Strategic advisor and business partner to the senior leadership team, aligning HR initiatives with business objectives to drive organizational success.• Guides senior leaders to activate leadership effectiveness, team cohesion, and interpersonal communication, facilitating a culture of constructive feedback and continuous improvement.• Leads change initiatives across HR functions, focusing on areas such as culture transformation, process enhancement, and organizational design to drive business impact.• Designs and delivers leadership development programs to elevate people-leader capabilities, ensuring alignment with business goals and strategic priorities.• Diagnoses and resolves organizational performance gaps through redesign, process changes, and targeted coaching and training efforts.• Conducts workforce analysis and forecasting to align talent resources with long-term business objectives, ensuring readiness to meet evolving organizational demands.• Analyzes workforce trends and forecast future labor needs, supporting leadership in developing and executing strategic workforce and succession planning.• Spearheads initiatives to identify, develop, and retain key talent, building a pipeline for future leadership roles and ensuring organizational readiness for long-term growth.• Designs and implements engagement strategies to foster an inclusive, service-oriented culture that prioritizes employee development and talent retention.• Develops and executes a comprehensive DEI strategy, partnering with diversity councils and employee resource groups to increase representation and engagement across all levels of the organization.• Partners with Compensation and Benefits teams to create and implement competitive packages aligned with market standards, supporting both talent attraction and retention.• Aligns performance management and rewards strategies to reinforce dedication, innovation, and high performance across the organization.

Strategic partner to HR, executive, and senior leadership teams, establishing best practices in global organizational effectiveness and development for ZoomInfo to drive organizational outcomes in support of ZI objectives.• Conducted assessments and implemented comprehensive interventions to address team/leader dysfunction, org capability needs, skill gaps, and productivity challenges.• Addressed organizational needs arising from restructures, realignment, and strategic changes, focusing on workforce sustainability, risk mitigation, and future planning.• Provided ongoing consultation for non-BAU ZI initiatives, building resources, tools, and supporting implementation.• Developed frameworks and guides for assessing spans, layers, and organizational structures in collaboration with compensation and HRBP teams; applied these to evaluate current and future organizational needs.• Collaborated with HRBPs and senior leadership to design and deliver programs targeting gaps, dysfunctions, or issues impacting team productivity and morale.• Developed and led implementation of talent analysis framework including standardized career profiles based on job level, talent framework, and talent KPIs to monitor intervention needs.• Created and implemented change management framework with practical resources and enablement.• Consulted with HR functional leaders and business leaders to develop short- and long-term organization effectiveness and development programs that support the achievement of company goals and strategy.• Researched new trends and approaches in organization effectiveness and development and serves as a champion for holistic organization and talent development across the company.• Assessed needs and developed resources, intervention assessment, provided recommendations to increase efficiencies, and is a thought partner for key stakeholders to develop OD capabilities and playbooks to be disseminated broadly across the organization.

Trusted advisor to CRO and SVPs and served as a strategic partner to global GTM in US, EMEA, and APAC markets for an organization consisting of over 1500 employees and directing a team of bi-coastal HR business partners in supporting day-to-day HR needs and implementing department initiatives.• Aligned HR strategy to organizational objectives and business goals in support of CRO mission and vision.• Led organizational review and design efforts including creating career progression models, streamlining job levels for greater organization consistency, conducting reorganizations, and identifying need for commission plan adjustments.• Conducted regular analysis and calibration of employee performance, talent readiness, succession planning, competency models, and risk assessments.• Developed and implemented account executive and account management career progression, market competitive compensation strategy, and progressive performance management which contributed to a 50% reduction in voluntary employee attrition within account management.• Established scorecards, tracking, and cadence to review attrition, progression impacts, and iterate processes based on trends.• Key partner in executing M&A, advising on Workday system launch and parameters, driving company-wide changes and adoption of initiatives, and building long-term HR vision.• Advised executive leadership on international expansion, evaluated HR needs in new markets, and established new sales teams in EMEA and APAC.

