Serve as a consultative thought partner, helping fulfill the organization’s mission to be the conduit that bridges the gap between top qualified diverse student leaders and the entertainment industry's desire and commitment to employing a workforce from the entry-level to the C-suite that is reflective of the underrepresented communities it serves. EICOP’s HBCU IN LA®, HBCU IN NY®, and HBCU IN ATL® are innovative pipeline development programs providing students with critical Los Angeles, New York and Atlanta-based housing and the opportunity to participate in internships with major studios, networks, talent agencies, and other global creative industry organizations.

Netflix Outreach & Engagement focuses on attracting and engaging content creative development executives across all slates from underrepresented groups, as well as emerging talent for Animated studio projects. The team builds employer brand awareness for prospective candidates by cultivating relationships with industry and creative practitioners for programming and event opportunities. Our strategies support hiring content executives in film, series, unscripted, animation, stand-up, and casting.

• Member of the senior management team and first People & Culture hire, responsible for establishing the talent acquisition strategy and shaping ACC’s employer brand, retention, employee relations, benefits administration, training and development (inclusive interviewing/DEI initiatives), new hire orientation/onboarding, performance management and new program development (i.e. internship/campus recruiting). • Reported to the COO/dotted line to the CEO. Managed a cross-functional team (Senior Manager, TA and DEI, Senior People Manager, Recruiting and Operations Manager, People & Culture Coordinator). • Revamped interviewing and hiring processes, increasing access to opportunity for candidates from underrepresented backgrounds. Created interview templates, candidate scorecards, and hosted specialized trainings to equip hiring managers with the tools necessary to foster objectivity and reduce bias. • Mobilized the DEI committee of an ACC acquisition around a shared vision, strategic plan and framework, including measurable objectives to ensure sustainable change and continuous improvement. • Instrumental in restructuring, shoring up capability, and growing a multi-disciplinary team, with a consistent focus on forecasting and workforce planning. • Spearheaded the evaluation, implementation, and global launch (October 2020) of a new human capital management and payroll system – Paylocity. • Coached ACC Advisory accounts team through standardizing and implementing KPIs to improve productivity and leader effectiveness.

• Established the inclusion and diversity (“I&D”) function within the HR team, with key focus areas including employee retention and engagement, learning and development, and recruitment/talent acquisition.• Responsible for developing the I&D business strategy and metrics to measure progress in fostering a culture of belonging, inclusive of more diverse voices and backgrounds across the workforce.• Managed programs promoting inclusion, critical thinking about diversity, and understanding of differences.- Designed curriculum and facilitated employee training opportunities on topics including implicit bias, inclusive leadership, and intercultural communication (i.e. Embracing Our Differences)- Identified and vetted external consultants to provide diversity of thought via keynote presentations and workshops.• Partnered with recruitment team to enhance outreach to prospective employees and build diverse candidate pipelines, including identifying additional sources for talent and ensuring timely follow-up with candidates from campus recruiting efforts.• Increased external partnerships with organizations focused on providing access to opportunity for underrepresented groups, along with maintaining existing partnerships including Entertainment Industry College Outreach Program (Advisory Board Member), Academy Gold, SCS Noonan Scholars, and Communities In Schools.• Served as a coach to agents and executives regarding engagement and retention strategies for diverse talent.

• Managed a global team of 8, comprised of Recruiters, Junior Recruiters and Coordinators.• Developed/implemented an HBCU recruiting strategy, including an HBCU tour, career development, and paid internship opportunities.• Ensured diversity of thought, perspective and ability across students in the Campus Recruiting pipeline and internship program. Successfully completed targets for intern conversion to full-time hires. - Traveled to universities and HBCUs, establishing key relationships to increase student engagement. - Conducted information sessions for students, faculty and career center advisors on CAA’s structure, career opportunities across the agency, and tips for success in gaining desired experience.• Full-cycle recruitment of entry through executive-level positions for Film, TV, Business Affairs, and Foundation client groups (up to 30 concurrent openings).• Solidified business partnerships and participated in events ensuring the attraction of top-tier talent.- Employment brand ambassador, leading workshops on career and professional development for Step Up, Dress for Success, and CAA’s internship program; panelist at events including Mayor Eric Garcetti’s 10,000 Strong Veterans Career Summit, Circle of Change Leadership Conference; and TA representative at campus recruiting event, An Evening with CAA.• Facilitated training for TA team on behavioral interviewing, sourcing plan development, and talent selection.• Project Manager for evaluation, implementation, and successful global launch (June 2017) of Workday Recruiting.• Implemented Prove It! online candidate skills testing, saving two hours during the interview process.

• HR Generalist and consultative thought partner to the CHRO for areas including talent acquisition, new-hire orientation and on-boarding, training, performance management, compensation, leadership development, compliance, employee relations/retention, and payroll (TriNet/HR Passport). • Prepared and maintained internal/external reports/analysis as requested by the CHRO (performance incentive plan analysis, leave accrual analysis, and search engagement placement credit reports). • Assisted in the development and implementation of personnel policies and procedures. • Served as internal consultant by analyzing/recommending solutions to strategic workforce planning issues. • Ensured programs and section areas including recruiting, benefits, and employee relations were in compliance with established policies and procedures. • Provided support in developing, coordinating, and recommending changes for the improvement of workflow in functions including Associate Consultant, Consultant/Senior Consultant, and Principal. • Ensured employees received adequate information and insights on enhancing efficiency for the topics covered within each training session during the on-boarding phase. - Created the first formalized New Hire Survey to capture valuable data points and areas of improvement.

• Full life cycle recruiting for senior executives (VP through C-level) talent to determine if their qualifications met the core competencies specified by client and search teams.• Partnered with individuals at multiple levels within the organization including the Chief Human Capital Officer, Senior Client Partners, and the Executive Committee.• Ability to concurrently support recruiting efforts for over ten executive-level search engagements. - Sourcing and identifying potential candidates (passive and active) done through on-line and off-line methodologies, including social networking (i.e. LinkedIn), calling directly into target companies and speaking with passive candidates, and traditional phone screening.• Consistently met and exceeded company expectations for the number of candidates presented to clients through personal recruiting efforts. Recruited up to six candidates who were presented to the client in one week (expected average was the recruitment of at least one candidate for client presentation per week).• Instrumental in the formation of the Morgan Samuels Leadership Development Program.