Human Resources Leadership: Drives strategic and operational Human Resources initiatives, collaborates with key stakeholders both within outside of Human Resources, serves as a thought leader on organizational effectiveness and people management strategies. delivers innovative and high-quality results within engagement, retention, culture, leadership, organizational design and change, employee relations, performance management, compensation, diversity and inclusion, and learning and development. Team Management: Leads the People Partner, Immigration, People Operations and HR Project Management Teams (~20 individuals), taking care to ensure each team has the resources they need to serve the community in their respective areas as well as that each individual has a development plan for both soft and hard skill developmentConsultant to Senior Leadership: Serves a consultant on human resource and organizational development issues to the Institute’s senior leaders, including the Institute Director, Chief People Officer, Chief Operating Officer, Chief Development Officer, and other members of the Executive Leadership team and senior leaders.

Policy Development and Implementation: Develops critical policies for the Institute, including the Policy on Anti-Harassment and Discrimination, the Policy on Corrective Action, and the Policy on International Working, as well as the related internal HR processes, employee communications, and educational components. Employee Relations: Designed and implemented a formal reporting mechanism for community to report ethics, compliance and policy violations (including harassment and discrimination) with both anonymous and non-anonymous methods; stood up a Ombuds program; worked with management and employees to improve workplace relationships, build morale, and increase productivity and retention; managed and resolved complex employee relations issues by functioning as an objective party; served as a coach to managers on how to appropriately handle talent management and accountability issues.

Consulting: Worked on a contract/pro-bono basis with clients such as the Special Education Leader Fellowship, Harvard Athletics, The Feminist Women's Health Center on projects including employee climate surveys, culture audits, strategic planning, performance management, talent development, and employee handbook and policy review/development.

Training: Owned the new hire welcome experience, which included facilitation of training in regards to culture, benefits, and organizational policies and proceduresData Assessment/Theming: Assessed qualitative and quantitative data from 6000+ employees across the organization to determine themes in relation to various employee experience issuesEmployee Experience: Utilized the above data analytics to create solutions in areas of improvement within the employee experience, including onboarding, training, policies, and career development opportunitiesCulture Building: Threaded the organization’s recently developed shared values statement through various aspects of the organization, including developing core hiring and performance competencies

Organizational Development: Redesigned and enacted to current human resources policies and practices to help build programs and processes that allow the company to scale; provided thought leadership on organizational design, people-related strategy and corporate policies Staff Development: Served as a mentor and coach to newly promoted managers, including utilizing assessment tools to develop individual management skills development plans; identified and addressed training needs for teams and individualsProgram Development: Designed and managed onboarding, leadership development, quarterly evaluation, and employee engagement/retention programs with the intention of creating a positive work environment that encourages collaboration and ensures employees have what they need to thriveAssessment & Strategic Planning: Evaluated business strategies and plans to ensure the human resource support required is available; conducted frequent analysis of human resource/people strategy trends and data to develop solutions, programs and policies to strategically advance the firm’s growthRecruiting: Owned full cycle recruiting process, including development of a comprehensive talent strategy to ensure attraction of candidates at various career levels, education of hiring managers and other interviewers regarding predictive and behavioral interviewing skills, and creation of a pre-boarding program to ensure new employees remain engaged between offer acceptance and start date

Human Resources: Managed areas of the firm’s talent acquisition process, including the recruitment of candidates from top-tier schools; facilitated employee onboarding process; developed employer branding strategy in order to attract candidatesEmployee Engagement: Developed and executed firm-wide educational programs such as a “Brown Bag Lunch Series” to educate new employees on firm-specific topics as well as general topics such as change management and leadership skills; implemented and led employee engagement, events, and communication efforts across the firmAdministrative Management: Created and organized office operations and procedures; designed and implemented office policies by establishing standards/procedures, measuring results against standards, and making necessary adjustmentsMarketing: Prepared presentations and proposals for clients and prospects; wrote press releases, employee biographies, and other external communications; participated in the development of and responsible for the maintenance of company websiteOther Duties: Executed internal and external events; mediated of firm interaction with clients, prospects and other individuals/organizations; coordinated multiple budgets; evaluated and implemented various marketing initiatives in collaboration with other team members, including media and online strategies