- Build and maintain relationships with internal stakeholders and senior leadership to foster alignment between enterprise application teams, business needs, and organizational goals- Work cross-functionally to develop and define technology roadmaps including resource planning and allocation- Provide strategic direction and guidance to HRIS, Financial Systems, and LMS teams- Develop an integration strategy which supports and enables business agility while maintaining quality and delivery standards for technology solutions- Demonstrate experience working with key senior leaders and developing strong relationships to bridge technology and business- Maintain balance of status quo and innovation in driving initiatives while prioritizing based on impact, value to business, and constraints- Lead team to ensure right level of partnership with business partners, successful execution of project plans and that we successfully deliver against commitments related to employee experience- Plan, budget and forecast Enterprise Application needs- Interface with system vendors and outsourced resources, including negotiating legal agreements to ensure alignment with systems strategy and roadmap - Facilitate resource utilization data and help forecast future resource capacity- Participate in setting strategic direction in IT communications to staff members, reviewing and approving content as needed

- Drive an overarching HR systems strategy and roadmap, including Workday (primarily), ADP, Cornerstone, Degreed, and more- Execute implementation of the HR systems strategy & roadmap, leading the optimization of all HR systems- Lead the HRIS team in managing the day-to-day activities related to all HR systems- Build and maintain a strong HRIS team through effective recruiting, training, coaching, team building, succession planning, and performance management- Review impending business issues that directly impact HR systems, provide stakeholders with impact assessments, scheduling considerations, and other information required for a complete business case- Partner and collaborate with HRIS stakeholders, including senior management and HRIS customers- Plan, budget and forecast HRIS needs and applications - Interface with all HR systems vendors and outsourced resources, including negotiating legal agreements to ensure alignment with the HR systems strategy and roadmap- Establish operational data management standards and execution- Design and deliver reporting capabilities based on business needs

- Served as HR Implementation Lead for Workday implementation project, focused on executing end-to-end project management of all HR deliverables; promoted to Project Manager in February 2020 to establish & manage all project details, deliverables, schedules, communications, and execution - Act as main point of contact and liaison to Workday team; drive the use of shared tools & resources, ensure alignment between Workday and Year Up teams- Set direction and track progress for the project team via regular communications and meetings, proactively anticipating questions and needs- Report project status to Steering Committee; escalating questions, decisions, risks while proposing solutions and managing issues to resolution - Partner with internal teams and external consultants to define long-term HRIS strategy & project roadmap including the development of a tactical plan while keeping stakeholders informed and engaged

- Built and led newly formed Talent Acquisition Operations team - defined structure & clarified role responsibilities, resulting in a team culture of accountability & learning - Define, scope, manage, and execute Talent Acquisition projects to streamline process, simplify & improve user experience, and enhance team effectiveness - Lead all knowledge management, collaboration, and curation efforts across TA, including but not limited to updating critical TA documents - Partner and liaise with National functional leaders in role design and administration of Job Catalog Library - ensuring cross-functional alignment & promoting org-wide understanding of career stage competencies & expectations, resulting in increased visibility, transparency, & equity around career opportunities- Analyze and utilize internal and external data to inform proposals around expected compensation for org roles; partner with functional leaders and Director of Talent Administration to determine final salary band assignments- Oversee creation & maintenance of recruitment information, templates, tools, and training materials- Serve as ATS power user and reporting specialist- Participated in inaugural Leadership Lab – selected through a competitive application process based on demonstrated commitment to leadership development & understanding and modeling of Year Up leadership behaviors

- Manage national and high priority searches including: develop search strategies, schedule and conduct phone and in-person interviews, compile interviewer feedback, and shepherd the hiring process towards decision- In partnership with National Director of Corporate Engagement, align National Talent Acquisition team on Corporate Engagement team recruitment planning & execution- Coach and guide hiring managers through complex and nuanced conversations, as well as key aspects of the recruitment workflow- Serve as organizational “go to” on recruiting process, guidelines, templates, and tools

- Managed full-cycle recruitment process - Sourced candidates using job boards, social media, and creative techniques- Partnered with staffing agencies to build candidate pipeline and fill open requisitions- Provided Vice President of Human Resources with project assistance, data, and other requests

- Assisted Human Resources department with résumé review, candidate phone screens, and interview scheduling- Generated daily productivity and sales reports for Senior Management team- Partnered with Media department to track effectiveness of TV and Web campaigns- Supported and managed vendor negotiations to receive the best service and deals in supplies, services, and marketing materials

- Assisted Store and Market leadership teams in the planning & delivery of corporate training initiatives- Designed, delivered, and facilitated “daily download” meetings to inform employees of priorities, new initiatives, and training on new or updated procedures- Managed communication and correspondence between teams to effectively address internal and external needs- Responsible for completing and maintaining Market Trend Reports – revenue sales to forecast, unit sales, customer use of service offerings

- Assisted management in efforts to grow & develop the store team by organizing and executing training initiatives - Participated in the pilot planning & promotion of Market Share for the Southeast Massachusetts and Rhode Island Market

- Managed event inquiries received via telephone and the company website- Prepared technical details which enabled the successful execution of events- Assisted with company promotional events, company-wide team building, and event execution