As the most senior member of the People Team, I reported directly to the COO (previously CEO) and was responsible for hiring and leading a team of HR professionals. Together, we were responsible for crucial HR initiatives, including HRBP strategy, payroll, benefits, staffing and retention, organizational development, and enhancing the employee experience. Over time, I served as the primary business partner to 10 executives and over 220 employees globally, ensuring that our HR strategies were aligned with the needs of the business.One of my key objectives was to foster a culture where HR is viewed as a strategic collaborator, a solutions-driven partner, and a mindful, trusted advocate for all. This involved promoting an environment where continuous learning and executive coaching programs were normalized, which helped to increase retention and further employee and leadership development.I formulated performance management and compensation philosophies that boosted productivity, retention, and morale. This was achieved through the utilization of benchmark data and transparent communication methods, ensuring that all employees understood how their performance was being evaluated and rewarded.I also supported organizational efficiency through multiple team restructures, which resulted in a 25% decrease in the workforce. This challenging process forced us to create a morale-boosting work culture through strengths-based employee development.Finally, I established a long-term strategy to support corporate priorities, build bench strength, increase talent mobility, and retain top talent. This was achieved through the use of 9-Box Talent Assessment, 360 Performance Reviews, and real-time feedback. As a strong advocate for people analytics, I used data-driven decision-making to support and increase employee satisfaction.

In my role as Sr. Manager of People Experience, I focused on strengthening employee development by creating a strategic plan centered on career pathing and training opportunities. This plan informed the performance management process, fostering both personal and professional growth. I worked in close partnership with business leaders to ensure that our strategies were aligned with the needs of the business.I also enhanced the onboarding experience for all new employees by introducing a phased survey approach. This approach allowed us to gather feedback from new hires and inform hiring managers of their success. Based on this feedback, I was able to make recommendations on program improvements and best practices, ensuring that all new employees felt welcomed and supported from day one.In an effort to broaden the scope of employee relations, I tied the people and business strategies together through expert advice and coaching across all levels. This involved organizing targeted employee events that fostered a sense of community and engagement within the company.Through the analysis of engagement survey data, I developed successful retention strategies. This involved creating action plans with the input of employees through focus groups and implementing stay interviews for additional qualitative data. These strategies ensured that we were addressing the needs and concerns of our employees, ultimately increasing retention and satisfaction.Finally, I codified team effectiveness and change management procedures to develop organizational alignment with business objectives and organizational strategy. This ensured that all teams were working towards the same goals and that any changes were managed effectively and efficiently.

As the first HRBP at quip, I had the unique opportunity to lay the groundwork for the HR function within the company. My role involved providing regular guidance and consultation on policies and procedures across all levels of the organization, with a focus on harmonizing responses to employee relations issues. This approach allowed us to maintain consistency and reach more equitable resolutions to grievances.One of my key responsibilities was to collect and implement team feedback. This feedback was invaluable in identifying areas for improvement and recommending corrective action to senior leadership. This proactive approach ensured that we were always striving to improve our processes and procedures, ultimately enhancing the employee experience.In addition to this, I oversaw investigations into discrimination, sexual harassment, and other workplace claims. This role required a high level of sensitivity, discretion, and fairness, and I was committed to ensuring that all employees felt safe and respected in their workplace.I also led all aspects of leave administration, disability programs, and health benefits. This involved ensuring that all employees had access to the benefits they needed and that they understood how to make the most of these benefits. This role required a deep understanding of various benefits programs and a commitment to employee well-being.Finally, I initiated an employee engagement survey to measure critical KPIs focused on satisfaction, retention, and diversity and inclusion. This survey provided valuable insights into how we could improve our practices and create a more inclusive and satisfying work environment for all employees.

