Global hedge fund managing $3B of AUM across multiple strategies.Provide HR leadership to Co-Founders, Senior Management, and 280 employees in 14 US offices, London, Singapore, Paris, and Hong Kong including compensation, benefits, on-boarding, and employee relations• Support year-end compensation review process including conducting market benchmarking and partner with CFO on deferred compensation program.• Assess PEO exit including evaluating brokers and HRIS/payroll providers.

Private credit firm investing in middle market businesses, managing $5B of AUM across five industries. Built HR function from the ground up for 55 employees, centralizing, formalizing and expanding informal processes. Reported into the GC on the executive committee.• Created structured Talent Acquisition strategy including scorecards, assessments, and diversity sourcing. Results included at 25% reduction in time-to-fill, increased diversity hiring and increased quality. Developed robust onboarding program.• Developed Performance Management system that transformed perceptions of fairness and ability to identify/promote high potentials. Grew manager participation from ~60% to 90%+. Elements included 360/peer reviews, new online tool, training and coaching, criteria matrix, career paths.• Designed Brightwood “U”, a multi-track Learning and Development curriculum, which generated strong interest. Implemented executive coaching program.• Enhanced Compensation Review Process, improving competitiveness and transparency while controlling costs: analyzed market data, managed deferred compensation program. Analyzed benefits design/renewal and managed PEO relationship.•

Global alternative investment manager focusing on private equity and credit, managing $154B of AUM.Provided HR leadership to Partners for 120 employees in the US and Brazil including employee relations, diversity & inclusion, talent acquisition, performance management, talent development, compensation. Managed teams of up to 10.• Improved Talent Acquisition process, including structured interviews, training on unconscious bias, scorecards; resulted in more diverse candidate pool (including increased female presence) and 90%+ retention of top talent. Managed summer internship program and MBA recruiting.• Created Diversity and Inclusion initiatives including policies on parental leave, enhanced family benefits offerings, flexible working arrangements and key recruiting partnerships.• Credited with developing innovative programs that fostered Talent Development:• Managed Performance Management process, improving evaluation effectiveness. Revamped exit interviews to analyze areas of high turnover risk.

Investment management firm, managing $7.6B across private equity, hedge fund and investment vehicles.Built HR function from the ground up, centralizing, formalizing and expanding informal processes. Reported to Executive Management and Partners for 75 employees in the US, London, and Brazil.• Created a Talent Acquisition process from the ground-up; improved quality of new hires based on performance reviews and increased number of promotions. • Built entire Performance Management process; succeed in integrating new approach into the culture.• Managed rapid change through “Great Recession;” developed communication strategy, provided staff feedback, assessed needs through surveys, managed reorganizations and workforce reductions.• Identified development needs, implemented well-received training solutions improving key skills.

Private commercial real estate lender to small and midsized businesses. Built HR function from the ground up, centralizing, formalizing and expanding informal processes. Provided HR leadership for 350 employees in 30 domestic locations.• Managed HR budget, achieving a reduction in expenses of $340,000 while improving services.• Created Talent Acquisition process; achieved corporate goal of 100% new hire retention in first year.• Successfully implemented Employee Engagement survey; tracked action items and improvements.• Mitigated risk by developing Performance Management systems that improved perception of fairness, reduced employee relations issues, and supported terminations and reductions in force. • Implemented customized firmwide Learning and Development programs, including tailored salesforce training program that received strong positive feedback.

Professional services firm (surrendered its licenses to practice as CPAs).Provided HR leadership to risk consulting Practice Heads: succession planning, workforce reductions, talent acquisition, learning/development, performance management, employee relations, immigration/visa. • Credited with fulfilling mandate to improve professionalism of HR function.• Forestalled layoffs through strategic reductions in hours, work weeks and compensation.• Matched consulting talent with assignments, receiving strong positive feedback on alignment.

Promoted three times, from HR Generalist (supporting populations of up to 900 employees) to Organizational Development Manager to Management Consultant, and finally Manager of 225 employee Associate Training program. Selected to participate in Leadership Development Program.

Promoted twice, from Employee Relations Assistant to Junior Generalist.