Kevin Mottram Email and Phone Number

DSIX is a member-driven community of global Corporate Diversity Recruiting Leaders from a variety of leading companies. DSIX uniquely delivers a community of peers who transparently share what’s working in diversity recruiting and what isn’t so that we can meaningfully advance diversity, equity, inclusion, and belonging.

Led the global TA function that drives the TA Strategy and Operating model, is the backbone for scaling the tools, systems, and processes to drive efficiencies and compliance at global scale, Talent Guides that enable a strong customer commitment to prospective candidates, an Internal Mobility program that facilitates meaningful career moves, and the TA Programs and projects team that enables the function and hiring teams to find and support the highest quality talent for Twilio.

Built and led the global team that owns the hiring and enablement of Early in Career Talent into Twilio. Through an equitable approach, the team engaged, skilled-up and hired aspiring students and non-traditional talent. Scaling with Twilio, the function developed the Twilio Ship Model which is a comprehensive model inclusive of Internships, Apprenticeships, and Returnships, and programs that enabled and supported our full-time EIC hires.

As the leader of University Recruiting for Microsoft in India, Middle East and Africa, I was accountable for the strategy, innovation, and execution of University hiring. The role was a newly created role chartered to build the University Recruitment function - in 3 years, we built a high-performing team of dedicated Managers/Recruiters/Talent Sourcers, developed and executed against strategic UR plans at scale (in India) and in niche/start-up markets (in Israel), hired more then 5000+ students, and drove a culture founded in inspiration and experimentation. We cultivated partnerships across HR Leaders, Area Vice Presidents, and GM’s to collectively inspire students across the planet to realize their dreams at Microsoft.

As the HR Manager partnering with multiple software engineering teams in Office 365, my focus was in building trusting relationships with Engineering Leaders to drive an effective People Strategy for approximately 500+ employees in a transformational growth business. I provided Leadership and Manager coaching to leaders ranging from Corporate Vice Presidents to first-time managers to create and foster a great place to work. Additionally, I led targeted organizational design, organizational development, aqusition integration plans and change management efforts to optimize the engineering organizations transition to the Cloud, Combined Engineering, and a more customer-focused culture.

Program Manager for the International Talent Acquisition and International HR functions. My efforts focused on effectively landing Talent Acquisition and HR programs at scale across our 11 International Areas outside the United States. The work and efforts ranged from designing, and implementing a new Performance Management approach, Diversity Programs, Int'l MBA Recruitment Programs and Country Manager On-boarding.

HR Trax is Microsoft’s 2-year accelerated HR development program for interns and full-time hires from universities around the world. HR Trax gave me the platform to accelerate my network, exposure, and opportunities across Microsoft.

Industry Recruiter with a focus on the Network Engineering/Architecture and Software Development talent pools as Microsoft was significantly scaling out the cloud infrastructure to support the growth of online services such as Office 365 and Bing. Given the internal talent market, I recruited 100% external hires, and directly sourced 75% of the roles.

SHRM’s Young Professional Initiative exists to advocate for SHRM’s Young Professional members attract and retain non-member young professionals. I served two terms on the Council with the mission to advocate for SHRM’s Young Professional members (those under age 35) and to attract and retain non-member young professionals.

As an intern in the HR Trax program, I Program Managed the beta of an Executive Assessment used for internal promotion/external hire into Corporate Vice President positions. Furthermore, I researched, analyzed and conceptualized Executive Development best practices which accelerated the implementation of the Executive Development Planning Framework used to increase the pipeline of executive successors.