Data Society Group guides organizations to transform into future fluent enterprises with a focus on data & AI literacy. Through training programs, communities, content, and solutions development, we bring an unrivaled resource to organizations looking to accelerate data fluency. And we're hiring! https://datasociety.applytojob.com/apply/

At Somehow I Manage, we partner with employees and small businesses to cultivate effective, efficient, and profitable human-centered workplaces. Guided by principles of thoughtfulness, authenticity, and adaptability, we help you develop processes and programs that consider the impact on employees, consumers/communities, partners, and investors to help you ensure your business works for everyone (well, except competition!). Drawing inspiration from conscious capitalism, positive psychology, and matriarchal models of organization, we foster environments that enhance profitability and purpose.Select Engagements:- Head of Business & People Operations, OPEN SuperApp (AI creator economy e-commerce company)- Interim Head of HR, Flatiron School (a WeWork Company - global coding bootcamp)- HR Lead, Homebody (D2C home goods/ecommerce)

StreamElements works with content creators around the world on twitch, tiktok, and youtube to deliver tools and sponsorships, allowing them to build and grow their small businesses.Joining as the ~60th employee and first HR hire, I built and led the Global People team at StreamElements, focusing on cultivating our culture at scale in our high-growth, global, remote-first company. I'd built a team of up to 10 Recruiters, PeopleOps and Business Partners to help scale SE from 50 to 250 employees in 1.5 years, and then adjust back down to just under 100 after post-pandemic market difficulties and subsequent strategy pivots. My role focused on strategic business partnership, coaching leaders and executives while developing a global People Ops infrastructure (compensation & benefits, HRIS implementation, employee survey execution and project planning, recruiting and employer branding, employee lifecyle initiatives, offsite facilitation, strategic visioning, etc.)

Acquired Sept 2019 by Cronos Group (Nasdaq: CRON)LORD JONES manufactures and distributes the world’s finest hemp-based CBD- infused products. Originally hired to build the HR infrastructure for Lord Jones, a small cannabis startup, I'd quickly pivoted to oversee all USHR for the Cronos Group, a publicly traded Canadian cannabis company, after Lord Jones had been aquired. Here, I'd helped set up all US HR infrastructure, ensuring SOX and US employment law compliance, while helping design and build the US-based R&D, sales, marketing, design, manufacturing and shipping teams.

As the interim Head of People, I'd helped Flatiron School asses their people infrastructure and processes and then developed and executed a plan to further incorporate their team into the WeWork people team after being acquired. Projects focused on organizational design and development, leadership training and coaching, onboarding and offboarding process development, and heavy employee relations.

As the Chief of Staff for the 200-person client-facing teams in North America, I partnered with our GM to manage the people and operations our Sales, Customer Success, Business Development, & Marketing teams. Focus included people management, organizational design, incentive compensation, learning & development, internal communications and team metrics/OKRs.

Outbrain continues to be the leader in high-quality content discovery through recommendations, and as the company grew and scaled, so had I! I'd focused on global people operations, using a data-driven approach to building the processes, strategy, and structure that will allow our team to grow and scale. I partnered with Sales, BI, Account Management, Finance, Legal, and Information Technology teams to manage large, cross-team projects around people functions, including launching a new HRIS (SAP Successfactors), compensation review philosophy and process, company-wide goal setting, incentive compensation plans, implementing people metrics, and other various projects.

I'd led HR for the Americas (US, Canada, and Brazil) at Outbrain and focused on full-cycle HR. Typical to a growing company, this includes many different aspects of HR - employer branding, onboarding, recruiting, scaling, employee relations, compensation, payroll, benefits, learning, process improvements, learning & development and talent. I'd also managed the global operational side of HR, focusing on personnel budgeting & forecasting, creating and managing the global compensation review process, and rolling out a new global, universal commission plan.

As an HR Generalist on an HR team of 2, I helped Spongecell meet business needs through the strategy, implementation, and continuous improvement of:- Staffing & Recruiting- On-boarding- Benefits- HR Development- Performance Evaluations- Employee Relations- HR Development- Internship Programs- Employment and Benefits Law Compliance

The Boston College Center for Work & Family bridges research and corporate practice around work-life initiatives by partnering with Human Resources Executives at global, Fortune 500 corporations. Here, I supported corporate partnerships through:- Creating business cases of research and best practices for our members to help them introduce cutting-edge work/life programs such as flexible work arrangements, employee resource groups, Diversity & Inclusion initiatives, women's advancement initiatives, etc.- Researching and communicating best practices and academic research to inform HR practice- Owning the execution of large-scale conferences and events centered around work/life research and best practice sharing- Launching, maintaining, and contributing to a virtual community for corporate partners- Creating marketing materials including logos, graphics, videos, and web pages