~ Reported to the Chief Integration Officer• Crafted Diversity and Inclusions strategy plan with critical areas of focus along with measurable attributes for multiple business units and developed strategies to ensure corporate-wide awareness and successful integration of these initiatives in the corporate culture, mindset, and business model.• Partnered with the DE&I leadership, including Chief Diversity Officers, to develop, execute, and manage the DE&I strategy and roadmap, and collaborated with the Global CEO and US Leadership, providing insights into diversity strategy, analyzing progress, and presenting results, and developing strategic recommendations for improvement.• Spearheaded DE&I practice audits across the company, providing recommendations on creating policies and practices that were fair and equitable for all employees.• Developed, managed, and integrated the organization's Employee Business Groups, partnering with the communications team to regularly communicate initiatives, events, progress, and annual reports. • Collaborated with cross-functional teams on projects and initiatives to develop processes and metrics and served as a liaison between clients and stakeholders to ensure design and development methods met industry standards while maintaining consistency across all projects.𝐊𝐞𝐲 𝐀𝐜𝐡𝐢𝐞𝐯𝐞𝐦𝐞𝐧𝐭• Worked with local office CEOs to build DE&I programming and practices that was tailored to the needs of their offices/business to increase engagement and participation

~ Reported to the Global Head of Culture• Championed creating a “One WPP Culture,” Aligning policies, processes, and culture initiatives to establish a common thread throughout the entire WPP network, including 20+ US Offices and 100+ Global Offices.• Led the development and execution of the company’s global culture strategies deploying innovative and multi-dimensional programs that inform, engage, and inspire 90K employees.• Established and implemented programs and initiatives to improve and cultivate a positive company culture, reinforce the company's vision, and promote corporate values.• Helped build and communicate the People & Culture mission by crafting strategies, priorities, and talent opportunities within the network, and participated in the strategy roadmap presentations for executive leadership/stakeholders.• Oversaw the change management communication strategy to promote global initiatives, including developing content for targeted and company-wide communications, webinars, surveys, and training sessions that impacted employees at all levels in the organization.• Expanded employee communities of practice globally to increase active participation, communication, and collaboration while providing expertise with employee engagement efforts, employee engagement surveys, data response analysis, and leadership team consulting.• Crafted policies and procedures to remove extreme differences from company to company and facilitate better mobility experiences. 𝐊𝐞𝐲 𝐀𝐜𝐡𝐢𝐞𝐯𝐞𝐦𝐞𝐧𝐭𝐬• Implemented a new employee satisfaction survey with an 80% the response rate in the first year

~ Reported to Global Chief People Officer• Spearheaded and managed the implementation of Global HR Programs for 12 US offices and 30+ global offices comprised of 8K+ employees.• Managed a team comprised of an HRIS Manager, Program Manager, Compensation Analyst, and 2 Program Coordinators providing oversight for initiatives surrounding talent management and acquisition, HR operations, process management, compensation, HRIS, employee mobility, and employee experiences.• Oversaw talent management, including succession planning, retention, training and development, performance management, high potential identification, executive coaching, DE&I programs, and mentorship programs.• Introduced strategic talent assessment tools designed for leaders to assess, plan for, and showcase talent to increase talent mobilization and leadership bench strength.• Implemented a performance management program, including designing the performance appraisal system, providing guidance, and coaching to managers, and ensuring that career development plans were identified, and action plans were in place.• Functioned as a liaison between Management, HR, Payroll, Benefits, Finance/ Sox, Legal and IT by performing system and user analysis while offering technical assistance to facilitate the planning, design, modification, and implementation of HRIS systems.• Facilitated the creation of multiple guides focused on office culture, performance management for managers and employees, and global mobility. • Led a talent refresh initiative to identify talent gaps leading to upskilling of employees collaborating with the largest clients.𝐊𝐞𝐲 𝐀𝐜𝐡𝐢𝐞𝐯𝐞𝐦𝐞𝐧𝐭𝐬• Implemented programs to improve & cultivate company culture, vision, and promotion of company values. 85% survey engagement score, along with an outcome of a favorability rating of 90%• Championed corporate acquisition efforts by overseeing Talent and HR due diligence, alignment, and consolidation of newly acquired agencies

~ Reported to Global Chief People Officer• Oversaw the talent operations, HRIS, and compensation team in providing counsel to key stakeholders and managers across the 8 US offices and 20+ global offices with 10K+ employees on matters relating to HRIS, people analytics, talent management and staffing, succession planning, training and development, total rewards, and compensation process management.• Consulted with functional leaders in HR to design, develop, and implement technology solutions that increase operational efficiency, maintain compliance, and positively impact the experience for HR, candidates, employees, managers, and business leaders.• Responsible for large-scale system implementations and upgrades of the HRIS business applications, interfaces, and architecture.• Directed compliance standards of the Global ATS/HRIS system through the management of data collection, administration, and reporting of compliance activities to include but not limited to Affirmative Action Plan (AAP), OFCCP, and EEO planning.• Directed HRIS projects, including implementation and migration project planning, configuration, testing, training, and change management, and led global HRIS partnerships with regional leads to implement data integrity, best practices, and process improvements.• Developed sourcing and compensation strategies optimizing the attraction of candidates amidst a high turnover environment, created merit and bonus process guides, and increased guidelines to improve retention and decrease overall turnover.𝐊𝐞𝐲 𝐀𝐜𝐡𝐢𝐞𝐯𝐞𝐦𝐞𝐧𝐭• Implemented Peoplesoft (HCM) and Jobvite (ATS) in the US to reduce HR administrative duties significantly