Brittany Conklin Email and Phone Number

Match Group, Inc.'s mission is to spark meaningful connections for every single person worldwide. Our brands includes Tinder, Match, The League, Azar, Meetic, OkCupid, Hinge, PlentyOfFish, as well as a various other brands.

- Design and deliver innovative human resources solutions, strategies for growth, and communication services to government agencies and businesses in transportation, food, retail, and medical industries- Advise management on the administration of human resources policies and procedures - Ensure programs, policies, and services are compliant with state and federal legislation- Implement talent management, performance management, leadership development, and engagement practices

- Spearheaded and facilitated customized organizational competency modeling framework to identify talent and performance needs - Established talent gap assessment process to alleviate talent pressure points; designed relevant training to increase pool of internal ready-now talent - Forecasted talent needs and identified talent 2+ levels deep across the organization- Led the redesign of SAP and owned change management to implement

- Reduced recruiting costs and time-to-hire by implementing RPO recruiting for high-volume roles- Created HR framework to drive strategic and collaborative relationship with business partners - Led and supported comprehensive enterprise-wide onboarding initiative to decrease new hire turnover by 14% and increase new hire retention by 23%- Championed accelerated development plans for promotable talent

- Lead cross functional integration teams while focusing on the establishment and merging of compensation, benefits, and HR operating platforms- Lead and manage the engagement process from start to finish, including setting scopes, aligning resources, and the creation and coordination of client-ready deliverables-Develop and maintain HR integration framework and detailed integration workplans and project management tools by incorporating internal insights and external (marketplace) best practices-Identify and mitigate integration related HR risks associated with HR operations, plans and programs, technology, talent and retention, organizational culture, and employment and labor relations- Partner with key internal stakeholders to inform strategies, consider and integrate feedback into the project plans; collaborate with Legal and other stakeholders as needed for guidance to ensure compliance with local laws, regulations and contractual obligations

- Redefined talent management strategy and developed organization-wide succession and game planning process to meet strategic needs impacting 9,500 employees - Designed 4-month national development program for 250 high potential employees to improve self, team, and business awareness while building capability- Analyzed organizational capability gaps and designed/facilitated training for 800 employees (first-time managers, current mangers, and future managers) on: building trust, mindset awareness, selection, team development, coaching, and time allocation.- Analyzed gaps in talent and as a result created and launched organization-wide platform focusing leadership development, resources and internal/external connections for 1,200 women in the workplace - Advisor and coach to Senior leadership supporting development, capability, succession planning, organizational design, engagement, and retention

-Provide ongoing training to current employees to ensure to the continuity of a positive and efficient work environment-Monitor caseload of twenty-five students and keep track of student grades, progress, and attendance.-Responsible for gathering information for program administrators, record-keeping, data collection, and bi-weekly reports.-Coordinate services to aid students in their development and preparation for pre and post graduation.

-Developed and led Managerial Capability and Development Training program for directors and executives throughout the US-Gathered and analyzed global historical executive compensation data to determine bonus leverage-Analyzed global Manager Survey Scores to determine Managers’ opportunities for improvement based on region and role-Led cross-functional team to create a new product which would become the basis of the next billion dollar revenue stream