With a passion for empowering individuals and organizations, I.T.L.L. Work is dedicated to Implementing Transformative Leadership and Learning strategies. Our approach focuses on unlocking the best potential within your teams and reshaping workplace culture and engagement.Our team at I.T.L.L. Work is committed to driving positive change and growth through coaching mentoring and empowerment. We believe in creating environments that foster creativity, motivation, and continuous learning. Let us partner with you to elevate your organization to the next level.

Aras Corporation (Private Equity backed) is an American developer and publisher of product development software, Aras Innovator. The product is used for product lifecycle management and other purposes.• Designed and implemented a global functional Talent Acquisition (TA) model from the ground up. Developed TA processes and procedures and corresponding handbook from scratch. Implemented and installed a global applicant tracking system, Greenhouse, with companywide training and deployment.• Enhanced the Aras brand through various social platforms increasing ratings and visibility to attract a larger talent pool and bolster culture and retention.• Developed metrics and KPIs around the TA function, and Human Resources (HR) response times, using dashboards and data from Greenhouse and BambooHR, reporting on activities to the Executive Leadership Team as well as the Board of Directors. • Created and led DE&I initiatives through global implementation and adoption of Diverse Slate recruitment requirements within TA.• Delivered all Human Capital Metrics reporting for the Board of Directors, including, but not limited to, DE&I (functional and regional), operational headcount costs, functional costs, and geographical costs. • Strategic owner for global deployment of performance management and goal-setting processes and trainings.• Ensured compliance for internal equity and compensation alignment through internal and external recruitment. • Owned all executive recruitment sourcing and recruiting on various SVP and C-Suite positions at the global level, partnering closely with the CEO and GI Partners’ managing directors.• Created and owned employee engagement surveys, and implemented action planning initiatives around diversity and culture, using CultureAmp as a surveying tool.• Implemented a university relations program with early career development tied into succession planning and organizational development.

Supported the following clients through Recruitment Process Outsourcing and Management Consulting:Aventiv TechnologiesCummins IncLonza Group

Aventiv® (Private Equity Backed) exists to empower both individuals and communities for better futures. Through the advancement of technology, we strengthen bonds, improve safety, and create opportunities for those who need them most.• Inherited a new RPO account with high turnover to restructure and realign to a functional recruitment model with Aventiv, re-positioned to a profitable account within the Korn Ferry RPO Portfolio.• Evaluated recruitment delivery team and forecasted hiring against the long-term strategy of the client and their parent PE partners, positioning towards an exit.• Assisted HR in implementing UKG as a new HRIS / ATS and created reporting around the system to report to executive leadership and the board.• Rebuilt the relationship between the client and Korn Ferry and established a new level of trust and partnership.

Cummins Inc., a global power leader, is a corporation of complementary business units that design, manufacture, distribute and service engines and related technologies, including fuel systems, controls, air handling, filtration, emission solutions and electrical power generation systems. Headquartered in Columbus, Indiana, (USA) Cummins employs approximately 44,000 people worldwide and serves customers in approximately 190 countries and territories through a network of more than 600 company-owned and independent distributor locations and approximately 6,500 dealer locations. • Responsible for running recruitment operations and strategy for all exempt and college hiring in the Americas within the oldest tenured Global RPO account for Korn Ferry, with ~3,500 hires per year.• Led, mentored, and coached a team of Project Managers and Team Leads with remits in North America with oversight in LATAM, teams consisting of coordinators, associate recruiters, recruiters, and talent scouts • Prepared and delivered Quarterly Insight Meetings around data and metrics to executive leadership.• Inherited critically aged requisition situation (58%), implemented reporting accountability processes, and reduced to 40% within 4 weeks (>30% requisitions aged 60+ days, 500+ open at end of assignment).

Lonza Group AG is a Swiss multinational manufacturing company for the pharmaceutical, biotechnology and nutrition sectors, headquartered in Basel, with major facilities in Europe, North America and South Asia. Lonza was established under that name in the late 19th-century in Switzerland.In addition to my responsibilities as a Talent Team Lead:• Oversaw continuous improvement over all Mammalian Manufacturing (contract manufacturing) facilities globally, including, but not limited to, TA process and procedure improvement, hiring data analysis, marketing and brand awareness, market insights and mapping, and talent attraction. • Led a team of individual contributors as well as managers (Team Leads with 4-6 direct reports) across a global team. • Partnered with Global HR and Leadership to build and flex team based on increase in FY21 hiring plan of 250% in adds to staff and 350% increase over replacement forecast.

