Wren Henry Email: wren.henry@icloud.com Phone: 703.859-4858 LinkedIn: www.linkedin.com/pub/wren-henry/1/a48/294/

PROFESSIONAL SUMMARY

Accomplished Talent Acquisition Executive who has lead highly focused and successful recruiting teams. Proven success providing technical, functional, and analytical expertise in talent acquisition, executive search and human capital management. Adept at collaborating with strategic leadership to design and implement solutions that enhance competitive positioning and support objectives for organic growth. Skilled and respected professional recognized for the ability to achieve buy-in from leadership teams ensuring processes are consistent with business objectives, growth, culture and values of the company. Highly knowledgeable about current recruiting trends, recruiting process outsourcing solutions, technologies and meaningful workforce analytics. Experience working for large global as well as fast paced entrepreneurial organizations. Vertical industry experience includes: Software, Technology, Information Services, Professional Services (Management, Strategy, Systems and Operations), Financial Services, Accounting and Executive Search.

Areas of Expertise

wTalent Acquisition Strategy wPerformance Management

wTeam Leadership & Motivation wProcess Improvement

wExecutive Search wWorkforce Analytics & Metrics

wInternational Recruiting wSourcing Strategies & Tools wATS Evaluation & Implementation wEmployment Branding wInterviewing & Assessment

wSocial Media Strategies wCompetency Modeling

wSuccession Planning wChange Management

HIGHLIGHTED ACCOMPLISHMENTS § Received the CARFAX Achievement Award 4 years in a row for building a successful talent acquisition team and

support systems that resulted in CARFAX exceeding it’s recruiting objectives with significant savings each year. § Transitioned an internal recruiting function at the Public Company Oversight Board (PCAOB) to an external provider

(RPO) while seamlessly hiring and leading a successful interim internal recruiting team that exceeded all annual hiring targets within 9 months. This was the first time in 4 years that the organization had met its’ SEC mandated recruiting goals.

WOLTERS KLUWER, New York, NY; Chicago, IL; Houston, TX 2012 to 12/13 www.wolterskluwer.com Wolters Kluwer is an information, software, and services company that delivers vital insights, intelligent tools, and the guidance of subject-matter experts to professionals in legal, accounting, tax, finance, and healthcare. The Company employs over 19,000 people worldwide and maintains operations in more than 60 countries across Europe, North America, Asia Pacific and Latin America. Executive Search & Talent Acquisition Strategy Consultant Recruiting Operations Strategy: Provided professional recommendations on the redesign of a global talent acquisition function transitioning from an external provider back to an in-house recruiting model for Wolters Kluwer Global HR organization. Contributed to implementation of new recruiter guidelines, operations manual, standardized recruiting processes/workflows and training modules. Collaborated on the development of enhanced metrics and reporting mechanisms to keep organization briefed on targets, activity and results of the newly redesigned recruiting function. Executive Search: Provided executive recruiting across international regions (US, EMEA, APAC) for the Global Staffing Organization. This included five subsidiaries: Wolters Kluwer Financial & Compliance Services; Wolters Kluwer CCH; Wolters Kluwer Global Shared Services; Wolters Kluwer Health and Wolters Kluwer Corporate Legal Services. Positions included C Suite, GM VP, VP and Director roles. SUCCESSES: − Successfully recruited candidates from Consulting (Big 4, Strategy, Management), Software, Technology, Fortune 500

and Publishing organizations significantly upgrading quality of candidates presented for positions. − Successfully filled leadership roles with high client satisfaction rates resulting in significantly reducing use of external

search firms. − Won recognition by CEO’s of two subsidiaries for filling multiple hard to fill roles with high caliber candidates.

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− Served as advisor to Human Resource Business Partners (HRBP), Head of Worldwide Talent and senior leadership to identify talent gaps and develop talent attraction plans to create diverse candidate pipelines.

PUBLIC COMPANY OVERSIGHT BOARD (PCAOB), Washington, DC 2010  -­‐  2012 www.pcaobus.org An entity created by the Sarbanes-Oxley Act to improve accounting standards and monitor the auditing practices of all public accounting firms who audit companies traded on any US Stock Exchange. Maintains 18 US Offices. Assistant Director of Human Resources, Talent Acquisition & Employee Service Operations Hired to transition a decentralized talent acquisition function to an external provider within a 12-month period while seamlessly hiring and leading the performance of a successful centralized interim internal recruiting team. Evaluated, managed selection process and implementation of Recruiting Process Outsourcing (RPO) while developing and executing a talent acquisition transition strategy. Provided operational leadership, drove continuous improvement and subject matter expertise to division leaders, recruiters, sourcers, and candidate care employees while consistently maintaining top-tier team performance and service levels prior to RPO implementation. SUCCESSES: − Lead vendor selection process for RPO; developed RFP and managed responses to vendors on the RFP. Served as

program manager for implementation of outsourcing program, involving reworking workforce plans, mapping internal staffing workflows and processes, creating recruiting operations manual and reworking job catalogs in line with industry standards and developing recruiting metrics to fit RPO model per statement of work.

− Hired and lead interim talent acquisition team that exceeded annual hiring targets for 2011 within 9 months with a robust pipeline of candidates carried forward into 2012.

