Fri, Oct 30 2020

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Service Provider

Ola  Ismail-Alabi

Name: Ola Ismail-Alabi

Address: Austin United States

Ratings: 0

Reviews: (0)

Primary Service: Recruitment

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My Information:


Result-driven HR professional with over 8 years of hands-on recruiting and staffing experience and proven track record of success with implementing strategies in line with organizational objectives; particularly in fast-paced, transforming environments. MSc in Human Resource Management and has worked across government, non-profit, and private sectors globally. Proven record of success with talent management, staffing, recruitment, full cycle recruiting, talent sourcing, hiring and retention. Experience with diversity and inclusion programs and initiatives. Strong customer service emphasis with experience in providing HR advice and counsel to hiring managers and personnel on matters related to fair hiring and selection practices. Vast experience with applying strategic approach to resolve complex recruitment and staffing issues and recommend solutions in line with organization policies. Strong background in HR policy development and implementation. Experience with candidate sourcing and profile matching. Introduced new recruitment strategies and programs resulting in 20% increase in quantity, quality and diversity of recruits. Knowledge of federal and state employment laws.


Supervisory Program Specialist
Oct 2019 – Present

-Texas Parks and Wildlife Department-
Senior Talent Sourcing Specialist
Jan 2018 – Oct 2019

Senior Talent Sourcing Specialist
Jan 2018 – Oct 2019
Coordinate and administrate government agency’s talent sourcing programs
Developed and implemented the official Recruitment Representative Program in line with the Recruitment Strategic Plan
Designed the training curriculum and conducts trainings for field staff members
Develops and leads recruiting strategies to attract well qualified diverse candidates
Attends recruitment fairs to market agency as an employer of choice to potential candidates
Builds relationships with hiring managers to execute recruitment strategies to support workforce needs
Develops interview questions and participates on interview panels for executive level positions
Utilizes agency ATS, social media, and job boards to source, track and manage candidates
Counsels managers on recruitment matters including diversity and inclusion and fair hiring practices
Builds relationships with external organizations to promote agency recruitment opportunities
Works with candidates and hiring Managers to attract qualified candidates for open positions
Plans recruitment events to better market agency opportunities

-Moelink Company Ltd.-
Human Resources Manager
Jan 2014 – May 2017
Executed the planning and implementation of overall business strategy to revive and drive the company back to profitability following a period of turbulence
Restructured business to include new HR strategy to support long-term business goals. Included infusion of new: talent, organizational design, equipment, policies, and procedures
Implemented robust change management practices to influence staff and drive the company in the new direction
Through vigorous management and implementation of dynamic HR strategies, successfully returned the business back to profitability and increased business cash position by over 100% in 6 months, improved employee performance and efficiency, created a new company culture, decreased shrinkage and theft, realized savings for the company
First point of contact for all HR related issues including but not limited to: (employee relations, talent management, policy design and implementation, payroll, budgets, loss prevention, community engagement/company culture, rewards and compensation, performance management, employee development, federal/state government agency compliance, recruitment, staffing.)
Updated pay scale and modified salaries to reflect market rates, with increases of 10-20%; resulted in boost of employee morale and over 50% increase in performance and productivity
Created and managed budgets for operational expenses, payroll, community relations, and tariffs; ensuring company maintained positive financial position
Maintained and developed daily/monthly/quarterly expense and profit reporting system to identify areas of loss
Improved the company culture through hands-on staff engagement, role reversals, team building exercises, new bonus structures, new staff ID cards and uniforms (branding), incentives (production competitions, monetary rewards) and career progression opportunities
Negotiated new contracts with service providers and tariffs with regulatory bodies, saving the company over 50% in costs

