Talent Acquisition Operational Leader and Strategist offering 15+ years of experience in leading, advising, and supporting corporations through complex staffing challenges. Strong technical expertise with a background in sourcing strategy, process design, vendor management, contract negotiations, operational metrics and expansion initiatives. Accomplished in negotiating terms with procurement groups and the implementation and administration of complex technology solutions. Excellent leader with a solid record of contributions including improved financial performance, increased productivity, and enhanced internal controls. Specialties:Employer Branding, Contract Negotiations, Vendor Employer Branding, Contract Negotiations, Vendor Management, International Talent Acquisition Implementation (M&A), Applicant Tracking Systems Optimization, Executive Recruiting and Process Improvement.

Global Head, Talent Acquisition @ Manage global projects aimed at greater efficiency of Takeda's overall candidate attraction strategies, employment brand awareness and alignment of talent acquisition processes. From January 2015 to Present (10 months) Head of Talent Acquisition, Americas @ From April 2014 to Present (1 year 7 months) Director, Talent Acquisition @ From June 2011 to Present (4 years 5 months) Senior Manager, Talent Acquisition @ The primary responsibility of my role is to develop, lead and drive all talent acquisition strategies and activities for the TPI organization. •Develop and manage the recruitment initiatives for all affiliate expansions globally including the design of the Talent Acquisition entry strategy for new markets •Lead and execute the development and design of international recruitment strategies and align with Talent Acquisition programs globally. •Lead and manage the Employer Branding implementation for all affiliates globally and ensure consistent messaging with external talent market and media (global and local). •Create the development and implementation of the talent pipeline strategy for all affiliates and ensure talent needs are delivered for all affiliates. Implement programs to attract a diverse leadership talent pool. •Manage and implement sourcing pipelines and recruitment strategies for senior executives as well as lead the enterprise executive recruitment function. From April 2009 to June 2011 (2 years 3 months) Manager, Talent Acquisition @ Manage staffing activities for the TPNA/TGRD organizations globally and including all US recruiting. Accountable for identifying best practices and ensuring execution. Managed full-life cycle recruitment at all levels and successfully partnered with hiring organizations to design and execute staffing strategies globally. From April 2007 to April 2009 (2 years 1 month) Senior Staffing Specialist/Compensation Analyst @ Conducted Job Evaluations analyzed job responsibilities, activities, duties, requirements, organization chart and recommended internal job placement in the appropriate role, master title, FLSA classification, and determined market range and other elements of total compensation. Researched and obtained international survey sources and analyzed data to identify market practices, short term and long term targets, plan design and title strategy. Manage the full cycle recruiting process including sourcing, screening, interviewing, offer negotiations and hiring for open positions within Takeda’s Global Research and Development organization. Partner with hiring manager to proactively identify staffing needs, establish a recruiting strategy and determine a successful hiring plan. From 2002 to 2007 (5 years) Senior Recruiter @ Consulted with hiring managers to create work force plans. Created staffing plans that outlined objectives, goals and responsibilities with those involved in the hiring process. Instrumental in creating new recruitment department. Created processes, applicant tracking, recruitment advertising and developing sourcing strategies. From 2001 to 2002 (1 year) Recruiter @ Manage the recruiting process, develop and maintain relationships with hiring managers, screen candidates, schedule interviews, and on-board. Consult with hiring managers to develop forecast on hiring needs. Develop strategies with hiring managers to determine the best course of action for recruiting candidates. Develop and implement global recruiting strategies that compliment overall HR and company goals and objectives. Identified key deliverables that would leverage Motorola’s position in the market place. From 1996 to 2001 (5 years)

BS @ Northeastern Illinois University Mike Demirjian is skilled in: Employer Branding, Vendor Management, Contract Negotiation, Talent Acquisition, Applicant Tracking..., College Recruiting, Talent Management, Onboarding, Workforce Planning, Sourcing, Recruiting, Employee Relations, Technical Recruiting, HRIS, Performance Management, Internet Recruiting, Taleo, Benefits Negotiation, Succession Planning, Deferred Compensation