NORMAN E.

BARNETT
5261 Argonne Court Denver, CO 80249
Mobile (303) 903-9396 nbabc4c8@westpost.net
HUMAN RESOURCES RECRUITING PROFESSIONAL
Process Implementation / Operation and Change Management / Corporate Recruitment
Strategy
Professional Summary
a A combination of 12 years of total experiences in diverse business areas; incl
uding Human Resource Management. This experience has included: Labor Relations
and Union Management, Corrective and Disciplinary Management, Performance Manage
ment, workforce planning, AAP, I-9 Audits, workforce forecasting, contract negot
iations, vendor management, EEOC Compliance, training and development, new hire
orientation modeling and employee relations.
a Hands on approach to Corporate and Technical recruiting with emphasis as a Res
ource Manager involved in Workforce Planning, Resource allocation, Retention, Or
ganizational Development Financial Planning and Resource Optimization.
a Provide coaching, training, counseling, and consulting to managers and associa
tes in multiple locations across the country pertaining to human resources issue
s including recruitment, employee relations, corrective counseling, policy inter
pretation, legal compliance, and compensation and benefits programs.
a Project lead for IT vendor management initiative partnered with HR staff, Exec
utives and vendor personnel to implement systems to achieve business goals throu
gh the effective use of technology. Responsible for the acquisition, development
, implementation of enterprise vendor management program managing relationships
with HR, IT, Procurement and vendor staff for enterprise level IT organization t
hat reduces cost by volume discounts and services for staff augmentation and pro
fessional services based projects.

Demonstrated accomplishments in:

Strategic Planning Process Development Launch Plans
Supply Chain Management Research & Analysis Process Improvement
Full Life Cycle Recruiting Job Definition & Requirement Definition Legal Complia
nce
Project Management Immigration Naturalization International Business
Government Contract Negotiations Cost Containment & Avoidance Milestones & Metri
cs

PRO-BUILD HOLDINGS CORPORATE HEADQUARTERS DENVER, CO 2007 to 2010

Sr. Recruiter, IT Corporate Recruitment
Reporting to the Director of Recruiting ProBuild is the nationas largest supplie
r of building materials to national builders, local contractors and do-it-yourse
lfers. We carry the whole spectrum of construction products from engineered woo
d, gypsum, and siding to custom fabricated staircases and trim.
Our integrated services (including panelization, truss manufacturing, gypsum ins
tallation and more); with our national scale, we have access to the products and
services you need, when you need them.
a I am responsible for corporate and technical recruiting with an emphasis in re
cruitment strategy, immigration and naturalization, resource allocation and rete
ntion.
a Established and managed Preferred Professional Services Provider (PSP) ERP Ven
dor Program; this includes invoicing requirements, contract and bill rate negoti
ations and vendor selection.
a Defined and established ProBuild Holdings IT immigration needs Responsible for
developing a strategic immigration process and policy surrounding temporary or
nonimmigrant visaas, U.S. Permanent Residency (Green Card).
a Recruited potential IT candidates that required Permanent resident or 'green c
ard' status which allowed a potential candidate the ability to live and work per
manently in the United States with the right of employment and the ability to tr
avel in and out of the U.S. Our Immigrant visas were primarily available in one
of the four basic categories Employment Based Immigration. The other three ar
eas include: Family Based Immigration, Asylum, Special Laws for citizens of cert
ain countries
a Established and maintained relationship with immigration attorneys, providing
comprehensive business immigration solution.
a Managing case files, litigation, posting process, advertising, international t
raveler services, compliance management and temporary work visas.
a Provide technical recruiting and support to ensure overall success of large, c
omplex, multi-platform Oracle ERP Implementation initiative within the Enterpris
e Applications Delivery and IT Infrastructure and Operations.
a Worked with internal HR. to ensure sponsored employees meet E-verification.
a Responsible for developing a strategic recruiting action plans to facilitate t
imely recruitment for the ProEdge Oracle ERP implementation and various IT relat
ed positions. This plan was comprehensive and contained step-by-step directions
, timelines, responsibilities and major milestones so that process results can b
e evaluated. This resulted in the hiring of 150 full-time candidates and 89 temp
orary contingent candidates during FY 2009.
