• Created and implemented a comprehensive DEI strategy that aligned with organizational goals and fostered a culture of inclusion in a fast-paced tech consulting environment. Enhanced the strategy to incorporate the firm’s Corporate Social Responsibility initiatives, resulting in a notable employee net promoter score (eNPS) of 30+, reflecting improved employee engagement and overall satisfaction.• Expanded cultural initiatives across EMEA and APAC regions by tailoring our approach (programming, communications, initiatives) to diverse cultural contexts while aligning with global objectives, significantly enhancing employee engagement and representation. Achieved over 150% growth in organic global ERG membership within one year through an improved ERG framework.• Designed and directed global DEI training programs and learning experiences in partnership with our L&D and TA departments that empowered employees with the skills needed to promote inclusive behaviors including unconscious bias training for those involved in hiring decisions and inclusive leadership training for our people managers, reaching a companywide attendance rate of over 80% across the different modules offerings. • Advised on inclusive talent acquisition strategies, enhancing job descriptions, interview processes, and evaluation criteria to mitigate bias and attract diverse candidates in a competitive labor market.• Lead organizational change efforts as part of our EVP that promote DEI as a business imperative, enhancing the firm’s reputation as an employer of choice within the tech consulting industry.

• Developed and implemented new self-identification categories for gender identity, pronouns, and sexual orientation to enhance the firm’s inclusive culture.• Identified enhancements to performance management processes, including revising review criteria and introducing unconscious bias one-pagers for reviewers, ensuring fair evaluations and support for diverse attorneys to boost retention.• Collaborated with marketing and business development teams to create DEI pitch decks, one-pagers, and a microsite, enhancing the firm's visibility and reputation within diverse communities.• Managed and mentored a team of DEI professionals, guiding them in alignment with established professional development plans.

• Managed 125 internal and external diversity data reports, including surveys and client requests, representing a 150% increase in output.• Developed and implemented data reporting structures (dashboards, databases) to evaluate the efficiency and effectiveness of D&I initiatives, supporting management-informed business decisions.• Conducted regular audits of DEI practices to ensure adherence to ADA and Title VII standards, resulting in proactive adjustments to hiring and retention strategies.• Oversaw a departmental budget exceeding $7M, managing its full lifecycle including development, tracking, forecasting, and vetting.

• Managed over $500K in strategic external partnerships with 10+ organizations to recruit, retain, and develop diverse talent, including diversity recruiting conferences which resulted in over 100 new diverse hires across various business units (IT, HR, Operations).• Led the global development and expansion of six Business Resource Groups (BRGs) and 24 chapters across the U.S. and EMEAI, ensuring compliance with policies and guidelines. • Acted as a subject matter expert for HR functions, integrating diversity metrics and practices into talent acquisition, talent management, and leadership development processes.• Oversaw the administration of multiple external D&I surveys and implemented communication strategies to enhance United’s visibility via external recognitions and awards.

• Performed comprehensive data analyses and created diversity dashboards tailored for C-suite executives to inform strategic decision-making.• Designed and implemented an annual performance review process for United’s Business Resource Groups, enhancing accountability and effectiveness.• Developed briefing documents, branded materials, a Transgender Resource Guide, and presentations for leadership to educate on and showcase ongoing and upcoming D&I initiatives across the organization.

• Provided comprehensive administrative support for all D&I initiatives at corporate offices and hubs, encompassing employee networks, policy enhancements, and reporting requests.• Facilitated over 50 internal and external D&I engagement events, including heritage month celebrations, speaker series, and panel discussions, enhancing organizational visibility and participation.• Researched diversity best practices to offer strategic recommendations, contributing to the continuous improvement of D&I efforts within the team.

• Conducted in-depth analysis and assessment of organizational survey data, employing data coding techniques to derive actionable insights.• Transcribed and translated a variety of documents, including surveys and responses, ensuring clarity and accessibility of information.• Facilitated focus group discussions to identify and address critical challenges faced by clients, fostering collaborative problem-solving and strategic recommendations.

• Conducted a policy inventory and developed a consolidation proposal for a client undergoing a company merger. • Assisted in the development of a Rewards and Recognition program strategy. • Developed a survey and analyzed the data in order to track the progress of a Change Management initiative for a client.• Supported the team during the initial strategy development stages for a client undergoing an organizational restructuring.

• Analyzed HR metrics to uncover insights and trends.• Entered and evaluated program evaluation data for our Supervising for Success and Managing for Success programs.• Monitored training completion and content development for Terex University.

• Event coordinator for the Engineering Department (seminars, poster competitions, etc.).• Responsible for the recruiting and selection of all new faculty members. • Implement new strategies and ideas to improve departmental procedures.

• Rated individual assessment tests for the Chicago Police Department. The results of the assessment determined promotional opportunities for employees.