• Headed Global TA team, overseeing Recruitment, Sourcing, Recruitment Marketing, Executive Recruitment, TA Operations/Analytics, Onboarding & Candidate Care. Responsibilities included the strategic management of the entire talent acquisition lifecycle.• In 2022, led a highly successful hiring campaign of 1750 hires (professional/executive/hourly). Achieved a notable reduction in TTF by 19 days, accompanied by an impressive increase of candidate pool size by 186%. • Collaborated w/ leaders to design & execute strategic workforce planning initiatives. Developed a req management system to streamline requests, manage headcount costs & align talent strategies with market dynamics, supporting departmental scalability objectives.• Maintained comprehensive expertise in employment-related regulations/guidelines, including EEO, state-specific labor requirements, OFCCP, GDPR, and ADA, ensuring ongoing legal compliance in all recruitment practices.• Proactively led the development & execution of innovative sourcing strategies by leveraging technology to engage passive candidates. Utilized technology to identify qualifications and motivators for critical roles and optimize "build vs. buy" strategies, thus enhancing talent pipelines & cost-efficiency.• Created & implemented standardized recruiting processes & interview evaluation criteria, which improved talent assessment consistency across multiple roles and higher-quality hires.• Enhanced executive engagement by providing insights into diversity efforts, candidate flow, recruitment costs, and timelines. Launched hiring manager training & streamlined offer process, including approvals, background checks, & onboarding, to ensure a seamless candidate experience.• Collaborated with Sr. Leaders on labor market trends, enabling the development of innovative sourcing strategies aligned with broader business objectives. Provided valuable input on organizing, preparing, and implementing recruiting and retention programs.

•Constructed a scalable global talent hiring model w/ emphasis on diversity, operational efficiency, & reporting. Developed a comprehensive change management plan & collaborated w/ stakeholders to ensure alignment with best practices.•Crafted a compelling & globally influential vision for the role of Global TA programs and insights in guiding business decisions and enhancing the customer experience.•Led the development of analytical solutions driving talent insights across Medidata. Designed & implemented intuitive reporting & comprehensive analytics for all hiring initiatives.•Utilized data to measure and influence stakeholders, presenting complex statistical insights in a clear & accessible manner to a non-statistical audience.•Translated TA challenges into testable hypotheses, answering them w/ data-driven & repeatable processes.•Consulted w/ leaders and C-suite executives, providing line-specific insights & solutions.•Designed & implemented a comprehensive global talent recruiting process, optimizing the consultative capabilities of talent partners and ensuring regulatory compliance.•Focused on scaling Global Early Talent & executed a Talent Attraction strategy to amplify our talent brand.•Developed the UR strategy & conducted analytics to tier universities & assess the quality of relationships w/ each institution.•Established robust metrics to assess organizational early talent needs & conducted gap analyses to identify challenging niche positions, leveraging academia to build pipelines in these areas.•Designed and implemented social impact programs aimed at at-risk youth career development. Partnered with organizations like Inroads, Black Girls Who Code, etc to create internship programs providing mentoring & on-the-job training to at-risk youth.•Managed the entire life cycle of student programs, including talent identification & recruitment, employer branding, university/student campus relations, & ongoing program evaluation w/ associated metrics.

• Specialized in designing unique global talent acquisition and attraction strategies for Fortune 100 organizations. Pioneered the development of best practices and industry standards in sourcing, recruitment processes, and internal/external engagement.• Independently conceptualized and designed a University Relations/Early Talent solution that streamlined event management and candidate engagement. This solution was successfully marketed as a product.• Developed a comprehensive and self-sustaining approach to GDPR compliance, adopted by 15 Fortune 50 companies as a model.• Collaborated with diverse industry professionals to understand their business needs and ensure our platform aligned with their objectives.• Thrived in a fast-paced, challenging environment, efficiently managing multiple concurrent projects.• Coordinated multifaceted processes involving cross-functional teams and external partners to consistently deliver superior results.• Demonstrated proficiency in project management, including task outlining, deliverable management, timeline supervision, risk identification and mitigation, and negotiation with various stakeholders.• Gathered and analyzed requirements, translating them into tailored Avature solutions configurations. Provided guidance and best practices advice.• Expertly customized Avature to align with clients' specific needs, collaborating closely with internal teams.

• Provided strategic direction and oversight for two Talent Acquisition Centers of Excellence, including project management and budget oversight.• Developed the university relations strategy, including analytics to assess university tiering and the quality of relationships with each institution.• Developed robust metrics to assess organizational early talent needs and conducted gap analyses to identify challenging niche positions. Leveraged academia to build pipelines in critical areas. Successfully relaunched, expanded, and recruited for Graduate Rotational Development Programs in 6 disciplines.• Delivered subject matter expertise presentations at national conferences, including NACE, Avature US User Conference, JDRF Student National Conference, and Inroads.• Collaborated with universities, student clubs/organizations, alumni associations, and professors to establish a strong pipeline of early talent.• Received the 2016 Novo Nordisk Drives Performance Award and the 2015 NACE Direct Employers Catalyst Award for the successful relaunch of the summer internship program.• Successfully relaunched the Summer Undergraduate Internship Program, implementing diverse sourcing plans, engaging managers, enhancing performance management, and implementing program analytics. Achieved a remarkable 600% increase in internship opportunities within 2 years of program management.

• • Provided support to the University Relations COE, including the formalization of internships with annual recruitment plans, onboarding, program support, measurement, and relationship management.• Assisted the External Workforce COE in ensuring the quality execution of processes and programs, incorporating input from key stakeholders.• Coordinated various projects, managed resources, and vendor relationships, and provided budget support.

• Responsibilities included providing administrative support and calendaring for Sr. Manager of External Workforce and Diversity and Inclusion. • Provided logistic coordinator for External Workforce, University Relations, and Diversity and Inclusion projects. Provided high level analysis and metrics for projects completed.• Assisted in recruiting efforts for formalized internship programs.• Maintained internal relationships with lines of business and HR business partners and external relationships with vendors, consultants, agencies, and universities.Highlights include:• Supported robust Diversity and Inclusion events calendar by coordinating events and ensuring vendors met project timelines.• Coordinated workspace and equipment logistics for 2012 sales force expansion by ensuring all employees of the RPO had necessary equipment and workspace. Developed and maintained working record of all RPO employees start and end dates to confirm accurate reporting information of employees still on the project. Worked with Compliance department to have all RPO employees complete compliance training.• Assisted in developing Contingent Labor Onboarding procedure to ensure clear and consistent messaging. • Conducted an audit of over 100 Colleges and Universities to determine which schools Novo Nordisk would benefit with partnering; analyzed and produced a complex matrix of appropriate institutions.

• Responsibilities included managing and administering effective services to adults with mental health disabilities in a residential setting.• Managed staff and budgets for program to ensure program requirements. • Led the provision of services to enhance residents’ daily activities and living skills.• Managed medical needs of consumers served to ensure quality of care.• Obtained complete licensing from the State of New Jersey.• Maintained documentation and case records.

• Responsibilities included performing field and office work involving the collection, analysis, and recording of significant facts.• Responded to child abuse/neglect referrals and responded to requests for child welfare services.• Conducted in-home visits and arranged for residential and/or foster care placements. • Maintained all case related documentation, scheduled all case calendar events and led all communications between all parties of each case.