Thankful I’m able to take a step back to a part-time, fully remote role to care for my young family. Role is devoted to HR-based projects to advance Kirby Risk’s organizational goals.

- Instruct an undergraduate career readiness course in the Krannert School of Management, which includes course design, content creation, in-person and online instruction, grading and conflict resolution with students- Enhanced and edited content for a microsite for Krannert students to find virtual career fair information, sign up for preparation sessions, and locate additional resources- Host career fair preparation workshops using Zoom and social media to increase knowledge of career services resources, Purdue alumni, and best practices for resumes, elevator pitches, company research, interviewing, and networking- Developed KPDC Peer Consultant program to increase brand awareness, availability and usage of office services, and to meet increased enrollment for the 2021-2022 academic year- Provide one-on-one career advising/coaching for undergraduate business students in career essentials, career exploration, and the internship/job search- Developed data digests, project management materials, and communication templates to ensure instructor consistency and course effectiveness- Contributed to CareerBound program through development of NACE Career Readiness Competencies, gamification for students, value proposition to internal and external stakeholders, implementation of the program, platform management, and tracked engagement in the introductory course- Transformed the undergraduate course through incorporation of the NACE Career Readiness Competencies to align with the school’s strategic priorities and provide reliability and validity to course content- Evaluate course, instructing abilities, student and alumni feedback for improvements and modifications of the undergraduate course, the learning management system, course policies and procedures, and content for future semesters- Attend conferences, webinars, and meetings to maintain current information and benchmark best practices for career readiness

-Partnered with business units to ensure consistency, develop retention and engagement strategies, created training and development opportunities, and anticipated concerns from 700 team members.-Developed and maintained relevant metrics by collecting and analyzing information; identify key trends and provided recommendations based on data; implemented improvements to existing processes and solutions.

-Managed the hiring, onboarding, training, promotion, and recognition processes for catering student employees in Purdue’s Hospitality Services department.-Created processes for promoting students, tracking employee recognition, and discipline.

-Lead a staff of 8 community assistants in staff meetings, biweekly evaluations, event planning, and excellence in student success by modeling leadership in my role.-Administer to the need of the community assistants as well as the multi-cultural and multi-ethnic population.-Train and manage community assistants in Residential Life and facilities protocol.

-Lead a staff of 20 resident assistants in staff meetings, biweekly evaluations, and excellence in student success by modeling leadership in my role.-Administer to the needs of the resident assistants as well as their 1300 residents.-Train and manage resident assistants in University Residences policies and procedures.

-Familiarized as many as 130 graduate students and families with demands of life during and after college by setting a positive example in my leadership role.-Fostered student success by being a steadfast resource to my residential community.-Trained and interviewed potential resident assistants for the upcoming school year.-Organized and planned events specific to needs of residents in residential community.

-Analyzed talent acquisition strategies and workforce demographics to lead a diversity recruiting initiative and develop a company inclusion training initiative.-Utilized attrition data to develop succession planning tactics and identify high risk attrition areas, critical skill areas, and talent and diversity gaps.-Led five participants in Grow Detroit’s Young Talent Initiative in onboarding and served as a resource to them throughout their employment at General Motors.

-Introduced new methods for pre-screening candidates, updating outdated policies, procedures, and employee handbooks, and assessing an employee’s exemption status.-Communicated with over 100 staff members in concern to policies, procedures, and upcoming events.-Oversaw summer internship program in concern to on-boarding, off-boarding, weekly internship luncheon, and evaluations.