People Technology, Talent, & Hiring Project Management | Internal Mobility & Reorganization Program Management Drive adoption models and accountability mechanisms that enable to success of TA programs at scale; Internal Mobility, Business Reorganizations, TA AI Projects, Recruiting Optimization Manager a consistently program and project portfolio and identify, recommend, and execute on future iterations and process improvements through data drive approach Implement standard project management processes with the team and cross functional partners through strategic delivery methods Deep dive and run root cause analysis on talent management data to improve programs for internal users

Talent, Process, and Technology Project Management PMO ownership of managing and enhancing key recruiting programs; hiring manager satisfaction, candidate experience, employee referral program, internal mobility, and DEI initiatives Worked closely with senior leaders within TA and cross-functional teams to build solutions and maintain the highest quality talent practices for Twilio Developed, organized, and monitored interconnected program and projects, ensuring strategic alignment, compliance, and operational efficiency

Internal Mobility Program | Hiring Optimization & Process Enablement Rehire Program | Interview / Onboarding Compliance • Managed centralized initiatives and activities, working with cross-functional teams, and enhanced the internal talent acquisition procedures across North America, Latin America, Canada, and Asia. • Provided program management expertise in lean Six Sigma and agile methods and practices and executed strategic projects, decreasing defects across 4,039 internal candidates hired in 2022.• Performed PMO research and discovery sessions across AWS talent acquisition to establish standard training, SLAs, SOPs, and KPIs, resulting in time-saving method for recruiters. • Addressed and resolved technical, hiring, and operational roadblocks by working with TA senior leadership and directors, resulting in decreased defects from the prior year.

Business Line Program Management Team | Amazon Air, North America Sort Centers, and Whole Foods Workforce ProgramsDesigned and implemented reporting solutions to enable stakeholders to manage business needs and make effective hiring decisions for Sort Centers and Amazon Air sites across North America.Aggregated business line data to forecast annual workforce labor and cost reduction opportunities for labor planning, and contingency planning for sites in need of labor. Collected and analyzed data for weekly and monthly business reviews from data management systems to provide a bridge and plan of action for the identified process and system improvements required.

High Volume Hiring Program Forecasted weekly labor demand plans and created scalable high volume staffing strategies to build infrastructure and ensure team resource capability met business demand across sites in North America. Investigated hiring needs, diving deep into the candidate pipeline and application status, to determine hiring viability by node or site in North America to identify any risk to fill and contingency planning.

Skill Based Hiring Solutions & Talent Hiring Expansion Management Built and strengthened 34 long-lasting client relationships based on accurate price quotes and customer-centric hiring contracts, with over 350 placements on the monthly payroll. Consulted with businesses to supply accurate project timelines, minimize turnover, and delivered 15 to 25 high quality placements weekly. Liaised with marketing and sales teams to develop targeted hiring campaigns across the Midwest and West Coast, increasing click tracking on job requisitions by 3.8% on a weekly average. Exceeded business development benchmark goals by 12.4%, receiving top account sales development team honors two years consecutively.

• Developed and maintained strong working relationships with executives, the HR team, and hiring managers to foster partnerships that produced a billable payroll of 250 plus candidates. • Conducted full life cycle recruiting activities and averaged 25 in-person behavior-based interviews weekly to access candidates experience and qualification and build a strong candidate funnel for clients.

• Wrote job postings and job descriptions for boards and actively sourced 75 to 125 candidates weekly through LinkedIn, Indeed, and referral networking, as well as reviewed • Provided career and interview coaching for candidates during their interview process and trained and created SOPs for internal employees on this process, resulting in taking over all new hire training. EDUCATION