Drove New Collar strategy in the United States through development of innovative programs targeting new collar pipeline. Established thought leadership in new white space through ongoing outreach and communication efforts, including national publication in NBC News, TechRepublic, Forbes, and Fox Business News.Designed and launched industry-leading Department of Labor Registered Apprenticeship program. Established internal IBM guidelines and framework for apprenticeship, including hire types, compensation models, standardized framework model, and training expectations. Led efforts to collaborate and develop 20+ competency models for various apprenticeship roles. Successfully grew program from initial cohort of seven apprentices to 170+ in the first 12 months. Delivered strong diversity mix, including 31% URM and 14% veterans. Launched IBM Apprenticeship Gateway to provide curated learning experience for apprentices; designed and delivered IBM Apprentice Digital Certificates. Launched Community College Skills Accelerator (CCSA) and established new partnerships with 19 community colleges across the US. Enabled free access to IBM tools, platforms, and services; created various face-to-face offerings for partner schools. Launched first of a kind blockchain curriculum with Wake Tech Community College, including delivery of three student digital credentials. Launched mentoring program with three community colleges, impacting approximately two dozen students in pilot. Engaged over 300 volunteers from across the US to support school-based outreach.

Led cross-enterprise team to design, develop, and launch Early Professional Track for Developer hires. Provided thought leadership for all workstreams, project management and stakeholder support, including coordination and preparation of all communications and executive updates. Coordinated design, content creation, and launch of major track deliverables including internal learning portal, and an external Developer Recruitment website. Oversaw design, development, and pilot of new employee onboarding program for Early Professional hires (New2Blue Essentials) with a focus on creating a memorable first day experience. Leveraged design thinking to develop new program structure, and collaborated with global Onboarding owner to develop plan for program pilot and re-launch. Developed all new content materials in partnership with Learning, ensuring focus on social and collaborative aspects as a system of engagement. Conducted 7 pilots across 3 countries to test and iterate the program design and content.Led short-term project focused on accelerating closure of critical skill gaps. Served as project leader and provided day-to-day guidance to two resources assigned to project. Developed project methodology and communicated via various paths to key stakeholders, including SVPs, HR VPs, and Talent Directors. Facilitated skills interviews with 10 units to identify critical skill gaps, developed solutions suite, and prepared for gap solutioning workshops to support units in developing plans to close skill gaps.Championed Cognitive Build winning team to design, develop, and pitch a new cognitive solution for coach coaching and development. Assembled agile team, led design thinking workshops to develop MVP overview, and developed internal marketing campaign to gain $1M+ in iFundIT investment. Successfully pitched concept to key IBM executives and clients, including IBM CEO, at Cognitive Build Outthink Challenge and selected as one of 3 winners out of 50 finalists.

Led end-to-end workforce strategy and talent planning in support of Global Business Services across North America.Drove Go Organic talent strategy with focus on increasing promotion rates, increased university hiring, and accelerated career velocity. Enabled increased Employee Engagement across North America by leading engagement advisory groups, facilitating open dialogues amongst practitioners, and leading workstreams to improve morale and drive simplification of processes.

Established Recruitment as a trusted advisor by delivering value through thoughtful advice and counsel and helping clients to achieve success. Ensured ownership and accountability for the ongoing review and assessment of appropriate internal controls to achieve process objectives and to guard against inherent risks, for a satisfactory controls posture.Drove the transformation effort by identifying processes that can be supported by a low-cost country. Conducted process reviews to determine suitability for movement and to identify opportunities to create efficiencies and eliminate hand-offs.

Provided advice and counsel on all operational topics affecting and impacting the US Recruitment organization. Drove audit compliance and data integrity for the US Recruitment organization. Developed action plans for system clean-up, including candidate and requisition closeout. Developed and implemented training plans for new Recruiters and on-going training for the greater Recruitment organization. Identified knowledge gaps and developed training materials and delivered training sessions.Developed comprehensive procedures and training materials in preparation for migration of work to a Global Recruitment Center. Conducted training sessions and on-the-job training for India-based team. Ensured comprehension of training materials and validate understanding through successful completion of topic-based tests and assigned work.Participated in Global Transformation efforts by assisting in the training development and implementation for Asia-Pacific and Latin America-based teams. Leveraged process knowledge to identify and mitigate issues, to create a customizable training framework for ongoing use, and to develop training materials.

Managed workload balance and hiring demand through redistribution of customer responsibilities and support matrix. Ensured the delivery of completed, timely, high quality staff work for the team. Engaged and partnered with business unit Focal Points, HR Partners, and Talent Partners regarding issues that affect Staffing, including approval processes, communications and effectiveness of new Staffing Representatives. Drove issues to satisfactory resolution for both parties.Led the transformation of the team to new Applicant Tracking System (ATS). Planned transition of 3,300 requisitions from current ATS to new ATS. Documented new processes for new ATS, trained team members, and ensured ongoing adherence to those processes.

Led various initiatives to ensure the Talent Organization maintained a satisfactory business controls and audit posture. Performed validation testing including self-assessments, peer reviews, and compliance audits. Prepared and presented quarterly control reviews with executive team. Provided business controls advice and counsel on a variety of topics, including control book creation and maintenance, Corporate Instructions, Sarbanes-Oxley compliance, operational controls, and general policy and process.Collaborated with various extended team members from EO and Talent to develop compliance and process documentation in response to the new OFCCP Internet Applicant ruling.

Supported activity for all hire types in the IBM Global Services organization. Worked directly with Hiring Managers and Technical Recruiters in all stages of the hiring process to ensure audit and EO compliance and to develop competitive offer packages. Assisted candidates through high touch recruiting with details of employment process and offer package. Provided weekly reports to customer set for new hires and outstanding interviews. Managed a core team of peers in analyzing current training processes for Staffing. Deliverables included a revised teamroom with updated reference information, rewritten process documentation, the development of a standardized agenda and desk guide template for new hires, and the beginning of hour-long weekly training refreshes for the team.

Served as the US Focal Point for the International Student Program. Coordinated resume collection and placement of international interns. Responsible for all administrative duties related to the Campus Ambassador Program, including various spreadsheets used for tracking of ambassadors. Created and administered a benchmarking study on housing and vacation plans for co-op students. Authored and assembled various training manuals for staffing programs.