As a People Manager and human Resources Business Partner, I led a team of 4 employees, including 3 HR generalists and a workforce planning manager. Together, we supported a nationally distributed team of over 30 senior leaders and 450+ staff across all levels. This role required strong leadership skills and a deep understanding of HR practices and principles.I managed a multi-million dollar merit and APB budget, presenting annual compensation plans to senior leaders. This involved careful budget management and strategic planning to ensure that all employees were compensated fairly and competitively.One of my key achievements was the production of over 50 people engagement and connectivity initiatives. These initiatives focused on diversity, equity, inclusion, and belonging (DEI&B), staff councils, voice of the employee, "health checks" to diagnose focus areas, and intervention programs. These initiatives were designed to improve retention and satisfaction, and they played a crucial role in creating a positive and inclusive work environment.I also developed a market-wide Global Mobility assignment program. Working with Global HR Teams, I sourced, selected, and evaluated over 40 candidates to work in the US on strategic projects and long-term assignments. This program provided valuable opportunities for employees to gain international experience and contribute to the success of our global projects.

As an HR Generalist, I formulated a pay equity strategy for a nationally distributed and highly diverse workforce of over 3,000 employees. This strategy was designed to ensure that all employees were compensated fairly and equitably, regardless of their location or role. This required a deep understanding of compensation practices and a commitment to diversity and inclusion.One of my key achievements was saving over 1,000 hours annually by leveraging extensive data sets and identifying inefficiencies within the HR Operation. This involved analyzing processes related to employee relations, performance management, training, learning and development, onboarding, scheduling, and staffing. By identifying and addressing these inefficiencies, I was able to streamline our processes and save valuable time for our HRBPs supporting the business.In addition to this, I saved over 400 hours annually by developing a salary planning template using advanced Excel functions. This template simplified the salary planning process and allowed us to make more accurate and efficient compensation decisions.Finally, I created easy-to-understand dashboards summarizing HR data. These dashboards allowed leaders to quickly access the information they needed to make informed decisions. This not only saved time but also improved the quality of our decision-making processes.

As a Talent Acquisition Specialist, I aggregated market recruiting data to determine targets and identify potential candidates. This involved analyzing industry trends, competitor strategies, and labor market conditions to inform our recruitment strategies. This data-driven approach allowed us to target the right candidates and fill our vacancies more efficiently.In addition to this, I oversaw 25+ requisitions, ensuring that all vacancies were filled in a timely and efficient manner. This required strong organizational skills and a deep understanding of the recruitment process.I also served as the first point of contact for over 600 entry-level candidates. This involved answering questions, providing information about the company and the role, and guiding candidates through the application process. I was committed to providing a positive candidate experience, ensuring that all candidates felt valued and respected.One of my key achievements was maintaining a 90% conversion rate after offer extension. This high conversion rate is a testament to my ability to identify and attract the right candidates, as well as my commitment to providing a positive candidate experience.

In my role as a Graduate Admissions Program Administrator at NYU, I honed my interpersonal, communication, and presentation skills. This role required regular interaction with a diverse range of stakeholders, including students, faculty, and administrators. I was committed to providing clear, concise, and effective communication at all times.I also became familiar with current and emerging trends in higher education through research and data collection. This involved staying up-to-date with the latest research, attending industry events, and networking with other professionals in the field. This knowledge allowed me to make informed decisions and recommendations.One of my key responsibilities was to make recommendations to solve important problems. This involved presenting verbal and written proposals to stakeholders at all levels. I was committed to finding creative and effective solutions to the challenges we faced, and I was always ready to advocate for these solutions to our stakeholders.

As Dr. Gibson’s research assistant I was involved in two lines of research - the first focused on attitude formation and consistency, examining how exposure to media, evaluative conditioning, and propositional reasoning all contributed to attitude formation. The second, examined various issues in self-presentation (sandbagging, hypercriticism), particularly as it related to performance. My responsibility with both of these projects was to collect and review data through MediaLab software and recorded gameplay. By working with Dr. Gibson I learned a great deal about data collection and analysis. I possess the skills to work with such statistical packages as SPSS to quantify data to find a statistical significance.• Ran two separate studies focusing on attitude formation and consistency • Examined how evaluative conditioning, and propositional reasoning contribute to attitude formation• Studied various issues in self-presentation, particularly as it relates to performance• Collected and reviewed data to find statistical significance through SPSS