MARCUS MATTHEWS

• Served as subject matter expert for Hiring Managers on talent acquisition and recruiting topics, employment processes, and other applicable requirements. Analyzed hiring needs, and worked to understand challenges of a role and its position in the organization
• Managed and closed over 30 requisitions per month with an 80% fill rate, I developed and implemented strategies to leverage or mitigate factors, sourced candidates for active and passive needs, and created custom outreach initiatives to engage candidates through suitable channels.
• Organized hiring events that resulted in over 100 candidates attending and filling over 20 requisitions.
• With high attention to detail, I made sure that background drug screening and all pre-hire processes were complete for each candidate.

• Managed the Career Development Program for a Sailor's command, acting as a bridge between the Sailor, their command, and other supporting Navy organizations management
• Directed and prioritized the daily work activities, training, and utilization of other personnel; evaluated work performance and counseled employees on human resource policies and processes, including professional development and technical proficiency training
• Planned, scheduled, and conducted projects and studies to evaluate and recommend ways to improve the effectiveness and efficiency of operations
• Used Metrics reporting to track employees' progress
• Being knowledgeable of ER issues, conducting disputes to recommend corrective action.

• Sourcing top financial talent; reviewing resumes with attention to detail and working with a diverse group of people via LinkedIn, Indeed, Handshake, and Beamary
  •Utilized the Workday HRIS system for managing and streamlining HR functions, HR planning, employee experience, engagement, and people analytics. Used expertise in employee laws, including Title VII, Discrimination, and the Disabilities Act.
  • Boots to Banking project- Coordinated with line of business leaders to assess recruiting needs for the year and discuss how different areas can benefit from military talent, resulting in an increase of 60 military hires over the course of two quarters.

• Worked with various leaders and managers from different lines of business to develop comprehensive training plans for new employees.
• Prioritized relationships and equip these leaders with essential skills and knowledge to excel in diverse environments with varying employees
  Consulted and built relationships with managers and team members of all personalities and levels on job functions and Wells Fargo policy and procedure. A 10% decrease in turnover through intensive retention analysis and management training
  • Used PeopleSoft to track and manage team members' progress. Worked closely with management to strategize sales techniques to increase branch production and customer service. Ensuring all compliance and underwriting guidelines are met, prioritizing and/or managing assigned pipelines to meet anticipated sales goals.