a Recruiting Environment: Oracle products OAS, RDBMS, SOA, OAM and EBS, Oracle F
inancials, .Net, Java, J2EE, HTML, JSP, XML, C++, SQL, Database, Web Apps
IHS, ENGLEWOOD, CO 2006 to 2007
Sr. Manager Recruiting
Reporting to the VP of Organizational Development IHS is a leading global source
of critical information and insight dedicated to providing the most complete an
d trusted information and expertise. IHS product and service solutions span four
areas of information that encompass the most important concerns facing global b
usiness today: Energy, Product Lifecycle, Security, and Environment, all support
ed by Macroeconomics. By focusing on customers first, IHS enables innovative and
successful decision-making for customers ranging from governments and multinati
onal companies to smaller companies and technical professionals in more than 180
countries. IHS celebrated its 50th anniversary in 2009 and employs approximatel
y 4,000 people in 20 countries.
a In this role I was responsible for the management of a team of 5 recruiters cr
eating a talent acquisition strategy that proactively built a pipeline of qualif
ied candidates for critical and repeat positions. This included the creation of
a preferred vendor management program that indentified and established an integ
rated process that standardized vendor selection based on domestic recruiting ne
eds and IHS best practices.
a Set weekly production goals regarding candidate submittals, interviews, offers
and hires for internal recruiting staff. Assessed, planned, developed, impleme
nted and evaluated strategies for recruitment and retention of sales and sales s
upport positions.
a Established, monitored and analyzed the effectiveness of these recruitment str
ategies. Ensured adequate and qualified staffing levels were met.
a Lead and participated in company-wide initiatives and projects designed to imp
rove business efficiency and effectiveness, this included streamlining new hire
processes, vendor selection\ management and OFCCP policies adherence.
a Provide extensive immigration consultation to FDC IT managers as it related to
immigration goals, and analysis of immigration eligibility for various IT progr
ams and positions.
a Established and created internal service as it related to Global Immigration,
Expatriate and U.S. Immigration services.
a Established and maintained working relationship with external immigration law
firm to ensure existing laws were followed and IHS was not penalized for noncomp
liance; resulting in limited liability for noncompliance assuring global immigra
tion and US Immigration were compliant.
AURORA LOAN SERVICES A LEHMAN BROTHERS COMPANY, LITTLETON, CO 2006-2006(CONTRACT
)
Contract Recruiter
a Provide resolution and recommendation to issues that occur within the staffing
teams.
a Participate in strategic planning activities with Auroraas Staffing Leader to
ensure the staffing function is operating efficiently and effectively. This incl
udes workforce planning, capturing of staffing metrics, and integration of techn
ology projects to improve processes.
a Balance recruiting loads between staffing team members to ensure positions are
been filled in a timely manner.
a Provide proactive analysis, insights and recommendations to leadership regardi
ng capacity and deployment to better manage operating plan and recruiting decisi
ons.
Understand Auroraas overall business objectives at the strategic and business un
it levels.
a Participate in the management of external staffing vendors and Auroraas Manage
d Services Program TSI.
a Oversees all process within the staffing life-cycle, ensuring that work is dis
tributed appropriately throughout the Three-tiers of the staffing team
a Follow up on variances with practitioners and leadership where appropriate.
Dex One Corporation (formerly Dex Media) Denver, CO 2005 -2006
Recruiting Manager
Reporting to the Sr. Director Labor Relations Dex One Corporation is a leading m
arketing services company that helps local businesses reach, win, and keep ready
-to-buy customers.
a Manage a staff of five including three Recruiters and two Human Resources Assi
stants develop and manage a $1,000,000 budget for a regional recruitment program
. Additional responsibilities include, management of the recruiting budget, ven
dor management, vendor performance, travel coordination, merit planning and comp
ensation reviews for active employees.
a Managed the recruitment activity for 200 open positions on an annual basis for
multiple business unites including IT, Finance, Sales, Executive positions and
Vendor Management.
a Developed recruiting strategies by forecasting, turnover and additional headco
unt adjustments, which included a 15% increase in headcount for the last quarter
of 2005.
a My team successfully filled over 950 positions for the 2005 calendar year.
a Decreased turnover 10% successfully implementing recruiting strategies and str
eamlining the internal recruitment process.
a Managed high volume recruitment activities and achieved hiring metrics in a fa
st-paced, deadline driven environment.
a Responsible for providing management direction for all recruiting efforts with
in the Dex 14 state region.
