, HVAC, and Networking Engineers, Engineering Assistants, etc. From 1998 to 1999 (1 year) Recruiter/Account Manager @ Contract Manufacturing, Information Technology, and Administrative staffing firm. Positions recruited for included Computer Technicians, Programmers, Electrical and Soldering Technicians, Warehouse and other Manufacturing Personnel. From 1995 to 1998 (3 years)

Master of Business Administration (MBA), Human Resoures Concentration @ Keller Graduate School of Management of DeVry University From 2013 to 2016 Bachelor of Arts, Management @ Benedictine University From 2001 to 2003 Karolyn Leonard is skilled in: Research and Recruiting Management, Recruiting, Job Search Strategies, Executive Search, Talent Acquisition, Career Counseling, Resume Writing, Applicant Tracking Systems, Sourcing, Talent Management, Research, Onboarding, Interviews, Human Resources, Employee Relations