Kevin Kulesza Director of Talent Acquisition at Bassett Healthcare Network

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Director of Talent Acquisition

Bassett Healthcare Network

May 2021 - Current (5 years 4 months)

- Lead a team focused on attracting, assessing, recruiting and onboarding the best talent to accelerate our mission of improving the health of our patients and the well-being of our communities. - Led the integration and implementation of a network-wide COE. - This involved consolidating six different hiring processes and three systems into one. - Reduced time to fill by 26% within the first 6 months. - Implemented and optimized innovative recruiting technologies that enable the Talent Acquisition organization and elevate the candidate experience.

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Director of Talent Acquisition

Looking for my next opportunity

Jul 2020 - May 2021 (11 months)

Director/Manager, Talent Acquisition

AmerisourceBergen

Nov 2015 - Jul 2020 (4 years 9 months)

- I currently develop strategies aligned with organizational objectives in collaboration with senior leaders as the director of talent acquisition. - I deliver job candidate and market insight, succession plans, and market and talent pipeline reviews, as well. - By executing automated scheduling, video interviewing, and robotic process automation to reduce the time to fill positions, I have significantly increased recruitment efficiencies. - I have achieved the following for organizational diversity and recruitment. - Produced a 70% diversity hire rate in 2019 via community involvement, professional development, mentoring, and employee resource groups and activities. - Led the applicant tracking system implementation in 45+ countries and ma

Director of Recruiting

Stevens Transport

Dec 2014 - Jul 2015 (8 months)

- At Stevens Transport, I supervised and evaluated 30+ staff members and oversaw department expenditures, vendor and school relationships, application processing, marketing, and advertising. - While serving as the director of recruiting, I advised senior management on recruitment efforts, costs, and results and revised the recruitment strategy. - Contributed to branding to position the company as an employer of choice in the transportation industry. - Executed targeted tactics to recruit entry-level drivers and independent contractors.

Director of Talent Management

Rush Enterprises, Inc

Jan 2013 - Dec 2014 (2 years)

- I initiated a multipronged recruiting strategy as a director at Rush Enterprises. I also developed an entire recruiting team, while securing support for the strategy from the executive team. - Increased the daily candidate flow by 88%. - Filled 3K+ positions in 12 months with an average cycle time of 33 days. - Reduced the time to fill jobs by 82% (22 days) and pre-employment processing time by 66% via a Six Sigma process redesign and Kaizen methodologies, strategic partnerships, and key vendor SLAs.

Recruiting Compliance Manager

Dr Pepper Snapple Group

Dec 2010 - Jan 2013 (2 years 2 months)

- In this management position, I established consistent recruiting standards to attract a talented and diverse workforce. - As I built relationships with hiring managers and executive leadership to gauge needs and proactively resolve issues, I administered applicant tracking requirements to mitigate company risks. - Through these key contributions, I produced savings, supported training, and enforced compliance. - Generated $3.6M in savings via the effective management of hiring tax benefits and other local tax credits. - Trained and coached talent specialists, hiring managers, and other stakeholders on the recruiting process to support consistent candidate selection methods. - Ensured compliance with Office of Federal Contract Compliance P

Vice President - National Staffing Programs/Recruitment

Comerica Bank

Dec 2006 - Oct 2010 (3 years 11 months)

- I led technology, compliance, reporting, vendor management, communication, and diversity recruiting efforts at Comerica Bank. - As a vice president and national staffing programs manager, I prioritized expenses for the staffing budget by resolving expense items and maximizing cash flow. - I also achieved the following to generate savings and support business objectives. - Saved the company $1.2M in severance pay by launching a virtual resume book to help displaced employees find other opportunities within Comerica. - Maximized recruiting technology to ensure OFCCP compliance, while supporting business needs. - In my previous role as a Comerica vice president and recruitment manager, I spearheaded change initiatives and directed a team of

Staffing Manager

Motorola

Apr 2004 - Dec 2006 (2 years 9 months)

- Responsible for all university hiring and programs within the United States while maintaining global responsibility for university strategy implementation. - Worked with Senior Executives to revitalize the importance of hiring university talent to ensure appropriate considerations are being made during the talent planning processes. - Responsible for the execution of recruiting and hiring approximately 600+ interns/co-ops and 600-800 full time college students annually across the US. - Supported business management and In-Business Human Resources to determine global staffing requirements through workforce planning. - Led the systems implementation and integration of the new Office of Federal Contract Compliance Programs (OFCCP) recruiting

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Senior Recruiter

Motorola semiconductor

Mar 2001 - Apr 2004 (3 years 2 months)

- Developed diversity strategies that resulted in 43% diversity hire rate for 2003 and a 66% diversity hire rate in 2004. - Successfully redeployed 555 internal employees across all Motorola businesses. - Helped develop funding model for staffing requirements and sourcing strategy. - Worked closely with business to develop focus metrics to measure quality and process improvement. - Partnered, developed, and executed the internal and external redeployment for 2,377 employees within the Technology and Manufacturing Organization across multiple locations. - Partnered with Leadership and Organizational Effectiveness to develop a process of integrating Leadership Supply into the staffing process to include all qualified internal and external can

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Contract Recruiter

Search Unlimited at Motorola Semiconductor

Jun 2000 - Mar 2001 (10 months)

- Sourced, screened, interviewed, and made recommendations for engineering professionals. - Developed strong, effective working relationships with internal hiring managers. - Consulted with management to stay abreast of staffing budget and head count. - Established and maintained contacts with external recruitment sources, i.e., educational institutions, employment agencies, and placement firms to effectively staff positions. - Participated in virtual job fairs to source applicants. - Prepared and analyzed statistical reports and other data to monitor applicant flow.

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Branch Manager

Windingroad.com

Jan 2000 - Jun 2000 (6 months)

- Responsible for developing and managing new client accounts for Internet based career service. - Applied industry expertise to refine sales process and identify, develop and grow business opportunities within this new market place. - Provided feedback, suggestions and recommendations regarding the evolving company business model.

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Senior Recruiter

Interim Technology

Jan 1997 - Jun 2000 (3 years 6 months)

- Responsible for the recruiting, interviewing, and hiring of IT professionals including programmers, network engineers, and field technicians. - Supervised 35-65 technical contractors as the primary liaison with Interim management. - Managed payroll and benefits for staff of up to 60 personnel. - Redesigned company compensation literature to explain three contractor benefit options. - Wrote client proposals, branch metric reports, candidate resumes, and employee newsletters. - Traveled to area branches to train Technical Recruiters and Payroll Administrators in ProSearch (an applicant tracking/payroll processing database). - Interacted with technical managers and potential employees to define technical staffing needs. - Established and mai

Kevin Kulesza

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