Key trusted partner to the CTO, Chief Product officer and Co-Founder with deep relationships across the organization at all levels. First technology people partner at Chime, built out the tech People Partner function and team reporting directly to the Chief People Officer. Played critical role in scaling employee growth from 250 to 1400+ with revenue growth of nearly 10x. Lead transformational change through organizational health diagnosis and solutions to overhaul operational efficiency and unlock velocity within tech functions. Partnered with Tech leaders to develop Chime's talent strategy and organizational design.Strategic liaison between Chime's centers of excellence and interpreting business needs to create and execute people programs with maximum impact.

I have been a trusted partner with senior leaders in technology and R&D to support all of their people needs. Notable accomplishments include creating robust talent & succession plans, championing multiple learning and development sessions as part of a leadership series, creating compensation frameworks, developing performance feedback initiatives, educating managers and employees on communication and managing conflict best practices, and creating technology specific initiatives aimed at engagement and retention.

Led the effort to assess the gaps in People Operations and Talent Acquisition management to bring the company into compliance and create a strategic roadmap for setting up a world class People team. Advised leadership on organizational growth, communication, and creating a best place to work. Coached managers People and Talent team members, created process and programs that focused on attracting, retaining, and delighting a talented team.

I am a trusted advisor to leaders, managers and individual contributors to help them deliver their best work every single day. I execute the full range of HR duties from high level strategy to program design to problem solving. I drive planning and implementation of company-wide HR initiatives: employee surveys, performance management, compensation planning, organization design, etc.I partner with company leaders to grow and develop effective teams and partner with the Director of Talent Acquisition to support recruiting function, and provide a seamless experience turning candidates into employees. Other functions under me:Employee benefits administration and support for employees. Compliance with all applicable federal, state and local government laws.The development of organizational and performance management plans as well as training, mentor, and leadership development programs. Partnering with company leaders, and talent acquisition to create a competitive and attractivecompensation strategy.Anything we need to create amazing experiences for our employees!

Working to align the people function and business goals to create a superior employment experience.

Supports the strategic management and growth of Kontagent, leading the delivery of HR programs, services, and initiatives. Responsible for administering Kontagent’s benefits program, developing and managing the orientation program, implementing and maintaining company compensation plan and role and title leveling, working proactively with department managers and providing HR guidance on topics such as: compensation, employee relations, organizational change, attrition, engagement, development, and performance. Educating and training department managers on the performance management process and the goals of employee development, providing guidance and coaching to all employees on employee relation issues, feedback, career planning and mentoring, and championing best practices/ solutions within the HR organization.

Manage all aspects of Human Resources with an emphasis on the Benefits Department including insurance, 401(k), leaves of absence and disability, worker’s compensation, COBRA administration, annual open enrollments, and unemployment; developed and refined HR policies and procedures to ensure compliance with federal, state, and local law, managed on-boarding of new employees and performed exit interviews, managed FLSA and ADA requirements and EEOC reporting, provided guidance to managers on employee relations, terminations and promotions, provided customer service regarding benefits and compensation; supervised benefits department staff; project manager for implementation of new HRIS system integrating HR, Payroll, and Benefits systems; interviewed and screened potential candidates, works closely with the VP of Human Resources

Sole Administrator for Harvard’s in-house Long Term Disability Plan; Performed diverse and complex accountingTasks pertaining to Human Resources functions; served as HR Generalist responsible for the creation of job descriptions, sourcing, screening, and interviewing candidates