-Stroke Association-
Human Resources Generalist (Volunteer)
Jan 2013 – Dec 2013
Administered front-line support to the HR department of non-profit organization
Managed data processing of payroll, attendance, leave, compensation, benefits, new hire
Systematically audited HRIS (PS2000) to ensure accuracy of data
Negotiated contract and successfully transitioned organization to new childcare voucher provider, resulting in 50% savings to the organization
Advised managers and personnel on implementation of HR policies and procedures
Thoroughly managed new recruitment campaigns from job posting to interview, selection and onboarding
Championed a project to identify root cause of high employee turnover. Researched and formally presented sound data to management team, resulting in a change in organizational culture and further reduction in turnover
Collaborated with management to develop and implement HR policies in support of the organization’s objectives

-Pals Staffing Co-
Human Resources Generalist
Jan 2008 – Jan 2013
Delivered staffing and recruitment service to current clients by driving the company’s recruitment and staffing methods forward using various strategies such as social media, university/government relations, career fairs, employee referral programs, mobile outreach, and internship programs. Resulted in a 20% increase in the quantity and quality of recruits
Conducted full cycle high-volume recruitment campaigns to provide staff for clients (job posting, screenings, interviews, background/reference checks, job offer, onboarding)
Point of contact for all HR related functions (payroll, benefit claims, invoicing, and payment, government reporting and compliance, employee relations, employee reviews)
Implemented a robust talent management initiative through identification of talent, training, development and promotion
Supervised HR system audits to ensure compliance with federal and state labor and employment laws
Developed key indicators for performance management which were used to implement employee development programs, performance management, compensation, and reward
Assessed monthly/quarterly/yearly reports to balance scheduled/billed invoice hours resulting in reduction of company’s losses by 10%
Administered quarterly and refresher training sessions while designing training modules which included research into new healthcare practices and procedures
Acted as mediator by managing client relationships and resolving complex staff/client disputes
Advised clients on issues related to best practices such as employee engagement and strategic staff planning
Oversaw contract negotiations and acquisitions; successfully negotiated and acquired 5 new clients, generating new revenue sources, and contributing to the growth of the company
Designed and implemented a cloud based scheduling system for scheduling employees for shifts

-Verizon Wireless-
Data Technical Coordinator (Point of Contact)
Jan 2004 – Jan 2006
Specially selected by department supervisor to manage a team of 10 associates (as Point of Contact)
in a call center environment
Monitored daily call and attendance statistics to ensure adherence with set goals
Graded and assessed call quality using the CSTS model, while providing support through training, 360-degree coaching and feedback
Successfully improved team’s statistics and scores by 50% during the project
Referred by supervisor to apply for open supervisor role
HR functions such as (payroll, maintenance of employee files, employee relations, employee development, performance management, training/coaching)
Conducted staff meetings to motivate employees and introduce/educate on new products and data
solutions, further improving the customer service experience
Collaborated with management and became an advocate for team to bridge the gap between personnel and management. Collectively identified root causes of personnel issues and advised upper management on solutions
Resolved customer disputes through manager escalations
Recognized for Perfect 10 CSTS scores, low AHT, and 100% adherence
Provided exceptional technical support for internal and external voice and data product customers

-Bank of America-
Client Associate
Jan 2003 – Jan 2004
Processed customer banking transactions: deposits, withdrawals, check-cashing, electronic transfers, CD/IRA deposits and redemptions, savings bonds, closing and opening accounts, deposit reviews, commercial transactions, etc.
Worked with Loss Prevention to analyze and identify losses in the banking center. Provided quality customer service to a variety of consumers through customer help desk
Assumed the role of team coach to motivate team in exceeding customer satisfaction, and sales goals. Used 360-degree coaching approach in training fellow associates. Maintained goals for associate referral program

Co Op
Jan 2001 – Jan 2002
Supported HR team by performing administrative duties (i.e. answering phones, filing, typing, etc.)
Managed HR team database
Generated and maintained monthly activity reports, processed expense reports, conducted monthly enrollment fairs, scheduled monthly staff meetings, ordered marketing materials, promoted new products


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