Marcus Hayden, MBA, PHR
Talent Acquisition Partner III at Southern Star Central Gas Pipeline- Claim this Profile
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English -
Topline Score
Bio
Credentials
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Professional in Human Resources (PHR)
HRCIApr, 2023- Nov, 2024 -
Lean Six Sigma Yellow Belt (ICYB)
VMEdu Inc.May, 2019- Nov, 2024 -
Strategic Selling and Conceptual Selling
Miller Heiman GroupNov, 2016- Nov, 2024 -
10-hour Occupational Safety and Health Training Certification
OSHA Safety Training Institute
Experience
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Southern Star Central Gas Pipeline
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United States
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Oil and Gas
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300 - 400 Employee
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Talent Acquisition Partner III
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Aug 2023 - Present
• Driving and managing the total recruiting strategy for both leadership and candidates. • Building and executing sourcing strategies and campaigns, and regularly communicating this information to leadership. • Developing and executing a talent acquisition strategy that aligns with business needs and the Company’s DEI initiatives. • Implementing innovative sourcing strategies aimed at generating quality candidates to meet the overall recruiting goals while maintaining a diverse talent pool. • Proactively conducting market research to develop knowledge of current external industry/market/competitor trends, while developing internal knowledge of the business. • Conducting effective needs analysis assessment for new business strategies and initiatives. • Leveraging industry and company knowledge to aggressively recruit high caliber, well-qualified applicants from a variety of sources (e.g., identifying passive talent through direct calls, canvassing efforts, building partnerships with schools, communities, and diversity organizations/associations, conducting presentations and speaking engagements, utilizing complex internet searches and social recruiting methods, mining internal Applicant Tracking System, attending external job fairs, and arranging Company hiring events as needed) • Acting as an employer brand ambassador by helping to drive candidate interest in career opportunities. • Maintaining a wide ongoing network of contacts and prospects. • Creating a culture of innovation by taking initiative and suggesting ways to continually improve the efficiency and quality of recruiting • Exercising knowledge of compensation (e.g., salary negotiations), job market, candidate relocation experience, and possessing strong offer closing skills • Approaching candidate requests and inquiries thoughtfully and delivering a positive candidate experience through continuous communication, follow-up (offers and rejection notifications), and engagement throughout the selection process Show less
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OneMain Financial
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Financial Services
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700 & Above Employee
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Talent Acquisition Sourcer/Recruiter
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Mar 2018 - Mar 2023
Full-Cycle recruiting/sourcing in Analytics, Technology, Accounting, Human Resources, and Customer Service; creating and implementing strategies to build diverse pipelines across the United States from entry to VP levels. • Ability to source top talent in hard to fill markets using intricate Boolean strings, X-ray, multiple job boards, social media, referrals, and events. • Effectively manage multiple requisitions and candidates during high volume periods while creating and owning a positive candidate and manager experience. • Partner closely with hiring managers to understand and create an individualized recruiting plan meeting their hiring needs and teams’ goals. • Organize and facilitate intake, weekly, offers or negotiation and other debrief meetings to better build a partnership with leaders and always keep them aware of the recruiting efforts. • Conduct behavioral interviews via phone, video, or in-person and determine the best fit for the company. • Partner with HR and Compensation to address organizational changes and extend non-standard offers. • Experienced in immigration and Visa sponsorship positions. • Expert in Workday, Microsoft Suite, Olivia Platform, Kronos, Calendly and Salesforce. Show less
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Startek
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United States
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Outsourcing and Offshoring Consulting
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700 & Above Employee
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Talent Acquisition Manager
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Dec 2016 - Mar 2018
• Lead and manage a team of Talent Acquisition professionals engaged in high volume recruitment. • Directed activities that achieved operational plans with a significant impact on the department's results. Increased departmental efficiency by 20% and achieved a 30% improvement in customer satisfaction. • Successfully identified and resolved technical and operational problems, resulting in a 10% increase in productivity. • Maintained regular contact with key colleagues and stakeholders, strengthening relationships and improving communication. • Approached complex problems with innovative solutions, leading to a 30% improvement in process efficiency and a 20% reduction in costs. • Provided ongoing support and coaching to employees. • Engaged in regular dialogue about quality, ensuring a high level of work was performed and addressing quality issues promptly. • Demonstrated a sense of ownership and accountability, focusing on and driving critical issues to closure. • Made data-driven decisions, demonstrating a strong understanding of information and data to identify and elevate opportunities. • Proactively generated new ideas and applied new technologies to address short-term challenges. • Embraced change and viewed difficult situations as opportunities for improvement, leading to an 10% increase in employee satisfaction. Show less
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Malone Workforce Solutions
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United States
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Staffing and Recruiting
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200 - 300 Employee
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Talent Acquisition Manager
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Feb 2013 - Dec 2016
• Managed the daily operations of 15 internal employees and 300+ external employees. • Determining current staffing needs and produce forecasts. • Resolve conflicts through contract negotiation, conflict resolution, arbitration, or meditation when required. • Negotiating collective bargaining agreements with the unionized customers • Managing grievance procedures to handle complaints resulting from disputes with temporary employees over the collective bargaining agreement, work rules, and the interpretation of a contract • Communicated job expectations and established goals to ensure personnel understood procedures, policies, and annual organizational objectives • Oversaw the recruiting, interviewing, on-boarding, training, assigning, and disciplining of employees; reviewed and wrote annual personnel evaluations for future contributions and compensation • Investigated and processed workers compensation; responded to unemployment claims, monitored Family and Medical Leave Act (FMLA) and Cobra, and maintained Occupational Safety and Health Administration (OSHA) logs when necessary • Developed new customer contacts while maintaining current customer relationships; generated sales leads and business development within assigned market area Show less
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Army National Guard
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United States
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Armed Forces
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700 & Above Employee
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Senior Human Resources Recruiter
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Jul 2008 - Oct 2014
• Partners with the leadership team to understand and execute the organizations human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.• Provides support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.• Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.• Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.• Creates learning and development programs and initiatives that provide internal development opportunities for employees.• Oversees employee disciplinary meetings, terminations, and investigations.• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Show less
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Human Resources Manager
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Jul 2006 - Jul 2014
• Partners with the leadership team to understand and execute the organizations human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.• Provides support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.• Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.• Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.• Creates learning and development programs and initiatives that provide internal development opportunities for employees.• Oversees employee disciplinary meetings, terminations, and investigations.• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Show less
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Education
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2015 - 2016
Oakland City University
Master of Business Administration (M.B.A.), Business Administration, Management and Operations -
2012 - 2014
Oakland City University
Bachelor of Science - BS, Business Management -
2012 - 2014
Oakland City University
Bachelor of Science - BS, Human Resources Management and Services -
2010 - 2012
Mid-Continent University
Associate of Science (A.S.), Business Administration and Management, General -
1995 - 1999
Owensboro High School
Academic High School Diploma
Community
