After a career dedicated to helping in-house teams scale all facets of their People programs, I'm excited to make a slight pivot to the world of consulting. With experience in all aspects of People Ops from talent acquisition, employee relations, compensation & total rewards, compliance, and much more, I help businesses understand their HR priorities and advise on strategy, platforms/tools, process design, and much more. Currently working on a carve-out in the media space; a notable pop culture brand is being spun out from a public company into its own standalone entity. Advising on all facets of people functions.

I implemented Datapeople at BuzzFeed in 2018 and was always impressed by the mission to help hiring teams do their best work; in moving from customer to employee, I managed:- Owning the Employee Lifecycle: created employee onboarding & offboarding programs from scratch; ran all new hire orientations, conducted all exit meetings with different procedures for voluntary vs. involuntary terminations.- Performance: revamped the performance review process including determining eligibility, format, cadence, & promotion philosophy; handled all employee relations issues such as individual performance management concerns/PIPs, conflict resolution, conducting HR investigations, etc.- Leveling/Comp: created the first employee leveling scheme, including dual-track leveling (IC/Manager) with data from various sources, developed our internal comp philosophy and conducted pay equity analyses using compa-ratios.- Benefits: benefits analysis & selection, introduction of new benefits like company-funded HSAs and Life & ADD and running open enrollment.- Compliance & Reporting: Managed state business registrations, filing required reporting like quarterly taxes, EEOC, SUI reports and more.- Security & IT: Google Workspace admin, equipment provisioning, help desk support, access management. Project lead for annual SOCII audits & scenario-based security testing/response protocols.- Vendor Management: responsible for evaluating, negotiating, and managing all vendors for People Ops tool including Greenhouse, Justworks, Vanta, Kandji, DocuSign, and more.- International Hiring: managed our international hiring processes, with employees in Canada, the UK, Ukraine, Argentina, and Kenya.- Org Design: partner with leaders on headcount planning/resource allocation; project lead for RIFs including helping determining timing, scope, and process, conducting termination meetings, & managing all legal requirements.(Role eliminated as part of org-wide RIF)

In early 2020, I moved from BuzzFeed's talent acquisition team to the People Operations & Development function, which included our People Technology, People Ops & Analytics, Learning & Development, and DEI teams, all of whom collaborated closely.Major projects included:- Project leader for HuffPost acquisition, integration, and subsequent reduction in force;- Project leader for BuzzFeed's SPAC (including due diligence and auditor support) and simultaneous acquisition/integration of Complex Networks;- Managing BuzzFeed's response to Covid-19 including working with the BuzzFeed News Union to launch shared-work programs in order to avoid layoffs, managing furloughs and salary reductions (and their eventual reversals), project lead and data analyst for our Return To Office working group;- Chiefly responsible for all workforce data and reporting needs including: •Demographic & diversity data (both applicant and internal workforce data), and co-authoring our annual public-facing DI&B report; •Employee satisfaction, including our annual engagement survey; •Employee retention and attrition reporting for division leaders; •Building custom Workday reports and dashboards for use by HRBPs and other people leaders; •Federal contractor & government compliance needs, including EEOC, VETS, and California Pay reporting, and maintaining AAPs across multiple business locations.As the manager of a small team with a large portfolio, we focused on process design to work more efficiently and were often the home of people-focused special projects that didn't have a clear home elsewhere (think employee data audits, generating promo and comp change letters, public readiness... even occasionally helping plan special events like our holiday party).

I moved away from actual recruiting to a position in which I lead our recruiting team's operations...think way less talking to candidates and a lot more reporting, project management, and workflow design.I made sure my team had the tools and resources they needed to best find, evaluate, and hire new BuzzFeeders. I also fed my iced coffee addiction with our cold brew kegerator and try to resist the allure of the snack areas. Here's some neat things I did:- Automated our offer approval process: what were tedious email chains became automatic requests created & sent within our ATS (we used Greenhouse);- Revamped our offer letter process: when I started, recruiters manually updated .docx templates (!!!). I used Greenhouse to create templates for all offer versions, generate docs with one click, and send everything via secure e-signing;- Integrated multiple third-party tools (background checks, sourcing systems, video interviewing platforms) into our ATS and trained our team on their use;- Subject matter expert on all international offer policies;- Reported weekly recruiting metrics and KPIs to our CFO;- Designed and implemented a company-wide interview training workshop;- Managed a bi-coastal team of recruiters and recruiting coordinators.So while I didn't do "recruiting" per se, my whole job was based on the premise that hiring at BuzzFeed could be done better. It was my job to figure out what that meant and how to make it a reality.

First hired as a technical recruiter, I expanded my purview and hired more than 100 really awesome people across a variety of departments, including Engineering, Product, BuzzFeed News, Editorial, Video, Finance & Accounting, and Legal.

Bonobos is the largest born-on-the-Internet apparel company in the US. I grew their in-house engineering team in order to support their mission of being the moved loved clothing company of all time.A little bit of what I did:- Singlehandedly grown our Engineering team from 3 to over 30.- Instituted 30 & 90 Day check-ins to track employee engagement and satisfaction- Handled scheduling and logistics for all Engineering interviews- Presented and negotiated all Engineering offers- Supported multiple relocations - Assisted in the migration to a new ATS (Resumator to Greenhouse)- Screened all inbound Engineering applicants while building a sourced pipeline- Revamped our Orientation presentation and delivered it to all new hires- Hired non-tech roles including Finance Manager, HRIS Analyst, Associate Counsel, and more

I worked from Foursquare's NYC HQ hiring talent across multiple departments. Primary responsibilities included hiring for iOS and Android teams, their platform team and QA roles. Position eliminated during RIF, but it's the job that brought me to NYC so I wouldn't trade the experience for anything!

After Groupon acquired Obtiva, I worked as part of their engineering recruiting team, doing full life cycle recruiting to bring top talent to their Chicago headquarters and tech centers in Palo Alto and Seattle.

As Recruiting Coordinator, I was responsible for the entire recruiting program at Obtiva. My goal as recruiting coordinator was to be the first point of contact for those interested in careers with Obtiva, those I sourced independently and those referred to us. I assisted candidates and new employees every step of the way - conducting initial phone screens, scheduling on-site interviews, providing support with travel logistics, all the way to running new employee orientations and providing continued assistance throughout their employment with us. Although my duties focused more on recruiting and human resources, as a member of the operations team, I still provided administrative support as needed for the office as a whole.

As the first office administrative assistant hired by a firm that never had one, I was responsible for bringing order to chaos and developing office management systems where none had existed.

SOAR (Student Orientation, Advising and Registration) is the freshman and transfer orientation program at UW Madison and one of the largest orientation programs in the US, welcoming over 6000 students and 8000 parents/guests to campus each summer. With three co-coordinators and three managers, I supervised the entire program and a team of 20 New Student Leaders.