a Provided selection and staffing Union Relations and Union Prevention Managemen
t, Corrective and Disciplinary Management, Performance Management, for corporate
and satellite office of Human Resources identifying legal requirements, workfor
ce planning, financial forecasting. Ensured all areas were compliant based on fe
deral compliance standards. Maintained internal salary equity within defined bus
iness units. Responded to inquiries regarding policies, headcount levels, benef
its, internal transfers and salary modification.
a Established and created recruiting strategies by forecasting, turnover and add
itional headcount adjustments, which included a 15% increase in headcount for th
e last quarter of 2005.
a Responsible for providing management direction for all recruiting efforts with
in the Dex 14 state region.
a Coordinated workforce planning efforts to help meet targeted hiring deadlines
within the Dex 14 state region. Accomplished this by balancing and reallocating
workloads, decision making and prioritizing work.
a Established methods of sourcing including direct recruiting, internet recruiti
ng, and third-party vendor relationships.
a Outstanding leadership and team building skills with the ability to work in a
self-directed manner while interfacing with all levels of management.
a Provide appropriate and timely reporting & analysis to leadership - utilizatio
n/variance, projected utilization, availability, compliance.
a Additional responsibilities include, management of the recruiting budget, vend
or management, vendor performance, travel coordination, merit planning and compe
nsation reviews for active and new employees.
Qwest Communications Phoenix, AZ, 2003-2005
Manager Occupational Staffing
Reporting to the Sr. Director Occupational Staffing Customers coast-to-coast tur
n to Qwest's industry-leading national fiber-optic network and world-class custo
mer service to meet their communications and entertainment needs. For residentia
l customers, Qwest offers a new generation of fiber-optic Internet service, high
-speed Internet solutions, as well as digital home phone, wireless service avail
able through Verizon Wireless, and DIRECTV(R) service.
* Responsible for managing a team of 3 selection and staffing for recruiters Qwe
st regional office of Human Resources; identifying legal requirements, workforce
planning, financial forecasting. Ensured all areas were compliant based on fede
ral compliance standards. Maintained internal salary equity within defined busin
ess units. Responded to inquiries regarding policies, headcount levels, benefit
s, internal transfers and salary modification
* Responsible for providing a variety of recruitment services to Qwest Network,
Finance, IT, Business Markets organizations.
* Managing 300 plus open requisitions throughout the Network, Business Markets,
Consumer Market and Management positions.
* Supported and advised management on disciplinary issues conducted grievance in
vestigations. Directly accountable for enabling an integrated talent management
strategy which mandated aligning efforts with Qwest Corporate recruiting organi
zation to ensure that we hired, trained, developed and managed the highest quali
ty employees.
* Revise workforce plan by re-aligning internal resources and reallocating resou
rces for various internal projects.
* Monitor hiring activity on a monthly basis to ensure all positions were on tar
get with hiring strategy.
* Coordinated hiring events to help reduce the number of open positions within t
he defined business unit. Assess potential candidates and arrange client partici
pation for screening and interview process.
First Data Corporation, Greenwood Village Colorado 2001-2003
Recruiting Manager
Reporting to the VP of HR First Data is a global technology and payments process
ing leader, serving more than 6 million merchant locations, thousands of card is
suers and millions of consumers worldwide. Whether the choice of payment is a gi
ft card, a credit or debit card or a check, First Data securely processes the tr
ansaction and harnesses the power of the data to deliver intelligence and insigh
t for its customers.
* Developed and implemented Talent Acquisition/Management Strategy that improved
time to fill by 30%. Redefined sources and implemented networking campaign crea
ting a pipeline for key positions within the IT organization. Responsible for th
e identification of high potential candidates and developed capacity resulting i
n 65% of successors sourced/filled internally within 18 months.
* Information Technology Business Unit. Lead and implemented best in class proc
esses that are fully integrated with First Data Corporation standards and HR bes
t practices.
* Made staffing recommendations that were appropriate to levels, skill sets, pra
ctitioner goals, and enhance professional growth, ensuring all relevant and avai
lable candidates to support staffing needs and utilization goals.
Worked closely with C-Level management to develop and execute an end-to-end recr
uiting strategy, and compensation guidelines for contract and permanent employe
es
* Responsible for complete recruiting life cycle including, approvals, sourcing,
pre-screening, interviewing, Immigration services, diversity events, negotiatin
g offers and visa sponsorship.
* Responsible for understanding the talent pipeline in order to assess skills ne
eded against current capacity pertaining to visa sponsorship, Green Card and Exp
atriate hires.