Adviser to Client Operations, Network, Risk, Business Transformation, and Product Card Services leaders responsible for over 600 (exempt and non-exempt) associates at various levels of the organization in on-site and remotely across the US.• Coached and counseled leaders to optimize their human capital via employee engagement, organizational effectiveness, employee relations, change management, learning and development, and performance management efforts.• Led integration and M&A projects, organizational review, change strategy, workforce alignment, and organizational assessments related to merger and integration activities.• Determined HR priorities for business groups, in consultation with business and HR leaders, incorporating overall company and business unit objectives.• Initiated and drove workforce analysis and organization design activities with business leaders to ensure structure and staffing were proactively managed to meet short and long-term business goals and desired retention is achieved.• Built progression model for Risk and Client Operations in consultation with senior leaders to align organization and establish growth paths.• Conducted global M&A activities and participated in due diligence assessments.

- Managed all aspects of the recruitment process from job requisition design to on-boarding. - Oversaw vendors (RPO), conducted regular meetings to determine strategy and performance, aligned RPO to Comcast brand, delivered trainings, and provided updates on business needs. - Collaborated with leadership at various levels to establish goals, objectives, and hiring priorities. - Implemented and oversaw annual internship program resulting in 100% conversion of interns to direct hire positions.- Oversaw talent management program for regional leadership progression. - Analyzed churn metrics and facilitated meetings on solutions and overall reduction of churn. - Trained and mentored recruiters and operations in primary job functions, best practices, policy, procedure, and assist in providing support for their success. - Assured compliance with regulatory requirements regarding job requisitions, community partnerships, postings, hiring practices, and onboarding.- Produced and conducted trainings regarding career development and hiring best practices.- Facilitated deep dives with departments to develop firm understanding of department culture and position requirements, including competencies and background required ideal candidate. - Cultivated and maintained relationships with vendors, networking groups, career professionals, businesses, government and community service agencies, colleges, employment agencies and search firms, and other recruiters to source candidates.- Created service level agreements between vendor and business to ensure swift turnaround was provided for feedback, adjustments to staffing were made quickly, and business staffing needs were met while maintaining a positive candidate experience.- Supported all regional business units including sales (retail, B2B, residential, call center, partnerships), sales operations, technicians, engineering, product, G&A, marketing, and Human Resources.

Board Emeritus 2018-PresentPresident Emeritus 2017-2018; President 2015-2017; Secretary 2013-2014- Oversaw governance of a Beaverton K-8th Grade Charter School.- Led and developed a board of ten members and a principal.- Provided human resources and employee relations support for a team of over 20 staff and teachers. - Conducted investigations, coached and monitored performance, and resolved employee issues.- Monitored school budget and reviewed forecasting to ensure school remained financially stable.- Managed a variety of projects including staff retention, strategic planning, building search and purchase, committee reorganization, recruitment, and training. - Partnered with legal regarding employee and school issues and acted as the main point of contact.

HR Generalist, February 2010-August 2013 - Responsible for onboarding and off-boarding in Oregon, Washington, and California, including managing new hire paperwork, setting up personnel files, scheduling, conducting benefits orientations, benefits administration, OFLA/FMLA, 1099 contracts, etc.- Ensured compliance with all federal and state employment laws and agency regulations. - Managed and developed policies and procedures to ensure process efficiencies.- Ensured new contractors completed all required documents (non-disclosures, background checks, credit checks, drug tests, etc.). - Evaluated background checks and drug tests to determine hire eligibility.- Maintained employee records and completed terminations and resignations.- Oversaw benefits and open enrollment. Evaluated benefit plans on an annual basis.- Conducted training of internal staff including sourcing techniques, essential job functions, system knowledge, and other duties required for their role.Recruiter Assistant, January 2011-May 2013- Completed deep web searches of resumes to find candidates with specific skill sets and requirements using the company database, Monster, Dice, LinkedIn, Google, and other websites. - Initiated contact with candidates and conducted in-depth phone screen for potential opportunities in the technology and engineering fields (UX/UI, Java, .Net, project managers, mechanical/electrical engineers, etc).- Attended local meet-ups to find top talent and build relationships with technology and engineering professionals.Administrative Lead, March 2011-January 2012- Coordinated the daily activities and main job duties of administrative staff to ensure productivity.- Trained all new administrative staff on tasks, policies, and procedures based on their job function.- Coached administrative staff on performance and held regular meetings to discuss progress and development.Front Office Administrator, October 2009-February 2010