Jessie B. Email & Phone Number

Internal Mobility:* Develop Internal Mobility Initiatives: Create and implement new internal mobility initiatives, such as skill-building programs, to enhance employee growth and retention.* Cross-Functional Collaboration: Partner with DEI, Performance, HR, and Legal teams to design and ensure fair and inclusive access to internal opportunities.*Communication and Training: Design and deliver comprehensive communication plans, including newsletters, presentations, and training sessions to inform and educate employees and stakeholders about program benefits and processes.* Performance Metrics: Establish KPIs, develop tracking systems, and analyze data to measure the success of initiatives. Present findings and recommendations for continuous improvement.Global Mobility:* Global Mobility Management: Manage the entire lifecycle of international assignments. Develop and implement a comprehensive assignments policy to streamline processes and ensure compliance with international regulations. Facilitate visa and tax consultations to support employee transitions.* Vendor Management: Manage relationships with relocation service providers and tax advisors, ensuring high service quality and cost-efficiency.* Policy Implementation: Draft and enforce global mobility policies and guidelines, ensuring legal compliance and consistency. Regularly review and update policies to adapt to changing regulations and business needs.* Resource Development: Create a suite of training materials and an online resource hub for employees and managers to access information on mobility programs, policies, and procedures.* Process Improvement: Led initiatives to streamline cross-border relocation processes.* Employee Education: Develop comprehensive guides and checklists for employees undergoing relocations, ensuring they are well-prepared and informed throughout the process.

* Program Strategy Development: Conducted market research and employee surveys to design a program strategy that aligned with company talent and business objectives. Created a detailed implementation roadmap and timeline.* Stakeholder Management: Facilitated workshops and strategy sessions with cross-functional partners and leadership to secure buy-in and ensure alignment with strategic goals. * Program Redesign: Conducted a comprehensive audit of the existing internal mobility program, identified pain points, and developed solutions in collaboration with department leaders. Successfully revamped the program to better meet needs.* Training Delivery: Designed and delivered customized training sessions for different stakeholder groups, ensuring successful adoption of the new program. * Communication Strategy: Developed and executed a multi-channel communication plan to announce and explain the new internal mobility program. * Documentation Maintenance: Created and maintained detailed documentation for all internal mobility processes and policies, ensuring accessibility and clarity for all employees.* Resource Creation: Developed a comprehensive employee resources hub, role transition guides for managers, and tailored program guides for each stakeholder group. Ensured resources were easily accessible and user-friendly.* Program Rebranding: Led the rebranding effort, developing a new program name, philosophy, pillars, and supporting creative assets. Collaborated with the marketing team to ensure consistent and appealing branding.* Recruiting Process Improvement: Partnered with the Talent team to streamline the internal mobility recruiting process, enhancing the candidate experience. Developed a new internal candidate experience survey to gather feedback and make improvements.

San Francisco Bay Area

Affirm’s Global Mobility Team supports the seamless movement of employees, both within Affirm and around the world. Part of Affirm’s People Team, we are responsible for building and scaling Affirm’s global mobility and compliance programs in close coordination with internal partners and external vendors.In this role, I:* Program Definition and Execution: Helped define and execute global remote-first programs, policies, and processes. Conducted pilot programs to test new initiatives and gather feedback.* Policy Evolution: Worked with HR and Legal teams to adapt people policies for a remote-first, global context. Regularly reviewed and updated policies to ensure relevance and compliance.* Scalable Program Development: Built fair and consistent internal mobility programs by developing standardized processes and tools. Ensured scalability by creating detailed guidelines and templates.* Program Implementation and Communication: Managed end-to-end program implementations and served as a point of contact for employee inquiries. Developed and executed communication plans to ensure program awareness and understanding.* Process Development: Partnered with cross-functional teams, including IT and Finance, to develop seamless processes that support mobility needs while maintaining data integrity, compliance, and efficiency.* Analytics and Reporting: Developed reports and analytics dashboards to provide insights and support business decisions. * Documentation Review: Regularly reviewed and updated documentation for mobility and compliance processes, policies, and data. Ensured accuracy and accessibility for all stakeholders.* Vendor and Compliance Management: Collaborated with vendors and compliance teams to manage training initiatives. Conducted compliance audits and ensured adherence to regulations.

San Francisco Bay Area

* Operations Department Establishment: Led recruitment for the new Operations organization in Pittsburgh, PA.* Business Recruiting: Recruited 160+ employees across various departments within 17 months* Manager Coaching and Training: Coached and trained new managers on hiring best practices, processes, interviewing techniques, and other recruitment-related activities.* Event Organization: Organized job fairs, group interviews, and represented the company at local job fairs and university events.* Hiring Strategy Development: Created innovative hiring processes in the absence of a physical office.* Office Opening Coordination: Played a key role in the grand opening of the new Pittsburgh office.* Cross-Team Collaboration: Worked closely with Real Estate and Workplace teams to align hiring strategies with office developments.

San Francisco Bay Area

• Hired and developed a recruiting team to achieve company growth objectives.• Worked closely with leadership team to drive talent acquisition strategy.• Executed full life-cycle recruiting for all teams (Engineering, G&A, and Business).

San Francisco Bay Area

• Worked closely with leadership team to drive talent acquisition strategy, scaling the company from 80 to 160+ globally.• Executed full life-cycle recruiting for all teams (Engineering, G&A, and Business). • Facilitated on-boarding and conducted 60-day check-ins with new hires.• Increased employee referrals from 15% to 40% of hires by leveraging MailChimp campaigns and streamlining referral reporting.• Implemented HackerRank platform to streamline interview processes and increase diversity within technical teams. • Leveraged data to generate robust reports and recruiting metrics that helped drive the Talent organization and provide insights and process improvements.• Worked cross-functionally with HR, Marketing, and Finance to lead recruitment brand initiatives that deliver high-quality, impactful experiences to internal and external stakeholders.• Provided direction and consultation to hiring managers on a variety of hiring best practices, policies, processes, and trends.• Educated candidates and hiring managers on immigration policies and best practices and collaborated with legal team to facilitate Visa transfers.

San Francisco Bay Area

Hired as the first and only Talent Coordinator to support global hiring efforts for all technical and non-technical teams in the organization. More specifically, I:• Sourced and conducted phone screens and in-person interviews for a wide range of entry-mid level, full-time positions.• Helped hire 81 full-time employees by coordinating 4,500+ global interview events.• Managed high volume candidate pipelines by scheduling 60-70 interviews per week, collecting interview feedback, sending rejection notes, and collaborating with hiring managers globally to provide guidance on best practices and ensure candidate's timely movement through the hiring process.• Managed up to 45 global job postings at a given time.• Helped coordinate ATS implementation and established new interview processes. • Managed engineering internship program and campus recruiting.• Collaborated cross-functionally with HR, Marketing, and Finance to facilitate retention and engagement initiatives.

Menlo Park, Ca

Renaissance is a leading Executive Search and Leadership firm based in London and Silicon Valley, specializing in the Digital and Global Technology sectors. For over a decade we have been building Board and Leadership teams for some of the most exciting start-ups and fast growth companies, often VC or Private Equity backed. Responsibilities:• Sourcing support and project management for search projects in close collaboration with search lead.• Prepare critical supporting materials including presentations for pitches, candidate bios, and company profiles for client meetings.• Attend client and candidate meetings, gaining a deep understanding of client's need's and candidate's qualifications.• Engage in self-driven research and education to understand the unique needs and business model of each client.