• Managing teams and project execution of all sizes, in talent management, agile transformation, & organization design• Developing and mentoring people throughout their employee lifecycle to help them achieve professional goals • Designing job architecture frameworks, allowing for a consistent approach that compensation and talent management teams can utilize to aid in effective pay, talent acquisition, and talent development decisions• Partnering and building… Show more • Managing teams and project execution of all sizes, in talent management, agile transformation, & organization design• Developing and mentoring people throughout their employee lifecycle to help them achieve professional goals • Designing job architecture frameworks, allowing for a consistent approach that compensation and talent management teams can utilize to aid in effective pay, talent acquisition, and talent development decisions• Partnering and building strong relationships with C-suite stakeholders, ensuring that HR, the business, and other critical functions are aligned and bought into enterprise-wide initiatives • Developing end-to-end talent strategies that included new competencies, assessment and selection, onboarding, leadership alignment and culture transformation • Working with clients globally to design and implement talent management and learning and development strategies in APAC, EMEA, and the Americas • Partnering with Finance, Internal Audit, HR, and Technology after gaining a thorough understanding of the business strategy and unique organization dynamics Show less

• Designed an employee value proposition (EVP) for the US Finance division of a large international power and utilities organization as part of a larger Finance transformation engagement, identifying gaps in the employee experience and proposing recommendations to align the experience with employee expectations.• Sold, developed and executed a culture program that aids in the transformation of culture change to address a client post reorganization that was in addition to the original… Show more • Designed an employee value proposition (EVP) for the US Finance division of a large international power and utilities organization as part of a larger Finance transformation engagement, identifying gaps in the employee experience and proposing recommendations to align the experience with employee expectations.• Sold, developed and executed a culture program that aids in the transformation of culture change to address a client post reorganization that was in addition to the original scope of work.• Consulted a global fashion retail client in the creation of building a diversity and inclusion strategy for its US market.• Served as the competency lead on a team to successfully help the client assess people from the VP level down to an individual contributor role.• Conducted a current state assessment of a 500 person finance organization for power and utility client’s competency framework.• Created a competency mapping exercise to facilitate the alignment of skills and capabilities to future state roles.• Participated in the creation of implementation roadmaps and change management plans to support organization transformation.• Collaborated on the development of Global Talent Management methodology. Show less

• Supported a reorganization and restructuring activities for Finance and Accounting departments that impact the corporate organization structure. • Worked with global client to execute a change management strategy and plan for finance transformation.• Facilitated a large number of focus groups with 20 stakeholders to finalize and validate benchmark strengths that were used to create a role play as part of an assessment center for 200 people. • Assisted in the design… Show more • Supported a reorganization and restructuring activities for Finance and Accounting departments that impact the corporate organization structure. • Worked with global client to execute a change management strategy and plan for finance transformation.• Facilitated a large number of focus groups with 20 stakeholders to finalize and validate benchmark strengths that were used to create a role play as part of an assessment center for 200 people. • Assisted in the design, development and execution of an approach to build an assessment center for the North American finance function of a global power and utility client.• Responsible for assisting with proposal support by providing research and documentation to generate new business.• Developed and execute a communications strategy in support of a company’s reorganization • Assisted a global fashion retail client in the creation of building a diversity and inclusion strategy for its US market. • Researched and identified non for profit organizations for a global retail client in order to help the client improve their image within the US market. Show less

• Accountable for 18 offices with over 45 employees who onboard 1,500 new hires annually. • Performed in depth analysis to develop international standard operating procedures to move work offshore for internal efficiencies and cost savings. • Supported 15 acquisitions through the integration and onboarding of employees and provided support and information to acclimate them to the KPMG culture. • Conduct new hire orientation for all new hire in the KPMG Chicago… Show more • Accountable for 18 offices with over 45 employees who onboard 1,500 new hires annually. • Performed in depth analysis to develop international standard operating procedures to move work offshore for internal efficiencies and cost savings. • Supported 15 acquisitions through the integration and onboarding of employees and provided support and information to acclimate them to the KPMG culture. • Conduct new hire orientation for all new hire in the KPMG Chicago office.• Responsible for a needs analysis in the I-9 initiative on the vendor RFP to ensure compliance with federal regulations. • Supported KPMG’s Midwest offices by implementing HR best practices. Show less

Responsible for managing the recruitment process from pre-offer, acceptance and up to candidate’s first day. Perform complex tasks and offer organizational support for the Recruitment Team and Talent Manager. • Responsible for supporting 250 field offices which resulted in large volume onboarding of 70 new hires and 20 promotions each month• Provided direction and consultation to hiring managers and candidates ensuring the onboarding process is successful and expectations are… Show more Responsible for managing the recruitment process from pre-offer, acceptance and up to candidate’s first day. Perform complex tasks and offer organizational support for the Recruitment Team and Talent Manager. • Responsible for supporting 250 field offices which resulted in large volume onboarding of 70 new hires and 20 promotions each month• Provided direction and consultation to hiring managers and candidates ensuring the onboarding process is successful and expectations are achieved• Lead a cross functional team with conflicting objectives to a solution that involved achieving systems optimization to increase sales efficiencies.• Researched and developed a process for streamlining candidate- to- employee onboarding that reduced 95% of the hiring errors• Provided gap analysis to determine if the current HRIS system was utilized correctly by the recruiting department and field offices.• Communicated with all employees (peers to C- Suite) and candidates to create corporate and customer transparency• Administered the applicant tracking system and provided senior management and stakeholders with application queries and collected data for recruiting metrics reports • Responsible for training field office managers and staff on the onboarding candidate process Show less