The mission of Braven is to empower promising, underrepresented young people — first generation college students, students from low-income backgrounds, and students of color — with the skills, confidence, experiences, and networks necessary to transition from college to strong first jobs, which lead to meaningful careers and lives of impact. Coach a diverse cohort of 6 Fellows at Rutgers University by facilitating weekly group Learning Labs and one-on-one conversations.Manage and motivate cohort towards shared and individual weekly and semester-long goals, such as building a personal roadmap to success, crafting an elevator pitch, building a personal brand, and synthesizing research to ultimately present a solution for a real-life workplace challenge.Teach and implement problem-solving frameworks.Provide professional mentorship over the course of 15 weeks.

• Leads initiatives to ensure programmatic strategy improves culture and climate to consistently create an environment that effectively supports learning and safety of all students; Develops action plans to execute strategy aligned with achieving organizational goals • Assesses program data to evaluate performance and gaps to effectively manage and allocate budget funds; Aggregates data to develop program strategy and create performance goals for administrators and instructors • Designs and develops programs on social-emotional learning (SEL) for students; Monitors progress to report opportunities and achievements and refines practices resulting in 5% baseline result improvement • Delivers technical expertise, coaching, and professional development to school staff around the integration of SEL practices to elevate learning experiences• Serves as a thought partner for school administration to drive positive student behavior and corrective action systems; Maximizes high-quality service delivery to create equitable and engaging classrooms and support learning and development• Manages relationships with external partners to facilitate after-school programs aligned with organizational goals

• Successfully built relationships with C-Suite leadership to gather insights to inform employee experience strategy; Leveraged data to build programs to scale enabling employee success to execute business initiatives • Championed organizational mission, vision, and values as employee resource lead; Liaised with the leadership team to implement DEI initiatives internally and across brands • Designed and developed onboarding program to positively support employee lifecycle; Established appropriate and effective systems, metrics, and processes to ensure that employee experience objectives are tracked and reported • Identified opportunities to develop impactful content designed to improve employee performance, engagement, and business results delivering against strategic initiatives • Leveraged external engagement and performance best practices to socialize new ideas to enhance organizational strategies• Led the development of presentations utilizing data for storytelling; Ensured key messages are captured and communicated in an impactful way to influence leadership buy-in

• Fostered a sense of community and oversaw operations to create a culture of support and increase individual well-being, personal productivity, and organizational effectiveness• Curated a world-class on-site environment incorporating Maslow’s Hierarchy of Needs as a foundation that promoted a positive workplace experience • Scaled programs to evolve with hypergrowth experienced by the organization; Successfully pivoted strategy at the onset of the pandemic to positively support remote work experience resulting in 28% increase in employee favorability scores • Honored with A.C.E. award recognizing the innate ability to exude authenticity, courage, and empathy• Pioneered the creation of 5 new program initiatives in response to high employee engagement surveys; Evaluated qualitative and quantitative data from survey results to develop goals, objectives, and roadmaps

• Transformed processes and procedures to strategically improve the employee value proposition to attract and retain top-talent• Executed performance management activities that support the development of employees and enabled leaders to make informed performance-based decisions throughout employee lifecycle • Restructured the recruitment and onboarding process for the department resulting in a reduced turnover rate of 20%.• Cultivated a positive company culture and boosted staff morale by establishing a learning and development-based evaluation system• Spearheaded the transformation of programming by increasing enrollment and participation by 88 % through innovative program development• Revitalized current and forged new partnerships within the community through increased engagement and visibility to support the current and future state-of-work initiatives