I'm proud to contribute to the launch and adoption of Microsoft's first-ever internal talent marketplace, transforming how over 200,000 global employees explore and grow their careers.Designed and launched a SharePoint site that serves as the entry point for all 200,000+ employees into Microsoft's internal talent marketplace, housing essential readiness materials and feedback mechanisms. Partner with the HR tech and engineering teams to ensure seamless integration of the site with our AI Copilot, enhancing the digital employee experience.Co-led the development and deployment of a feedback and sentiment survey to gather actionable insights and continuously improve the user experience.Manage a dynamic Champion Network of 200+ ambassadors, empowering them to drive on-the-ground adoption and engagement of the platform.Spearheaded the programmatic implementation of learning sessions, guiding 23,000 employees in the pilot audience to navigate the platform and maximize its benefits.

Support the HR CVP of Gaming (direct report to CHRO) in leading people strategy for 7,000+ global employees by operationalizing the HR people plan and running a rigorous and disciplined rhythm, constantly extrapolating data insights that accelerate our momentum against key people priorities, optimizing operational processes, increasing HR productivity and capability, and creating enablers to foster a strong and vibrant HR community.Partner with the HR leadership team to develop and execute planning processes, ensuring coordination with corporate planning processes as well as planning integration across the broader organization.Build relationships with cross-company COEs to manage team participation as needed for key business events, next fiscal year planning, running business reviews, and other strategic business planning activities. Monitor the HR team's health via employee surveys and supports the leader in responding to team culture issues, as well as promoting culture initiatives. Develop internal and external executive communication for the HR CVP of Gaming.

Led the full cycle recruitment process for Corporate, Technology, and Operations roles which resulted in filling executive level roles and software engineering positions; developed strong relationships with Chief Technology Officer, Chief Compliance Officer, SVPs, and Directors to forecast recruitment needs and implement effective recruitment strategies.Directed the optimization, management, and deployment of the annual performance review process globally in partnership with senior executives which reduced the number of review forms from 7 to 1, and designed a new Self-Evaluation form (86% completion) and Manager Review form (98% completion).Built CURO’s first internship program in collaboration with the Chief HR Officer, Chief Risk Officer, and Talent VP to improve our early career pipeline and promote our employer brand via building relationships with key universities.

Partnered with C-Suite executives to revamp our talent strategy; implemented comprehensive programs and practices which reduced time-to-hire by 80%, established processes to improve the candidate experience, succession planning, competency framework, talent reviews, and identify critical roles and high potential talent.

Directed the recruitment, development and retention of 30 Emerging Leader Associates across the US; structured rotational assignments in partnership with senior executives (EVP+) while managing a $2 million program budget.Proactively collaborated with Data Science Partner to redesign our talent assessment and management strategy to address issues around top talent identification and career pathing, compensation equity, and D&I practices.

Partnered with Managing Director/EVP of African Markets to design and deploy a competency assessment to address key talent gaps, inform workforce planning and training programs; project scaled to Kenya, Cameroon, Ivory Coast, Ghana, Nigeria, and Uganda (impacting +1000 employees). Collaborated with executive leadership to design organizational structures, change management strategy, and compliance with labor law regulations for the reorganization of the commercial department into two separate Client Delivery and Sales teams (+100 employees).

Enhanced the recruitment process via automation, digitization, and manager enablement which reduced the time to hire by 78%. Created the first business case competition program at two Tier I universities, resulting in over 10 full-time hires, future pipeline for critical business units, and enhanced employer brand. Developed a leadership program in partnership with the Managing Director and executive team to retain and grow high potential employees across the commercial, corporate, and operation functions, with over 40% of program alumni receiving a promotion into senior leaderships roles.

Over a two-year period, I rotated through four positions with Nielsen businesses to help attract, engage and develop the talent needed to grow and help our clients compete more effectively.Fourth Rotation: Talent Acquisition & Management Dubai, UAE• Co-led the development of the first global internal talent mobility team for Nielsen’s Emerging Markets which spans across 60 countries.• Exceeded expectations in filling high growth roles for this market which impacted approximately $5 million in incremental revenue.• Nielsen was awarded the International Business Excellence award in recognition of our talent mobility campaign across Emerging Markets. Out of 136 entries across 24 categories, Nielsen won first place in the Employer category.Third Rotation: Client DeliveryChicago, IL, US• Delivered valuable insights to Kraft Heinz and Kimberly Clark on business performance, consumer targets, and strategic growth opportunities. A key achievement includes the enhancement of Kimberly Clark’s capability in precision targeting that helped mitigate a $16 million net sales loss.• Lead the development of the first Client Delivery Junior Executive Committees.Second Rotation: HR Business PartnerChicago, IL, US• Provided leadership and expertise for the full scope of HR functions, including Organizational Development, Talent Management, and Compensation & Benefits.• Designed a learning series focused on business consultation and client engagement to help generate revenue growth and create a selling culture for Nielsen’s Multicultural Client Services team.First Rotation: Talent Engagement & DevelopmentNew York, NY, US• Managed the redesign of an onboarding site that touched over 9,000 North America associates.• Co-led the global deployment strategy of Nielsen’s first Manager Excellence program for 3,000 people leaders across the Operations and Technology functions.