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GrACY Gerber
309 Adobe Lane, Lake Point, Utah 84001
Gracy@gmail.com


 

TALENT ACQUISITION, RECRUITING, WORKFORCE PLANNING MANAGEMENT

Leader with over 13 years of successful full life cycle Staffing, Recruiting and Work Force Planning experience within Global Organizations.  Proven ability to translate business needs into Staffing Strategies and successfully convert those strategies to achievable recruiting objectives that drive successful recruiting teams.  Recipient of Multiple Leadership awards for implementing innovative strategies that drive individual as well as team results.  Seasoned ability to navigate Corporate Workforce Planning and Recruiting strategies within complex environments spanning multiple disciplines. 

AREAS OF EXPERTISE

Team Leadership and Building • Workforce Planning • Talent Acquisition • Social Media • Staffing Process Re-engineering and Best Practices • Sourcing, Interviewing and Selection Process Design and Implementation. • Vendor and Agency Relationships • (EVP) Employee Value Proposition Development • Employment Branding & Marketing • Client Relationship Management • Staff Augmentation • Reporting and Metrics • Recruitment/Sourcing Management • On-boarding • Web2.0 • Applicant Tracking System (ATS) Selection Implementation/Integration • Requisition & Offer Management • Candidate Management • Assessment Tool Selection, Testing and Implementation • IT, Executive, Operations, Administration, Marketing, Sales and High Volume Recruiting • Employee Referral Program Development & Implementation

SIGNIFICANT ACCOMPLISHMENTS

·         Drove $65 million to the bottom line through implementation of strategic Staff Forecasting.

·         Reduced Sales employee Turnover by 27% in one year through better sourcing, selection and on-boarding.

·         Core Team member that successfully moved a $1.5 billion organization from Brassring to Taleo ATS

·         Implemented a Sales Assessment tool which helped drive $28.8 million in efficiencies to the bottom line.

·         Currently lead a team of Multiple Award Winning Recruiters.

Experience

Wyndham Worldwide, Inc                                                                                                March 2004 to Present 

At approximately $1.5 Billion in revenue, Wyndham Vacation Ownership is considered to be one of the world’s largest vacation ownership business employing over 10,000 professionals working across the continental United States, Hawaii, and Canada.

Major Accomplishments: Promoted to Director of Talent Acquisition within the first 18 months of employment due to the visibility gained by successfully recruiting over 300 sales representatives for 11 remote sales offices and reducing turnover from 127% to 92%.  Raised the staffing level within Sales from 90% staffed to 100% staffed by implementing staffing forecasting strategies across the business.

Director of Talent Acquisition, Recruiting and Staffing                                                                                          September 2005  to present

·         Hire and manage as many as 6 Regional/Site Recruiters located in the Western United States, who all received multiple high achievement awards from the Sr. Leadership teams they worked with.

·         Responsible for Workforce Planning and forecasting staffing needs within the two largest departments of Worldmark by Wyndham.

·         Personally conduct Triage Recruiting for high demand/profile needs within the organization.

·         Work to determine and utilize the most effective recruitment sources, including Web2.0 – Social Networking , Job Boards, direct efforts, employee referral bonus programs, internal mobility, search firms, print and electronic advertising, participation in job fairs and industry conferences.

·         Develop and refine recruitment/hiring processes including requisition, sourcing, screening and on boarding.

·         Strategically work with the Senior Leadership team of my organization to anticipate staffing levels that support corporate objectives.

·         Implementing current Taleo ATS web-based applicant tracking system to expedite hiring process and track vital metrics.

·         Assist in the creation of a better on boarding process.

·         Mentor and on board new Recruiters.

·         Develop/refine recruiting strategies that continually replenish the candidate pipeline based on market condition, current staffing needs, and projected staffing needs of the business.

·         Worked with Management to coordinate Workforce Needs based on corporate and project-based staffing needs.

·         Responsible for the team’s compliance with established recruitment and hiring procedures, including appropriate record keeping and related support functions.

·         Provide periodic metric reports to management relative to staffing efficiencies and activities.

·         Assist in the continuous management and maintenance of the hiring systems and process (computer, software, process, and policies).

·         Liaison between my company’s Management team and field recruiters for coordination and implementation of desired staffing initiatives.

·         Sponsored the creation of a “New Sales Site” staffing process to successfully open new sales offices across the country.

