-Analyzed employee data and created visualizations to provide departmental leadership with insights on quarterly trends, supporting strategic workforce planning, while maintaining confidentiality and data privacy-Managed and improved a database for 1,200 employees, optimizing it as a tracking system to streamline leave management in Workday-Utilized Lean Six Sigma techniques to drive process improvements in Transportation & Delivery Services, enhancing collaboration and reducing waste through lean-focused process mapping-Sought and maintained mentorship from a seasoned Data Engineer to develop my skillset in Tableau, Tableau Prep-Performed comprehensive compensation and headcount analyses to guide recruitment strategies, integrating data from various sources to support informed business decisions

Hiring & Selection | HR• Developed over 200 new interview questions with corresponding follow-ups (using the STAR model) that aligned with current Key Success Factors and Behavioral Anchor Ratings • Data input and analysis of over 500 interview support requests to assess for training and resource needs • Recommend best practices in inclusive interviewing, hiring, and other selection processes based on current research• Consulted team on new selection methodology proposals offering personality assessments and general cognitive ability tests for candidates • Partnered with Diversity, Equity, and Inclusion team to design interview questions targeting DEI goals • Collaborated with vendors on evidence-based behavioral interviewing resources for FedEx Services hiring team support needs

• Strategized organizational change efforts for nonprofit organization clients• Supported consultations for businesses on leadership and equitable practices • Conducted literature reviews and wrote summaries of research on minority groups in business • Designed a catalogue for best-practice literature in diversity, inclusion, and equity to enhance consulting, coaching, training, and business development • Evaluated client employment spreadsheet data to assess equitable practices • Identified research articles that support or negate premises of business blogs• Transcribed interview recordings conducted with employees of Fortune 500 companies on the equity of their organization’s practices • Curated 5-piece blog series on fact-based LGBTQ+ integration in the workplace

• Personnel: Deliver reliable standards for evaluation and promotion to reduce turnover by refining performance appraisal system based on subject matter experts and critical incidents reports • Research: Forecast and mitigate risk by investigating data-driven early intervention techniques to improve community relations and public reputation• Recruitment: Collaborate with professional team to redesign attraction and retention tactics for qualified, diverse candidates

• Strategic Human Resources: Attract and retain qualified employees through recruitment, coaching, rebuilding performance evaluations, tackling conflict resolutions, & creating measurable organizational goals• Training & Development: Reform and enrich attitudes toward diversity & inclusion through in-depth training given to multidisciplinary divisions and student organizations • Project Management: Expand our organizational radius of impact via strategize big-picture goals coordinated through the planning, promotion, and execution of events and special projects • Directing: Engage the unique and ambiguous needs of public relationships with diverse groups by spearheading pilot programs • Public Relations: Utilize strong cultural competency offering emotional, psychological, educational, academic, and interactive resources to minority students in need of various support networks • Multidisciplinary Collaboration: Enhance support systems and educational diversity training services via collaboration with various faculty, student- and community-based organizations