•Reported into the CEO at a rapidly expanding tech startup transforming access to mental healthcare (Series A thru C fundraising rounds). Built the entire people function and recognized with 4 Culture/Best Place to Work Awards based on engagement survey results: Great Place to Work Certification consecutively (2022-2024) and Fortune Best Workplace in Health Care consecutively (2023-2024)•Hired and led a multi-disciplinary team across the HRBP, L&D, HR Operations/Benefits functions ranging from Coordinator to VP levels. Developed employee lifecycle processes to enhance and scale culture, ensuring it was highly desirable, inclusive, plus ready for growth. Successfully expanded operations across all 50 states, scaling staff from 125 to 800 FTEs in one year (6X growth) with a 50% People of Color representation

•Head of HR/People & Culture over two Publicis Health advertising agencies: Saatchi & Saatchi Wellness + Publicis New York; Reported into the President of both agencies•Hired and led a multi-disciplinary team of 17+ inclusive of HRBPs, Organizational Development, DEIB, Talent Acquisition, and Resource Management partnering across both agencies•Applied an Organizational Development approach to integrate agencies post M&A + rebuild all Talent programs & processes so the orgs were postured for both growth and stability; Examples: Created first DEI council; Rolled out structured interviewing and agency sell sheets for candidates; Upskilled the HR team to use analytics to assess the employee experience; Created rigor and equity around comp cycles; Virtualized engagement and networking programs; Revamped talent reviews and talent assessment; Rolled out employee value proposition; Created leadership communication cadence, and more•Transformed both companies to be "Work from Anywhere" organizations with a goal of building a connected, engaged, purpose-driven workforce in a virtual/hybrid environment; Increased diversity by 15% by hiring across the country; Ensured my team learned all the digital tools to support a virtual culture

•Led Talent Mgmt for NBCU's Operations & Technology business unit (~4,200 ppl globally); Oversaw Talent Team & partnered with ~30 HRBPs paired with the population; Strategically shaped how the org attracted, developed, & retained talent. Drove employee engagement initiatives and virtualized programming during COVID 19.•Led HR team through a 3-month Design Thinking Workshop to encourage an employee-centric mindset + innovation; Several processes revamped as a result•Transitioned org from annual performance appraisals to ongoing feedback with a branded campaign entitled Time To Talk; Spearheaded change management + communications; Results included 2M in savings to the business, +3 points in engagement, 85% of employees self-reporting receiving more feedback•Created and led group's first-ever bi-annual Talent Calibration process giving way to succession planning, 360 feedback, and strategic workforce planning; Analyzed data from discussions and recommended learning strategies to meet future workforce needs •Designed group's Executive Onboarding process resulting in zero turnover of new hires at SVP+ level since inception; Rolled out streamlined version for VP’s and below to ensure faster assimilation and productivity•Created company’s first-ever returnship program, Act Two, targeting mid-career parents with a professional pause looking to return to work; Goal is to tap into an under-utilized talent pool and increase female tech hires YOY•Served on national TECHWomen steering committee; Created group’s first-ever high-potential women’s leadership program in response to a rise in Silicon Valley gender lawsuits; NPS score = 87%•Built group's predictive HR Analytics capability resulting in data-driven decisions; Responsible for all surveys including analysis, reporting, action planning; Introduced pulse surveys to compliment the annual engagement survey•Oversaw enterprise STEM Intern & Associate Rotational pipeline programs + STEM DEI & CSR initiatives