* Research and analyze benchmark salary data to determine compensation levels fo
r positions, and evaluate position descriptions for appropriate job grade and FL
SA classification.
* Coordinated efforts closely with external immigration practitioners tracking U
S visa availability, H -1B and F - 1 status.
* Collaborated with Immigration Attorney with immigration issues and litigation;
ensuring FDC was represented at litigation cases as it related to the Immigrati
on and Naturalization service (INS) audit for future and current employees.
* Created hiring manager guidebook and training class and developed hiring proce
sses that streamlined efforts between Human Resources Recruitment and internal F
DC staff.
* Additional responsibilities include: Strategic Marketing, Workforce Planning,
Vendor Management Utilization Reporting and Immigration and Naturalization.
Sun Microsystems Broomfield, CO 2001 - 2001
Contract Assignment
* Responsible for developing and executing recruiting strategies to meet the Sta
ffing and management hiring needs of the Network Storage Group in multi-state lo
cation.
* Collaborated with Senior Director to implement client specific strategies thro
ugh successful development of alternative sourcing methods that exceeded client
requirements
* Develop a thorough understanding of client requirements through relationships
building with organizational leaders; analyzing client's current work force plan
managed relationships with carefully selected contingency and retained search f
irms.
* Development of complex marketing tactics (Internet, print advertising, communi
ty/professional organizations, retained/contingency and search firms.
* Legal requirements documentation for hiring practices (applicant flow records,
appropriate pre-placement verification.
US West\Qwest Communications Denver, CO, 1999--2000
Sr. Recruiter
Reporting to the Director of Staffing Customers coast-to-coast turn to Qwest's i
ndustry-leading national fiber-optic network and world-class customer service to
meet their communications and entertainment needs. For residential customers, Q
west offers a new generation of fiber-optic Internet service, high-speed Interne
t solutions, as well as digital home phone, wireless service available through V
erizon Wireless, and DIRECTV(R) service.
* Responsible for providing a variety of recruitment services to Qwest Network,
Finance, IT, Business Markets organizations.
* Managing 300 plus open requisitions throughout the Network, Business Markets,
Consumer Market and Management positions.
* Responsible for managing selection and staffing for Qwest regional office of H
uman Resources; identifying legal requirements, workforce planning, financial fo
recasting. Ensured all areas were compliant based on federal compliance standard
s. Maintained internal salary equity within defined business units. Responded t
o inquiries regarding policies, headcount levels, benefits, internal transfers a
nd salary modification.
* Supported and advised management on disciplinary issues conducted grievance in
vestigations. Directly accountable for enabling an integrated talent management
strategy which mandated aligning efforts with Qwest Corporate recruiting organi
zation to ensure that we hired, trained, developed and managed the highest quali
ty employees.
* Revise workforce plan by re-aligning internal resources and reallocating resou
rces for various internal projects.
* Monitor hiring activity on a monthly basis to ensure all positions were on tar
get with hiring strategy.
* Coordinated hiring events to help reduce the number of open positions within t
he defined business unit. Assess potential candidates and arrange client partici
pation for screening and interview process.
Maxim Group Denver, CO 1998 - 1999
* Responsibilities include: Recruitment of new contract employees for many diffe
rent client firms throughout the Denver metropolitan area.
* Establish new relationships with prospective consultants and hiring managers a
t client organizations. Negotiate billing rates between Maxim Group and client f
irms and negotiating pay rates for new consultants, as well as, consultants curr
ently working for the Maxim Group.
* Qualify new requirements for hiring opportunities within numerous organization
s throughout the Denver Metropolitan area.
* Ensure current consultantas payroll is distributed in a timely fashion also, m
aking sure consultantas time is submitted to the corporate office to meet payrol
l deadlines.
* Gather information from prospective consultants in regards to salary demands,
medical benefits, 401k benefits and vacation and holidays.
* Conducted interviews and background checks for all potential candidates mainta
ining relationships with established accounts ensuring contract employees are me
eting expectations for clients.
* Processed all paperwork for new hires including: W4 forms, I9aS, insurance for
ms, employment agreements and code of conduct and credit verification for all ne
w organizations of which Maxim Group conducts business.
* Negotiate client assignment.

EDUCATION
BA Communication
UNIVERSITY OF COLORADO @ BOULDER, BOULDER, CO 1995
Scholarship Student Athlete Member of the 1990 National Championship Team
M.B.A, Business Administration
REGIS UNIVERSITY, Denver, CO; In Progress