Building and leading a new talent-focused vertical within Catalyst:Ed's programmatic offerings. The Talent Helpdesk @ Catalyst:Ed will be a resource to help backbone organizations in the place-based partnerships sector access high-quality, rapid, and responsive support for their talent-related needs. Responsible for building out a system of support that provides immediate guidance to organization leaders for quick talent-related questions, and matches them with consultants and firms for larger projects.

At The Authentic Asian, we strive to help Asian American Female Leaders feel more connected and less alone through our Exclusive AAPI Female Leader community. We believe that by providing a supportive network, we can empower AAPI Female Leaders to achieve their goals and make a difference in their communities. Join us today to connect with like-minded individuals and take your business to the next level.

One-pager: http://tinyurl.com/Jeong-ConsultingFrom advising and coaching to design to facilitation and implementation, I break down complex problems with straightforward and actionable strategies. Whether it’s your overall people strategy and organizational culture or specific moments that matter across the employee lifecycle, I work with you to craft robust, yet simple, solutions tailored to your distinct needs.

ProFound is building a powerful professional network of disability-inclusive leaders.

Reporting to the CEO, I led The Philadelphia Inquirer’s Diversity, Equity, and Inclusion division – developing and overseeing strategy to driving execution, and collaborating closely with the People & Culture division. During my time at The Inquirer, I:- Designed and launched an employee engagement survey, collected and analyzed results by division, and presented to and coached senior leaders on engagement strategy.- Led a revamp of onboarding, including developing an onboarding toolkit for hiring managers, and added company-wide trainings, virtual and hybrid.- Designed and facilitated DE&I training, including inclusive leadership, inclusive language, and a six-month leader program to foster allyship and cultural competence- Designed and facilitated leadership development training, including leading in a hybrid environment, feedback, constructive conversations, and effective interviewing practices.- Created additional hiring materials to improve inclusion and equity, including a Behavioral-Based Question Bank and an Interview Guide template.- Wrote and launched a Diverse Slate Policy, a Diverse Interview Panel Policy, and Guidance on Increasing Supplier Diversity.- Wrote the Company Values and Code of Conduct, and oversaw the communication and launch plans for the Company Values, Code of Conduct, and updated Employee Handbook.- Led internal and external DE&I communications, including launching an internal monthly DE&I newsletter and leading the project to launch our first external-facing DE&I page.- Oversaw employee resource groups (ERGs) for employees of color, employees who identify as women, and LGBTQIA+ employees; launched an ERG for people with disabilities.- Consulted on strategic updates to the company’s talent review, succession planning, and performance management processes, including a company-wide DE&I goal for all people managers and the company values for all employees; wrote the goals and rubrics for evaluation.

I led the Leadership and DE&I (LDE&I) product portfolio for Comcast. Our portfolio is at the leading edge of innovation, reinventing learning to drive business outcomes. My team is responsible for setting the vision and strategy to build radically digital learning products to better meet the needs of our 85K+ employees across the globe, so they can continue to provide an exceptional customer experience. We provide customizable learning experiences that develop the inclusive leadership behaviors, mindsets, and skills to improve our employees' leadership capabilities. Within the leadership product portfolio, we are reimaging leadership development at Comcast to be inclusive and human-centered. Diversity, equity, and inclusion concepts are woven through every single product. We are moving from a leadership development model that only served a "few" to providing open access to all employees because, at Comcast, we believe everyone is a leader.While DE&I is fully integrated into all leadership products, we also maintain a vertical of DE&I products that create the foundation for all employees to build fluency in core topics, such as social identity, unconscious bias, intersectionality, and more. We also partner across all other product portfolios to ensure DE&I is built into all functional capabilities, like sales, talent acquisition, and product development.

As the Director for the DE&I Product Portfolio, I set the vision and overall strategy for diversity, equity, and inclusion learning at Comcast, partnering cross-functionally HR, Talent, Corporate DE&I, Legal, Communications and our senior leaders of the Divisions, Business Units and Headquarters. I built a framework for DE&I learning that takes employees on a journey from foundational topics to applying these concepts to how they lead themselves, across relationships, and teams. Impacting more than 85K+ employees, I developed a common DE&I language for Comcast, a new framework for how to lead DE&I conversations, virtual workshops on topics such as unconscious bias, allyship, and social identity, and I oversaw the strategy to build 12 short, easy to consume eLearnings to introduce all employees to key DE&I concepts. I also provided the learning strategy for Comcast's first-ever DE&I Day in October 2020.

An internal consultant focused on designing, implementing and executing holistic diversity and inclusiveness strategies aligned to the employee life-cycle within tech teams by partnering across learning & development, recruiting and HR business partners.Supported the design of an inclusion strategy that was scaled company-wide and consulted on how to integrate inclusive behaviors into training and ongoing development for leaders, people managers and individual contributors.

Led a five-person team that was responsible for building a “center for excellence” in the art and science of transformational coaching at Teach For America, as a key support function for building leadership, and developing a framework for how our organization supports corps members during their two-year, in-service commitment to catalyze their leadership

Executive coach and consultant for Teach For America regional program teams, working with 12 clients across seven regions.

Responsible for setting the vision and direction for The School District of Philadelphia's approach to recruiting, selecting, placing, developing and retaining high-quality talent for all positions across a 17,000 person organization. By the end of the 2015-2016 school year, led the Recruitment and Staffing Teams to fill 99% of all known teacher vacancies for the 2016-2017 school year, more than two months before the first day of school.Managed the functional areas of Effectiveness (professional development, leadership development, evaluation), Employee Support Services (benefits, health services, records, retirement), Employee Relations (labor), Recruitment, Staffing, Certification, Customer Support, School-Resource Support, and Substitute Services.

Oversaw a 15-person team to recruit highly-qualified and high-quality candidates to staff all positions across The School District of Philadelphia; opened the 2014-2015 and 2015-2016 school years with 99% of teaching vacancies fully staffed.Created policies, processes and procedures to improve the quality of candidates hired through rigorous screening processes and ensure strategic placement of staff.Developed strategic short- and long-term recruitment campaigns to attract diverse and highly-qualified candidates to apply for all open positions (school-based and administrative staff); for the 2015-2016 school year, created a qualified candidate pool of more than 1500 teachers for 800 vacancies.Led the implementation of an online Applicant Tracking System for the District, the first online, cloud-based system to be utilized for recruitment and staffing.

Oversaw all human capital initiatives, including management coaching, recruitment/hiring, professional development, and performance management

Responsible for ensuring KIPP Philadelphia Schools achieves its long-term vision for growth by driving strategic initiatives, monitoring the ever-evolving educational landscape, and advising the CEO accordingly

Responsible for human capital, cross-functional strategy, and region-wide operations for a 30-person staff

Set the vision & strategy for recruitment across six campuses while also managing a small team which was responsible for 14 schools

Set the vision & strategy for recruitment across nine Upstate New York campuses

Led students to, on average, increase reading levels by two years and master 80% of literacy objectives