Sie sind auf Seite 1von 3

TERESA CAMACHO SPHR Cell: (469) 583-2206 tc12aac3e@westpost.

net SUMMARY A results-oriented bilingual human resources professional with a strong backgrou nd in porgressive recruiting strategies. Professional and innovative Human Res ources individual with the ability to ability to align people initiatives toward business results through value-added partnerships with business leaders. COCA COLA ENTERPRISES, Dallas, Texas 05/10-Present Strategic Human Resources Business Partner Strategic Planning: Make business decisions by using a deep understanding of my business partners challenges to proactively anticipate customer and employee ne eds by looking at current state and determining what the future state should loo k like. Multi- Function Partnership. Collaborate with top leaders in the identification of the addition and or change of head count with the goal of aligning the necess ary manpower and metrics with business growth strategies, and then communicating those strategies with business leaders and talent acquisition staff.. Process Design: Ensure that team and organization build processes that lead to a satisfying experience for the internal and external customers; clearly communi cates how the team is expected to service globally. Talent Management Review: Lead, consulted and developed leadership within assig ned areas of business,including Talent Manager Reviews and succession planning. Training: Trained teams in a variety of areas and progressive initiatives BAYLOR HEALTH CARE SYSTEM, Dallas, Texas 09-05/10 Recruitment Supervisor Deliver human resources leadership to a $3.4 Billion Health Care System with ove r 19,500 employees by providing staffing & recruiting and support to Corporate a nd Allied Health business units by partnering with business leaders on developin g/aligning HR strategy to address business needs, and design people strategies a nd initiatives to compliment the goals of the business. Strategic Planning: Collaborated with senior leaders in strategic planning to me et overall corporate staffing objectives and plan for future business growth Managing & Developing Teams: Built, lead and managed the recruiting team by coa ching, developing and mentoring HR professionals to strengthen and measure globa l, performance. Hiring Process Re-engineering: Overhauled hiring process to include polished pr ofessional image, utilized resources more efficiently, developed a phase out pro gram for contract labor, first year savings of $5.1 million and improved urgency in staffing process by bringing turnaround from 180 days to 45 days.ddd Performance Management: Facilitate monthly business review sessions with each b usiness line to monitor and drive performance with data/metrics. Program Design: Enhanced selection source venues by monitoring and evaluating m ost up to date and relevant sourcing venues to optimize pipelines while managing costs. Developed a Staffing Forecast Model. College Recruiting: Lead and championed college recruiting and internship progra ms for Baylors corporate functions, including Finance, Accounting, Marketing and IT. CONSECO, Dallas, Texas 2007 2009 National Recruiting Manager Lead recruiting field-based team in providing strategic leadership, accountabili ty and business partnership for supporting insurance sales and service groups. I nitiated and drove ownership in the areas of strategic development, long-range h

uman resources planning, and identification of staffing and training initiatives . Strategic Business Partner: Collaborated with division leaders in a consultativ e role to align the business strategies with staffing strategies to attain compa nywide goals. Shared Services Re-design: Developed and implemented centralized staffing model across the US to create consistent, best-in-class selection processes and capab ilities, managing a yearly budget well over $1 million. Employer Branding: Used innovative skills and latest technology to develop empl oyer-branding campaign to support consistent employer branding across the compan y. Performance Management: Analyzed metrics and human capital planning needs in con junction with business plans. Program Development: Developed and managed: College Relations Program, Diversity initiative, and Behavioral Interviewing. COCA COLA ENTERPRISES, Dallas, Texas 2005-2007 Talent Acquisition Specialist 2005-2007 Provided strategic and tactical direction for the staffing of all exempt and non -exempt level positions within assigned business units. Acted as primary recruit er for senior level (broadband) positions and critical hiring needs. Recruiting & Sourcing: Responsible for full life-cycle recruitment strategies, including candidate sourcing, selection, and development of processes and materi als. Strategic Planning: Partnered with Senior Managers to determine present and fut ure staffing needs by using a Staffing Forecast Model Training & Development: Assisted with the creation, training and support of Jr . Recruiting Team. GEICO DIRECT INSURANCE, Dallas, Texas 1998 - 2005 College Relations Manager Created and Managed a regional college relations program and a recruiting staff of nine across multi-state locations supporting 1,400 associates. Partnered with senior management in strategic planning to meet overall corporate objectives. Recruiting & Sourcing: Utilized and evaluated the effectiveness of various recr uiting tools including resume banks, web recruiting and networking. Relationship Building: Built relationships with universities and businesses as sources for recruitment and coordinated college recruiting events Management Development Program: Created management internship program, mentored new interns and presented program results quarterly. Vendor Negotiations: Negotiated heavily with vendors and management on advertis ing, vendor products, etc Budget Responsibility: Responsible for managing department yearly budget and en suring a best cost per hire plan was put in place nationally. EDUCATION UNIVERSITY OF PHOENIX, Dallas, Texas B.B.A., Business Management, HR Concentration LANGUAGES Fluent in English and Spanish. PROFESSIONAL ORGANIZATIONS Society of Human Resources Management NAHCR TAHCR

Previous consumer goods, manufacturing, or distribution experience Previous union avoidance and experience working in a union environment