Ran the RPO team within Lonza. Partnered with leadership and HR Business Partners driving recruiting results and deliver exceptional results to a rapidly growing organization. Developed strategy to implement across key sites (Portsmouth, Houston and Hayward).• Implemented functional recruitment delivery model for Tampa FL ($100M – FY20 Revenue), Portsmouth NH ($950M – FY20 Revenue), Hayward CA ($350M – FY20 Revenue), and Houston TX ($350M – FY19 Revenue). • Partnered with global leadership on building out hiring strategies for all sites for the Moderna partnership to manufacture and deploy mRNA-1273 – COVID-19 vaccine. Built out a hiring plan to hire hundreds of roles across all functions globally within a few months to support the global release of the Moderna Vaccines.• Ran executive recruitment and strategies for site leadership positions as well as launched initiatives around talent attraction and social media campaigns for mid to senior-level roles. • Reported on data and metrics (weekly, monthly, and quarterly) to the Lonza Site leadership teams as well as Lonza Global leadership and executive Korn Ferry leadership teams. • Led recruiters, coordinators, and associate recruiters concerning workload, aged requisitions, Key Performance Indicators (KPIs), as well as Performance Improvement Plans (PIPs). Analyze and adjust team based on nine box evaluations and assessment reviews (HR, Hiring Manager, and Candidate) either build and coach team members based on performance. Managed budgeting for all teams under my remit.• Reduced aged requisitions (90+ days) from 39% in April 2020 to 9% In April 2021 as well as increased client satisfaction with Recruitment Delivery by 250%+ by implementing data analysis tools to better aid in strategically aligning hiring plans to recruitment efforts. • Strategically planned budgets and forecasting against hiring plans using both current and historical data – built and structured recruitment delivery teams around those plans.

CIT provides lending, leasing and advisory services to small and middle market businesses and the transportation sector. It operates its commercial businesses under North America Banking and Transportation & International Finance.Responsible for all recruiting activities and HR for the Direct Capital site in Portsmouth NH as well as recruitment for all sales and business development positions within CIT Business Capital. Reported to CIT Corporate HR with dotted line to executive leadership at Direct Capital.• Led Talent Acquisition support for all areas of CIT Business Capital (GTM) and Direct Capital including Executive Management, Information Technology, Sales, and Operations across all locations in the U.S. • Integrated CIT HR and TA policies and procedures into Direct Capital, which ran as a private company without any corporate HR oversight for over 20 years before the CIT Bank acquisition. • Executed strategic hiring initiatives to support all lines of business for Direct Capital and CIT Business Capital.• Managed metrics and data to help with strategic headcount budget planning with executives, relating to revenue growth and organizational development. Work with executives to implement recognition programs and successfully reduce turnover by approximately 20% annually. • Managed the university relations program with standard and rotational internships and career fairs.• Led personnel, recruiters, and coordinators monitored and tracked KPIs and metrics, and administered professional development where it was needed.

Our unwavering passion lies in doing what we excel at—continuous innovation in spine surgery technologies. Our commitment is deeply rooted in the application of our expert knowledge, ensuring that we consistently strive for excellence. We are impassioned to empower physicians and patients worldwide to invest with us, encouraging them to become owners and contributors to a legacy of pioneering solutions in outpatient spine surgery.• Recruited candidates for QC & QA/Engineering (ISO 13485), IT, Finance, and medical staff: Orthopedic Surgeons, Anesthesiologists, and Nurses in multiple geographical locations and sites. • Designed and implemented a new nationwide corporate recruiting and HR platform for KICVentures and all subsidiary companies, and built the platform from the ground up. • Managed the recruitment team and developed processes within the Human Resources department. • Designed and reported all hiring metrics to all senior management teams, including ownership. • Implemented campus recruiting initiatives including but not limited to co-op and internship programs.