Please welcome: aedhr.com, the homepage for my people operations consulting.I’ve always enjoyed sharing initials with the Automatic External Defibrillator, and when I thought about how I hope to contribute to organizations, it felt like a perfect fit: providing an additional source of energy to help bring organizations back to life.I consult on all of my favorite areas of People Work: hiring, onboarding, employee experience, and performance. I hope that with support in these areas, we can create organizations that are more inclusive and engaging for all employees.Ready to get to work? You can reach out to me at hi [at] aedhr.com

Inclusion At Work Accelerator:We are helping startups build their DEI foundations, authentically and sustainably. Sign ups are open for our first cohort!Startup Recruiting Bootcamp:Recruiting is hard, and we want to make it easier, especially for early stage startups. Oftentimes, founders or hiring/operations managers are taking on the bulk of the recruiting work - without much experience. We want to make the recruiting secrets more accessible because arguably one of the most important parts of building a business is hiring well.

The Hub Project builds coalitions and provides resources, capacity, infrastructure, and expertise to partners in the progressive movement. With experience in communications, digital, organizing, and research, we bring our skills to advocacy campaigns working to strengthen our democracy, protect access to health care, and ensure the economy works for everyone. We work closely with partners across the progressive movement to add value behind the scenes and propel campaigns across the finish line.I work on all things People & Culture: hiring, onboarding, employee engagement, people analytics, program design, headcount management, offboarding, and more. Primarily, my goals are to ensure we are upholding our commitments to all our values, especially "Remember the human" and "We all rise together".

U.S. Digital Response puts highly experienced, pro bono technology and comms teams to support public servants responding to the COVID-19 crisis. Our volunteers help governments get the tools they need to deliver critical services to the people who need them. We’re a non-partisan effort; if you think we might be of service, let us know at info@usdigitalresponse.org.The pandemic has impacted individuals differently based on race, income, gender, location, disability status, etc., and marginalized communities have been impacted, on average, more severely. We want to be sure the COVID-19 response adequately accounts for these perspectives, so I'm acquiring data, writing guides, and researching best practices to share with our volunteers to ensure we're truly supporting everyone.Join us: https://www.usdigitalresponse.org/volunteers

The 2.5 million members of NARAL Pro-Choice America fight for reproductive freedom for every person in every state. Each day, we organize and mobilize to protect that freedom by fighting for access to abortion care, birth control, paid parental leave and protections from pregnancy discrimination.Like 7 in 10 Americans, we believe abortion must remain legal and accessible. We are the foot soldiers who work to ensure that abortion access is not only protected, but expanded for every American. Since 1969, our member-driven campaigns have propelled political and cultural change at every level, from the statehouse to the White House.I am focused on supporting the NARAL Pro-Choice America team internally - ensuring they have everything they need so that they can prioritize the hard work of advocating for reproductive freedom for all Americans. As a member of the HR team, I manage HR, recruiting, and onboarding processes.

First - and often only - business partner focused entirely on creating a welcoming employee experience; advising business leaders on best practices to improve representation and retention while the company scaled from 450 to 2000+ employees. Used EEO and other self-identification data to shape programs and initiatives (e.g. pipeline goals and mentorship programs). Partnered with Employee Resource Groups and company leadership to redesign internal programming and educational opportunities to align with and surpass best practices in the US as well as EMEA and APAC. Created resources, including trainings, to guide hiring managers who want to diversity their teams and promote inclusivity. Designed a program that promoted empathy and connection between employees with different backgrounds and experiences by creating spaces to share personal stories and facilitating difficult conversations about identity differences.

Inclusive Recruiting:Architected "Candidate Review" program that improved hiring practices for the engineering org. (All interview feedback was reviewed by a small group of calibrated leaders after every onsite interview so that consistent hiring decisions were made across teams.) Designed 3 iterations of this process in order to scale with our hiring goals. Managed this program for 1.5 years until it was efficient enough to pass on to recruiting coordinators for ongoing management.Formalized leveling guidelines to reduce risk for pay inequity based on leveling. Analyzed pipeline trends to recognize potential biases and blockers, especially for underrepresented candidates.Authored a blog post, about how to diversify pipelines for early startups, to contribute to changing the demographics in tech. Diversity Pipeline:Collaborated with the recruiting team to help diversify pipelines and create an inclusive process for candidates. Established methods for tracking representation throughout the pipeline and managed sourcing processes including creating best practices for cold-sourcing and engaging hiring managers by setting ambitious targets and designing sourcing education.Partnered with organizations like Paradigm, Path Forward, Code2040 to build stronger pipelines for roles across Stripe.University Recruiting and Operations:Built a hiring dashboard to track key university hiring metrics. Managed university recruiting for two schools (Harvey Mudd College and Georgia Tech) and two events (Grace Hopper Conference for Women in Computing and Out4Undergrad). Created a rubric for evaluating which schools Stripe should visit for recruiting.

Schedule onsite interviews for business, technical, leadership, and university candidates and provide excellent candidate experience through detailed communications and attentive day-of-interview care. After a few months of training, took over full-cycle recruiting for 2 roles (Business Operations and Risk Underwriter) while also managing operations projects and day-to-day scheduling. Designed and shipped our candidate preparation documentation to create a more inclusive interview process.

