• Support the $25B+ Data Center, AI, and Network & Edge business groups driving strategicdirection and managing a global team of recruiters to attract talent ($8M budget). Advisedsenior executives, financial controllers, and country managers on workforce planning andhiring strategies and growth plans to support critical talent needs.• Oversaw global end-to-end talent acquisition operations, delivering over 2000 hiresannually across 15 different countries. Implemented creative solutions driving leadershipengagement & innovative recruitment strategies resulting in the highest KPI’s amongtechnical groups including offer accept, diversity, and manager satisfaction.• Organized various cross-Intel recruiting events leveraging AI capabilities to best matchtalent to positions, yielding a 15% increase in the quality of hire feedback from managers.• Led talent acquisition function supporting multiple M&A deals, integrating over 1000employees in six countries, stabilizing recruiting processes and provide ongoing support.

• Drive global workforce planning and site strategy for business group, including cost oflabor, site health, and talent availability. Built recruiting forecasts and workforce plan withbusiness leaders resulting in an annual cost reduction of $22M.• Created operational hiring dashboard assessing recruitment KPI’s and workforce modelingused by hundreds of business customers to drive global talent acquisition operations.• Lead cross-functional team to diagnose and improve HR core priorities including criticalskill assessments, development of HiPos, and succession plans for talent retention.• Created and facilitated internal training curriculum focused on talent management andorganizational dynamics for employees.

• Lead team to identify the global supply of talent for Intel’s most critical jobs, increasing thesupply of talent by 400% and improved the sourcing strategy for talent acquisition.• Researched global talent trends, site strategy, and risk mitigation to provide actionablerecommendations to senior leaders and managers supporting business imperatives.• Prepared collateral for C-suite executives on research initiatives and counseled HRleadership team on engagement/execution strategy.

• Course Instructor for Human Resources Management - Undergraduate HR course for 120 business majors. Topics include: Performance Management, Learning & Development, Legal Issues, and Leadership.

• Created a workforce planning framework and assessment for 24K employee organization toimprove forecast accuracy for hiring needs, talent availability, and site health.• Interviewed 80+ leaders and recommended best practices to HR leadership regardingperformance management, recognition, and growing future leaders.

• Managed contingent workforce of 800 independent contractors, led cross-functional team,and proposed new staffing model to executives, reducing expenses by $8.2M.• Administered daily operations for the recruiting team, approved requisitions, immigrationprogram, relocation program, bonus payouts, and oversaw the applicant tracking system.

• Supported the day-to-day operations for 500 employee organization.• Established succession planning criteria for top 5% of corporation & facilitated scenarioplanning discussions with executive leadership.• Facilitated a reorganization of the operations department with senior leaders for 50-employee team, reduced expenses by $30K per year and increased employee productivity.• Designed high potential program identifying, evaluating, and retaining talent of the top10% of the organization, retaining 100% of critical employees.

• Developed analytics tool to visualize expenses including compensation, retirement, andbenefits which helped identify at risk employees and evaluate fluctuating pay trends.• Participated in seven benchmark surveys for 800 positions while creating newcompensation structure for 2000 employees.

∙ Set processes and standards for interviewing, acquiring, and reviewing talent.∙ Created and standardized HR metrics for implementation of HR business strategy.∙ Analyzed statistical correlation determining turnover costs and proposed action plans for reducing turnover.

• Built online programs increasing productivity 20%, recipient of strategic innovator award.• Created cross-functional program reducing expenses $107K, increased gross profits 15%.