•Adweek Global Media Agency of the Year & AdAge Agency of the Year for 2015•HR Leader for J3, UM's global integrated agency servicing Johnson & Johnson with planning, investment, strategy and analytics - approx. 250 employees; HR Leader for Identity, IPG Mediabrand's multicultural agency - approx. 20 employees; Managed two jr. generalists supporting each business; Collaborated with the extended IPG Mediabrands HR team as group moved to shared service model for HR•Partnered with leadership to support J3's 30% population growth post a 1 billion dollar account win; Scaled culture by launching a Networking Program to quickly onboard over 50 new hires + engage population in organic mentoring & peer coaching•Designed J3 and UM's first ever Succession Planning, Talent Review & Calibration processes to assess talent and skillsets in relation to business goals; Trained extended UM HR team on roll out and delivery; Resulted in an 11% increase in Internal Mobility at J3•Worked with HR Centers of Excellence (Employee Relations, Operations, Talent Acquisition, Organization Development) pulling in expertise to better service client groups; Shared quarterly talent analytics dashboards to inspire a data-driven approach to HR

•World’s leading digital ad agency ranked Top 3 in Ad Age’s Best Places to Work; Awarded Best Places to Work in NY State for 2013, 2014 and 2015; Most Awarded Agency of the Decade 2014 IAB MIXX Awards; 2014 Most InDemand LinkedIn Employer; NAFE Top 50 Company for Executive Women in 2015•HR Business Partner to the Creative, Media, Technology, Social Content, and Finance capabilities consisting of ~800 employees. Most responsibilities are a continuation of those listed in the Manager job below with the addition of leading HR for the CT office; Managed an HR Mgr, Generalist, and Coordinator•Curated rotation/mobility program in Media capability resulting in up to 30 staff rotations in a calendar year to meet critical business needs plus foster career growth. Resulted in a 12% drop in group's annual attrition rate plus shorter time to fill key roles on new business wins•Led company's first-ever National Women's Leadership Develoment program for approx. 40 high-potential female leaders across all disciplines. Developed curriculum consisting of leadership assessments, workshops, networking events, group coaching and one-on-one coaching. Tracked metrics; Publicized and advocated for program to executive leadership team; Recognized by National Association of Female Executives (NAFE) as a Top Company for Executive Women in 2015•Created quarterly metrics dashboards for broader HR team to have data-driven conversations with leadership; Process and templates rolled out nationally

•HR Business Partner to the Creative and Media capabilities consisting of ~400 employees. Manage two jr. generalists plus coordinator providing mentorship and oversight of responsibilities•Partnered with and coached capability EVPs and SVPs on people strategy initiatives; Proactively identified and developed employee retention solutions; Decreased Media attrition rate from 25% to 19% in 1 year•Led High-Potential Leadership program working with Chief Talent Officer; Researched and developed selection criteria plus development plan templates; Presented program updates to Sr. Leadership•Led HR department’s national Future Leaders program encouraging jr. generalists to collaborate and share best practices ensuring a cohesive employee experience across regions•Led talent calibration sessions and performance appraisal process across capabilities; Analyzed and synthesized data from talent reviews to lead annual People Planning meetings with capability leadership; Recommended L&D trainings and necessary courses of action to better grow talent and increase revenue•Collaborated with Compensation team on bonus calibration and comp planning•Solved challenging employee relations issues through coaching and corrective action planning; Prevented litigation through proper investigation, documentation and legal compliance•Served as HR lead for Kraft Foods account shared by Digitas, Starcom, and MediaVest comprised of ~60 employees; Conducted HR Audit and redesigned org charts, job titles and comp practices on account to support integration; Subsequently managed divestiture of account to Starcom and MediaVest partnering with company CEO’s, Presidents, HR leads•Accountable for bringing client groups through three regional RIFs to decrease human capital budget; Partnered with leadership to manage employee selection and notification process; Made recommendations for internal mobility and placing talent at sister agencies to avoid severance costs

•Hired into full-time talent operations and recruiting role following successful graduate-level internship; Focused mainly on recruiting for technology roles but worked on all business areas; Managed an HR Coordinator and Intern•Managed implementation of ATS and Talent Management system (Taleo); Spearheaded all change management efforts managing priorities of internal stakeholders; Resulted in recruiting and performance management becoming web-based and gave rise to Internal Mobility plus more robust pipelining

Interned at an exec coaching firm, LOreal, and Warner Music Group working on talent mgmt projects for HR executives