− Lead change management and conducted pre-implementation training on new RPO processes to all stakeholders. − Lead the selection and implementation of PeopleFluent applicant tracking system for North America.

CARFAX , Fairfax, VA; Columbia, MO 2006 -­‐  2010 www.carfax.com A provider of Internet data and software services to banks, insurance, automotive industries, government agencies and consumers on automotive vehicles.

Ranked by Washingtonian Magazine as one of DC's great places to work 5 successive times! Manager of Recruiting Services Built and lead a talent acquisition team responsible for recruiting across the US and Canada. Partnered with the leadership to develop a strategic workforce plan that would support the organization’s goals for organic growth (37% annually over 4 years). Evaluated, developed, implemented, and enhanced tools, programs, and recruitment solutions related to recruitment process optimization. This included budget development, background check process, employment branding strategy, Applicant Tracking System implementation, exit interview program, referral program, metrics and reporting, and tools to support recruitment and talent development objectives. Responsible for recruiting market analysis, compensation analysis, technology evaluation and researching hiring trends and policies. SUCCESSES: − Exceeded aggressive hiring targets each year while maintaining expectations specific to cultural fit. − Reduced average time-to-fill from 79 to 42 days between 2006 and 2010. − Increased quality of hire resulting in reduction of turnover from 24% prior to 2006 to 8% for 4 successive years. − Improved confidence in recruiting function by creating dashboard metrics highlighting: Position aging, average time to

fill, percent of declined offers, recruiter and hiring manager metrics, improved quality of hire metrics, source identification producing quality hires, predictive modeling, dollarizing recruiting results and demonstrating the dollar impact of vacancies in revenue generating positions.

− Drove US program to reduce search firm spending by 95% by focusing recruiters on sourcing techniques. − Identified need and drove decision for new applicant tracking system and on boarding system. Served as project lead

over multiple teams from vendor selection through full implementation. AWARDS

CARFAX Achievement Award 2007, 2008, 2009, 2010 “Awarded by Leadership for consistently exceeding strategic objectives and goals.”

WREN HENRY ASSOCIATES, NY, VA, TX 2002 -­‐  2005

Wren Henry

 

3  Managing Principal/Consultant Provided executive search, project based contract recruiting and talent acquisition operations consulting services. State-of-the-art search methodology is provided to clients ranging from Fortune 500 global corporations, middle market businesses to venture-backed start-ups, across a range of industries and geographies. Advised clients on process improvements, performance management, workforce analytics, social media strategies, ATS selection and implementation, interviewing and assessment, sourcing techniques, and compliance.

MARKETBRIDGE, Bethesda, MD; San Francisco, CA 1998-­‐2001 www.market-bridge.com Strategy consulting firm providing marketing solutions to Fortune 500 companies in: Market Strategy, Market Solutions, Social Media & Digital Marketing; Sales Enablement; Loyalty, Retention & Cross-Sell; Market Intelligence and Analysis. Industries include: Technology, Telecom, Healthcare, Financial Services, Retail and Hospitality. Director of Recruiting and Development Created and lead new national talent acquisition initiatives, including experienced and campus hiring. Developed the North America experienced hire channel and facilitated a rapid scale up of MBA and undergraduate recruiting. Developed and implemented recruiting strategies, processes and policies allowing MarketBridge to meet its recruiting objectives. SUCCESSES: − Designed and lead MBA recruiting for Associates and Summer Interns from the top MBA programs in the U.S. − Developed, implemented and gained support for new structured interview and assessment process. Included:

competency identification, pre-interview questionnaires, structured competency model behavioral-based interviews, standardized case studies and evaluation tools to assess candidates competencies and fit.

− Co-Led concept, creation and rollout of recruiting re-branding initiative still used today. Collaborated with company stakeholders and design firm to produce final design, copy and collateral recruiting materials.

− Revamped internal referral and networking program resulting in 25% increase in internal referrals.

RUSSELL REYNOLDS ASSOCIATES, Washington, DC; New York, NY 1995-­‐1998 www.russellreynolds.com Retained search firm consistently ranked as one of the top five search firms worldwide with operations in the United States, Canada, Latin America, Europe, Asia, and Australia. Senior Associate Responsible for directly managing and executing senior level searches ranging from Director to C-level across a variety of functions. Industries included: Technology, Software, Life Sciences (Pharmaceutical, Biotechnology and Medical Devices) and Professional Services (Management, Strategy, Systems and Operations). Experience was global and included North America, EMEA, and APAC assignments.

PAUL TITTLE SEARCH GROUP, McLean, VA 1994-­‐1995 www.paul-tittle.com Boutique retained search firm focused on executive recruiting for: Defense/Aerospace; E-Commerce/ Internet; Intelligence Community; Healthcare, Biotechnology; Information Technology/ Software; Professional Services/ Management Consulting and Telecommunications Senior Executive Search Consultant Led executive search assignments in Information Technology, Software, Engineering, E-Commerce and Telecommunications industries.

EDUCATION AND CREDENTIALS

Virginia Commonwealth University, Bachelor of Science, Psychology/Biology Covered 100% of college expenses by working full-time.

Ithaca College, Physical Therapy Honors: Emerson Academic Scholarship Recipient

SPHR, HRCI 2013 (Sit for exam in December)