I served as the first contact for candidates during the recruiting process and always tried to ensure they had a great experience by responding in a timely manner, thoroughly answering questions, and maintaining a friendly disposition. I reviewed and edited candidate resumes to tailor them to specific positions. I conducted phone screens to learn about candidates' interests and gauge what positions will best fit with their background. I sourced candidates for roles including Office Managers, Operations Managers, Recruiters, and Customer Success Managers. I managed all social media presence (Twitter, LinkedIn, Facebook, Instagram, and Medium). I managed the Bloom Talent Blog, #bloominspires, and curated relevant content for our candidates and clients. I also administered the Bloom Talent website using Squarespace, responsibilities ranged from minor alterations to generating listings and content updates. I also designed and implemented an agile scheduling process using Trello to ensure that every step of the process was covered at all times and all team members could be aware of the progress for individual candidates.

As the Office Ops Coordinator, I worked to make sure that the office ran smoothly and made everyone's lives easier. I was responsible for a lot of the onboarding experience and successfully improved and streamlined the process allowing new hires to be integrated seamlessly into our culture. I worked with our recruiting coordinator to source candidates, schedule interviews, and provide excellent applicant experience. I arranged travel plans (flight and hotel) for company leadership and candidates regularly. Additionally, I managed meetings with board members, customers, and candidates and worked to make guests happy to be visiting! I was also capable of successfully troubleshooting many common OSX problems and was dubbed the "unofficial IT department".

I worked with approximately 10 (or more) Scripps students a week to edit cover letters and resumes, help with their job and internship search processes, and assist with improving networking tactics. Additionally, I worked with 4 other career consultants and 5 full-time staff members to execute projects and special events.

I published 400-600 word blog posts weekly for the Scripps' Career Planning and Resources blog, "Beyond the Elms" about my personal career development. My blog posts received, on average, 150 views on the day they went live, meaning my blogs drove more than 40% of the blog's incoming traffic (around 1,400 views a month). Our blogs are written for the Scripps' community and are intended to create dialogue regarding different experiences with career planning. I also worked with other members of the Career Planning and Resources team to provide Scripps students with resources that will help develop their future plans.

I attended training seminars to learn how to help survivors cope with sexual assault, rape, domestic abuse, and childhood abuse. The Advocates worked together to plan events to raise awareness about sexual assault issues on campus. We took an intersectional approach to address issues of sexual violence on campus. I also assisted in developing and executing an on-campus warm-line for survivors of sexual assault.As the Community Building Team Lead, I designed 10 hours of training to encourage community building within Advocates.

I was part of the newly revamped Admissions Ambassador Team at Scripps College. I gave several tours of Scripps' campus every week in order to educate prospective students and families about Scripps. I also assisted in planning and execution of special events for prospective students on Scripps' campus. As a team, we continually worked to improve the program and looked for new and better ways to promote Scripps.

The summer before my sophomore year I underwent a week of leadership training focused on helping students resolve conflicts, cope with crises, adjust to the college environment, address issues of oppression, and enhance the Scripps College community. I assisted in coordinating the New Student Program for first year students and transfer students, welcoming them to the Scripps Community. I served as a personal point of contact for seven first year students to help them adjust to college and navigate the campuses as well as college life overall. I worked with the Residential Advisors to plan monthly events to create a safe and fun environment for all students.

I worked closely with the Operations team to ensure that Originate has an effective and fun work environment. I helped conceptualize and implement a company-wide diversity initiative to foster inclusiveness and communication by focusing on improved recruiting techniques, transparent and welcoming internal culture, and public relations. I continually worked to revitalize the company intranet to facilitate communication across the company internationally. I also assisted in redesigning new methodology to improve company onboarding. Additionally, I had the opportunity to work with the Operations team to plan a 3-day retreat for 120 employees and personally managed AV setup/troubleshooting for company-wide meets and C-suite presentations.

I assisted in creating training seminars for peer mentors within the company in order to teach important skills like how to use inclusive language, establish community norms, and create goals to improve and advance the company. I helped create a peer mentor guide containing information on managing situations ranging from eating disorders to conflict resolution. I worked with other members of leadership to address problems of retention and culture within the company. I also organized events for team members to improve cohesion and inclusivity within the company. I created the company newsletter, and publish it monthly, to keep team members fully informed about what is happening within the company, and specifically within our leadership committee, in order to encourage transparency and communication through all levels of the company.

I was responsible for the financial organization and management of a 120-member dance company. Doing so involved collecting dues and negotiating dues with team members who are in need of financial aid/assistance. As a member of the CCBDC Advancement and Engagement team, I worked with the other members to plan three major community events and two donor events per semester. I also created a newsletter for donors to keep them informed about the company.

I have accumulated 500+ volunteer hours at the St. Louis Zoo over three summers. I was one of five interns at the Primate House for Summer 2012 and Summer 2013. I was responsible for care, maintenance, enrichment, and observation of 70 monkeys and lemurs. During my time in the Primate House I successfully optimized keeper workflow and interacted with zoo visitors daily. I helped execute an annual event, "Primate Awareness Weekend," to educate visitors about animals and conservation efforts. I also conducted and compiled survey results regarding the event.