Dena Greenwald
Chicago
Summary
Dynamic, results-oriented Senior Talent Acquisition Partner with a proven track record of sourcing, engaging, and securing top-tier talent across diverse roles within the Healthcare and Consumer Products industries. Proven ability to build strategic talent pipelines, foster strong relationships with stakeholders and deliver exceptional recruitment outcomes in fast-paced, high-volume environments. Adept at leveraging data-driven insights and innovative talent acquisition strategies to meet organizational goals while ensuring compliance and a superior candidate experience throughout the full life-cycle recruitment process. Recognized for valued leader consultation, collaboration, and commitment to driving workforce excellence. Known for blending operational excellence with consultative insight to influence high-level hiring decisions, mentor teams, and drive innovation. Committed to optimizing recruitment workflows to improve efficiency, reduce time-to-hire, and deliver exceptional candidate experiences through data-driven strategies and best practices.
Overview
27
27
years of professional experience
Work History
Principal Recruiter
UNITED HEALTH GROUP/OPTUM
09.2021 - Current
- Accountable for full-cycle talent acquisition strategies for clinical and non-clinical roles across payer-provider and care delivery environments including strategic planning, candidate sourcing, screening & assessment, offer management and compliance documentation
- Develop and implement recruiting strategies aligned with organizational goals, partner with hiring leaders to define role requirements and success profiles, forecast hiring needs and create talent pipelines for critical roles
- Utilize advanced sourcing techniques (social media, job boards, referrals, networking), build and maintain relationships with passive candidates, leverage internal mobility programs and redeployment strategies
- Manage internal mobility and redeployment by advocating for internal candidates, resume coaching, prioritizing redeployment efforts to support talent stewardship
- Collaborate with People Business Partners and hiring leaders to structure competitive offers, balancing internal equity and market benchmarks
- Leverage technology and analytics (i.e., Taleo, Salesforce, Hirevue and DOMO) to optimize recruitment processes and improve efficiency
- Manage high-impact special projects beyond day-to-day recruiting, such as newly integrated business Recruiter training, new process implementation, Employee Survey results analysis/recommendations, Team Meeting development and facilitation, Recruiter Development sessions, Just-In-Time Coaching across enterprise, Virtual Career Event hosting
- Mentor and coach junior recruiters, fostering best practices and continuous improvement within the TA team
Human Resources Manager/HR Business Partner
Dyson Inc.
Chicago
01.2007 - 01.2015
- Serve as a strategic business partner with Finance, Supply Chain, Marketing, IT, HR, Logistics and Legal teams in planning and implementation of business plans, ensuring representation of people-perspective in business decisions so implications of decisions are understood, anticipated and proactively managed
- Provide feedback and recommendations to senior leadership on emerging trends within the labor market and the organization’s workforce, such as succession planning and employee development
- Plan and execute organizational changes to adjust to significant growth of the business; align organizational changes, workforce planning and business needs
- Assess the impact of business decisions on the workforce and provide solutions to optimize opportunities and mitigate consequences of decisions on the sustainability of workforce
- Delivered High Performance Team Development training and consultation using psychology-based approach
- Developed Dyson’s Performance Management program, successfully incorporating Root Cause Problem Solving, and designed and facilitated Performance Management training
- Successfully influenced the organization to conduct the first Employee Engagement Survey. Designed and managed the process including results/action feedback to the organization
- Partnered with the HRBP team to develop and design Dyson’s Career Path approach and tools, in improved employee feedback and improved employee retention
Recruiter
Dyson Inc.
01.2005 - 01.2007
- Developed and implemented recruitment strategy for entire organization, including full responsibility for managing recruiting budget
- Managed full cycle recruiting for all functional areas including marketing, sales, finance, customer service and accounting. Successful in meeting established hiring goals and reduction in time to fill open positions
- Ensured hiring practices are compliant with EEO policies and Affirmative Action plan requirements, through ensuring proper utilization of an applicant tracking system and candidate relationship management
Senior Human Resources Manager
Manor Care Health Services
01.2001 - 01.2005
- Led HR functions in two healthcare facilities, supporting 150+ employees
- Managed strategic recruiting initiatives which resulted in elimination of agency usage for staffing needs and significant reduction in staffing costs
- Implemented safety awareness programs and education which resulted in a significant reduction of employee injuries and 3 company awards for safety
- Conducted quarterly wage analyses to achieve competitive compensation structure
- Facilitated employee benefits enrollment and managed all leaves of absence
- Successfully implemented changes in the performance evaluation process to ensure that employees receive fair and timely evaluations
Human Resource Generalist
Glenbrook Security Services
01.1999 - 01.2001
- Supported 400-employee base, reporting to VP of Human Resources
- Engaged full life-cycle recruitment activities for non-exempt security personnel and manager-level exempt employees. Implemented successful changes to recruitment and selection processes, which resulted in a 47% increase in hire rate between 1999 and 2000
- Managed Employee Relations activities including conflict resolution between employees and coaching managers to ensure consistent application of company policies and employment laws
- Managed administration of health insurance benefits, COBRA, FMLA and personal leaves of absence
Education
Bachelor of Science - Criminal Justice
Bowling Green State University
Bowling Green, OHMasters - Social Work
Loyola University Chicago
Chicago, ILHuman Resources Certificate Program -
Society for Human Resource Management
Skills
- Strategic Talent Acquisition & Pipeline Development
- Full-Cycle Recruitment & Candidate Experience
- Stakeholder Relationship Management
- Talent Acquisition Technology & Analytics Proficiency
- Interviewing & Assessment Expertise
- Leader Consultation & Coaching
- Influencing Without Authority
- Diversity Hiring and Inclusion Strategies
- Negotiation and Offer Management
- Legal Compliance
Professional Affiliations Certifications
- Professional Human Resource Certification (PHR), 2004-2014
- Senior Professional Human Resource Certification (SPHR), 2014-2018
- Discovery Insights certified facilitator, 2015
- Society for Human Resources Management
- Human resources Management association of Chicago (HRMAC)
- Just In time Coach - UnitedHealth Group, 2025
Timeline
Principal Recruiter
UNITED HEALTH GROUP/OPTUM
09.2021 - Current
Human Resources Manager/HR Business Partner
Dyson Inc.
01.2007 - 01.2015
Recruiter
Dyson Inc.
01.2005 - 01.2007
Senior Human Resources Manager
Manor Care Health Services
01.2001 - 01.2005
Human Resource Generalist
Glenbrook Security Services
01.1999 - 01.2001
Bachelor of Science - Criminal Justice
Bowling Green State University
Masters - Social Work
Loyola University Chicago
Human Resources Certificate Program -
Society for Human Resource Management