Client projects include:• Providing HR strategies on talent management, organizational design, and workforce planning.• Implemented AI tools to create performance management systems that enhanced employee engagement to align with business objectives.• Conducted HR audits and used HR metrics / analytics to drive data-driven decisions to recommended process improvements.• Partnered with leadership to align HR strategy with business goals.

• Executive member reporting to CEO with overall responsibilities for the vision and strategy of the People Operations and Talent Acquisition function • Managed team of five People Operations and Talent Acquisition professional as well as an outsourced RPO to meet aggressive hiring needs• Introduced programs to maintain engagement and development (9 Box, The Predictive Index (PI), and Individual Development Plans (IDP)• Introduced annual performance review process and yearly salary budgeting process company-wide • Implemented a comprehensive performance management program that focused on key competencies for individual contributors, management, and executive level employee• Built compensation structures, job levels and career maps to support employee growth• Reported metrics to executive team for full transparency on company performance• Coached management on employee development issues to ensure strengths are identified and succession plans are maintained

• Executive team member reporting to the CEO, responsible for the vision and strategy of the People Operations and Talent Department.• Led a team of three HR and Talent Acquisition professionals to support organizational goals.• Collaborated with the Board of Directors to develop a company-wide long-term incentive plan (LTIP).• Created and implemented standard operating procedures to ensure ISO compliance within Human Resources.• Established the Covid Task Force, a cross-departmental team focused on developing strategies for safely returning employees to the office.• Organized events, developed policies, and addressed employee concerns during the pandemic to ensure continued support and communication.• Led the Culture Team to monitor employee morale and engagement, using feedback to design future initiatives.

• Reported directly to the CEO, with overall responsibility for the vision and strategy of Human Resources and Talent Acquisition function.• Managed a team of four HR and Talent Acquisition professionals, ensuring alignment with organizational goals.• Oversaw employee relations, recruitment and retention, EEOC compliance, compensation and benefits administration, relocation, and new-hire orientation, including international operations.• Contributed to global mergers and acquisitions project teams, supporting HR integration and strategy.• Implemented Greenhouse as the company’s Applicant Tracking System to streamline recruitment processes.• Introduced employee development tools such as the 9-Box, Predictive Index (PI), and Individual Development Plans (IDPs).• Founded the “Women in Business and Technology” group to support and mentor female employees.• Formalized, company-wide performance management structure to align with organizational objectives.• Developed compensation structures, job levels, and career progression maps to support business strategy.

• Reported to CEO with overall responsibility for the vision and strategy of the HR and TA function• Managed 18 HR and Recruiting professionals which hired on average 200 employees each year• Reported metrics to executive team for full transparency on company performance• Project manager for developing company core values (“Acquia DNA”)• Created “Women in Business and Technology” group that helped support and mentor our female population• Created comprehensive companywide compensation program • Administered and maintained stock option and refresh grant program• Designed Acquia’s Buddy and Mentor program to help on board new employees and develop existing high potentials• Introduced tools and methodologies to assist managers with employee development (9 Box development tool, The Predictive Index (PI), and Individual Development Plans (IDP))• Assessed company training needs and established homegrown leadership development program

• Responsible for the vision and strategy of the HR and TA function• Designed and executed on programs that supported succession planning, career, competency and performance development• Created formalized internship program with local colleges and universities• Created compensation structure, job levels and career maps to support succession planning initiatives• Implemented a comprehensive performance management process that focused on key competencies for individual contributors, management and executives• Assessed company-training needs and established employee-training programs such as management development and leadership, behavioral interviewing, employee assimilation programs, etc.