Regional Recruiter, Talent Acquisition Specialist                                                                                                    March 2004 to September 2005

·         Hired as the very first Regional Recruiter within my company to perform full life cycle recruiting.

§         Strategically aligned/partnered with Regional Management to develop Recruiting Strategies within the my Region of the company.

o        Partnered with over 11 Remote Sales Site Managers resulting in over 300 sales representatives hired while in this position.

o        Responsible for continuous sourcing and recruiting top Management Talent to integrate into the organization. 

o        Helped develop and implement a “Manager In Training” program to successfully transition outside management talent into the organization.

o        Established the first RFQ process to evaluate and select Staffing Vendors to use as staffing partners in our Regional Call Centers.

o        Established a “Career Night” format that was successfully used throughout the Region to introduce new candidates to the company.

§         Designed and implemented a “New Sales Representative” hiring process that was approved and rolled out throughout the entire organization.

§         Inherited an older web-based ATS system (BrassRing) that was never used, and developed/executed and implementation process for all of the Western Region.

§         Key stakeholder responsible for transitioning the organization to a new ATS system (Taleo).

§         Assisted in the selection, evaluation, validation and implementation of an Assessment tool called CPQ by Craftsystems, Inc.

§         Significantly reduced recruiting dependence on low return sources like Newspaper ads, radio, and TV.

Sedona Staffing Services

Technical Recruiting Specialist (Owner)                                                                          Nov. 2000 to March 2004 

Independently owned and operated branch of a $100 million staffing firm based out of Moline, Illinois.

§         Provided Contract Recruiting Services for a number of hiring project initiatives.

o        Mass hired 36 technicians in one month for a National rollout team.

o        Assisted an International Organization in their National Recruiting effort to hire Sr. Account Executives across the country.

§         Marketing of company services, generating sales leads, maintaining and servicing multiple accounts, qualifying customer requirements, negotiating rates and contracts.

§         Responsible for new business development, account management and retention. Establishing rapport, earning trust and developing strong working relationships with clients as well as communicating and interacting extensively with key decision-makers.

§         Coordinating technical and non-technical staffing placements through effective sourcing, phone and personal recruiting, candidate screening, interviewing and placement.

§         Marketing of company services, generating sales leads, maintaining and servicing multiple accounts, qualifying customer requirements, negotiating rates and contracts. 

§         Responsible for new business development, account management and retention.

§         Building and nurturing strong business relationships through rapport building, developing trust and fostering strong working relationships with clients.

§         Communicated and interacted extensively with key decision-makers.

Trutek Consulting             

Vice President Recruiting, Staffing, Talent Acquisition, and Business Development            June 1998 to July 2000

An Oracle Consulting firm providing professional Oracle consulting services, and based out of Salt Lake City Utah.

Major Accomplishment: Recruited and developed a team of IT Recruiters, and Implemented key sales and marketing strategies that increased the firm’s revenue from $900,000 to over $5 Million in 16 months on a “shoestring budget”.

Prince, Perelson and Assoc.

Technical Recruiter and Account Manager                                                                       June 1996 to July 1998   

A Utah based Staffing Firm with a newly organized IT placement services division.

Major Accomplishment:  Starting with zero accounts was producing revenue within 90 days and tracked $1.2 million per year revenue. Landed the biggest IT Recruiting Services Contract in the Agency, and was one of the top two revenue generators in my division.

Vitrex

Technical Recruiter and Account Manager                                                                   September 1995 to June 1996   

Ogden Utah based IBM technology services consulting firm.

Major Accomplishment: Grew an IT consulting portfolio from $0 to 2.5 million of revenue in 10 months.

Peak Performers, Intl. 

Sales Representative                                                                                          January 1992 to September 1995   

Minneapolis based Sales and Management Training company promoting sales training on a national level.  Sales process was designed around a very short sales cycle – Light needs analysis, Presentation and close business.

Major Accomplishment: Was rated one of the top Sales Representatives for the company, and awarded easiest to manage.

Education

Luther College              Decorah, IA

n     Bachelors Degree – Business Management

n     Bachelors Degree - Psychology

Additional Training

DDI Selection Process
Peter Lefkowitz Recruiting and Placement Training
Peter Lefkowitz Management Training
AIRS and Monster.com Certifications
Brian Tracy, Zig Ziglar, Tom Hopkins, Don Hutson, Tony Robbins, Harvey McKay and more,…

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