Create, maintain and continually improve first-ever internal mobility talent development rotation program, receiving Circle of Excellence, Capital One’s highest honor. Scope of role includes entire participant lifecycle—from interviewing to onboarding, performance through program exit, in addition to career pathing, training and overall engagement and experience. Also lead special projects for US Card organization:• Currently leading U.S. Card’s involvement in cross-divisional, DIB-focused initiative for skills-based hiring and removal of education requirements from Basic & Preferred qualifications where possible. Include stakeholder alignment, leading of cross-functional team, training, change management and continuous iteration to improve processes.• Created and led full lifecycle of program execution for multi-month financial literacy program for ~7,500 customer-facing associates. Led cross-divisional team, created and managed project plan, monitored timelines, escalated risks, completed retrospectives and owned all communications via multiple channels. Drove to program completion.

Joined new Change Management team with a strategic investment in caring for change, building the department’s change management muscle and creating leverage and sharing knowledge. Supervised one team member.• Owned change management approach and execution for customer service technology platform update. Identified impacts and deployed appropriate change management tactics for ~7k associates through communications, training and feedback analysis from surveys and empathy interviews.In addition to full-time role, voluntarily led and implemented change initiatives for internal mobility rotation program for U.S. Card, focused on aligning Operations/Call Center talent to professional roles throughout the company, as well as building/retaining future diverse leaders at the company.

Drove and executed on the overall people strategy and agenda of 180-person Operations department restructuring, including reduction, recruitment and placement of impacted associates across two sites.• Served as key business partner to multiple levels through VP and departments (Ops, HRBPs, Recruiting, Compensation, Associate Relations, Finance) to ensure all aspects of people implications were considered in business decisions. • Drove comprehensive recruiting strategy to build new organization by re-leveling roles, created new job descriptions and restructured interview process. Developed targeted sourcing strategies, reviewed 1,000+ resumes, conducted interviews and assisted with salary negotiations. Achieved hiring goal of 70+ professional and management roles.• Led Job Bid process, with 200+ role/shifts, securing options for all displaced associates. Owned transition plan and communication strategies to set associates up for success in next role. • Served as consultant to other teams going through similar restructuring exercise.

Owned and led early careers talent rotation and intern programs in Finance for over 100 college hires annually, driving strategic approach to attract, retain and develop. Owned agenda, role identification, speaker series, events and training curriculum. Partnered with other HR functions to drive and leverage HR programs including recruiting, orientation and onboarding, compensation and benefits. Served as a business partner for leadership, managers and associates to ensure an exceptional experience for associates during two-year training program and summer internship.• Oversaw Finance Intern Program, resulting in 93% of interns accepting full-time offers. Program ranked #4 on Best Financial Services Internships in 2017 with Vault.com.• Developed, implemented and managed program strategies— driving enhancements to role definition, manager engagement, performance management, training and program logistics.• Led analysis and interpretation of associate satisfaction survey results, identifying trends and collaborating with leaders to implement action planning.• Introduced and executed performance and potential talent management sessions, utilizing 9-Box Model, to improve associate experience, development, movement and retention.• Owned performance improvement plan process for associates with performance issues. Coached managers through the process, achieved 100% plan completion success rate by associates year to date.

Managed early talent rotation program implementations in Commercial Bank, Finance and HR, and professional-level analysts (30 to 80 participants per program). Supervised one team member.• Only program lead to own two diverse full-time programs simultaneously, ensuring all rotations, trainings and events occurred seamlessly.• Created and facilitated first candidate “sell weekend,” which drove increased offer-conversion rate.• Promoted from Senior Associate to Principal Associate in 2012.

I managed early talent rotation program implementations in Commercial Bank, Finance and HR, and professional-level analysts (30 to 80 participants per program).

I set the strategy to drive the campus talent pipeline. I managed and administered a high volume of candidate applications through the full recruitment life cycle: sourcing, executing, selling and process adherence. I attracted high-calibre students from top-tier universities for full-time and internship opportunities by sponsoring events, attending career fairs and club meetings. I successfully prioritized and balanced sourcing, interview scheduling, event planning/execution and candidate management for five different job tracks across seven universities.

I partnered with five recruiters to manage logistics for all events and interviews, both on campus and onsite.

Owned registration and meeting planning end to end for quarterly conferences both domestically and internationally for 200-2k+ attendees.