• Partner with Corporate leadership to execute Human Resources strategy and drive achievement of business objectives through talent management, organizational design, training and development, engagement and change management• Change champion with roles in enterprise-wide change initiatives including strategic operating model, launch of new technology, process engineering and simplification and assimilating new executive leadership• Strong track record for integrating DE&I practices with business strategy; diverse candidate slates, candidate sourcing platforms, talent review and identification of high performers, leveraging external partnerships for career development, coaching behaviors that encourage inclusion and belonging.• Designed and executed creative initiatives to address employee engagement and retention• Oversee processes and best practices for milestones throughout the employee lifecycle; recruiting, onboarding, assimilation, training and development, coaching, goal setting, performance management and departures

• Managed the Firm’s response to the #MeToo movement through comprehensive communication and policy adjustment, monitoring key employee relations issues, and instituting firmwide interactive training to reset expectations of professionalism. • Led the executive Women’s Initiatives Committee to set the strategy for women’s development and career progression• Authored content to address the challenges of gender inequality at work, for collaboration and discussion at Annual Partner Meeting.• Provided networking training to mid and senior level associates/counsel to enhance client development skills.• Monitored current and forecasted internal metrics, including recruiting, hiring, performance and separation statistics, and recommended/designed new measures to address opportunity areas.

• Managed multiple firmwide performance appraisal processes, including site development, creation of performance competencies, communication strategy, data normalization process, analysis of performance trends, future strategy and process simplification.• Analyzed performance patterns to identify key developmental themes as a roadmap for training strategies • Implemented Firmwide Talent Review Process, using 9-box talent grid tool to drive accelerated development, identify underperformers and differentiate performance/potential.• Identified guiding principles and promotion criteria to create consistency across the firm, in addition to greater vetting/controls for promotion candidates.• Designed instructor guide, exercise guides and quick reference materials for a series of 13 Employee Relations Training Sessions (157 manager participants), “Proactive Performance Management.” • Developed and executed employee engagement surveys• Executed full-cycle talent acquisition strategies to address workforce needs in corporate groups including Finance, Technology, Human Resources, Facilities, Legal and Administration. • Managed employee relations issues including drafting letters of warning, performance improvement plans, delivering performance messages, investigations and coaching, in partnership with external employment counsel• Designed instructor guide, exercise guides and quick reference materials for a series of 13 Employee Relations Training Sessions (157 manager participants), “Proactive Performance Management.” • Launched end-to-end process to implement controls around firm’s consultant population including new policies and procedures and a Consultant Management Database to increase transparency and decrease legal risk