Lead global technology talent acquisition and strategic workforce planning for Fortune 100 financial services company with $43B in revenue and more than 64K employees. Lead efforts to scale key programs and platforms, define career pathways, and cultivate strategic partnerships to increase diversity, employee engagement, and career development. • Devised technology talent and location strategy to identify three growth markets and advance goal of establishing enterprise-wide technology platforms and services.• Drove 300% year-one increase in external hiring in targeted growth locations following creation and launch of global talent acquisition strategy. • Achieved gender equality in technology roles two years ahead of schedule by orchestrating 900% expansion of early career, intern, and new graduate programs.• Delivered 100% improvement in key metrics for under-represented minority hiring within one year of implementing new strategy; practices later adopted enterprise-wide.• Enabled employee development and eliminated bias in the selection and promotion process by spearheading development and implementation of global technology platforms.• Lead development and implementation of Machine Learning and AI career family across global organization; co-lead on internal ML Academy including accreditation process.

Held concurrent accountability as Head of Global HR for Amazon Media and the New York Region HR Leader that partnered with senior leadership to execute on three-year operating plan, drive talent-related workstreams to meet global targets, and grow New York-based Media, AWS, Kindle, and Amazon Publishing.• Directed employee relations for New York region, including most critical investigations. Managed global compensation workstream.• Orchestrated recruiting strategy and new employee training plan that resulted in effectively growing Amazon Media by 50% year-over-year.• Launched the New York-based developer community that served as a technology incubator, working collaboratively with leadership that resulted in accelerating the adoption of new technology.• Conceptualized and implemented new sales incentive and executive compensation programs.

Lead Human Resources initiatives and support for Commercial Distribution Division including Major Brokers, Trade Credit, Accident & Health and Program Insurance Groups. Hired to guide the organization during major internal restructuring. Provide strategic HR support with focus on employee relations, organizational structure, succession planning, and talent management to more than 2,000 employees. Supervise two junior generalists and recruiter. Counsel Managers on the resolution of complex employee related issues. Partner with business to evaluate internal workflows to guide efficiencies in the underwriting, claims, and actuary groups. • Member of Leadership team that developed and implemented new organizational model for a $1.5B unprofitable line of business, resulting in current target profitability of more than 15% ROE.• Guided organization through five acquisitions and two restructurings. • Directly involved in recruitment and hiring of three C-level employees. • Member of Global Human Resources leadership team on organizational initiative to align all roles.• Lead and conduct talent reviews and assessments and serve as internal coach for all senior leaders

Partnered with the Trading Desk, Equity Research, and Algorithmic Trading divisions of leading agency brokerage and financial technology firm. Provided strategic HR support, with focus on employee relations to more than 1300 employees. Counseled managers to resolve employee relation matters such as performance issues, discrimination and disability claims, and sexual harassment. Coached managers through organizational realignments, restructurings, and workforce reductions.Identified critical positions for succession planning, selected high potential employees, and ensured formal developmental plans were implemented. Created all policies and employment agreements; worked with internal and outside counsel to ensure compliance with all state and federal regulations. Streamlined, documented, and managed HR processes such as recruitment, hiring, on boarding, and exiting. • Saved company more than 20% of contingent worker costs, leading initiative to outsource the management of contingent workers; established internal workflow with outside vendor to ensure identification, testing, and compliance with IRS regulations. • Led company-wide Fair Labor Standards Act (FLSA) audit to identify population for assessment, develop guidelines and procedures for audit, conduct analysis, and review final proposals. • Reduced time to fill positions by 25% by effectively managing recruitment process with direct involvement in senior and specialized positions.

Hired at early-stage company to direct all HR functions for leading global professional services organization. Single-handedly created company’s HR department from the ground up and oversaw the development, consolidation, and standardization of employee benefits, payroll, compensation structures, and organizational processes and policies.Managed all employee relation’s issues and counseled managers on progressive discipline policies. Benchmarked compensation structure to maintain competitiveness in market. Instituted performance appraisal process that incorporated development of performance standards, assessment tools, and companywide reviews of all managers.Created employee handbook and policies; directed the collection and analysis of data for required government reporting and internal monitoring purposes including: applicant flow, hiring, terminations, promotions, salaries, training, transfers, and accommodation requests. Accountable for securing all global immigration and visa requirements.• Played integral role growing company to approximately 800 employees throughout tenure. • Guided organization through five acquisitions and two restructurings. • Implemented performance incentive structures; collaborated with managers to determine merit-based compensation including bonuses, commissions, and annual salary adjustments. • Implemented companywide HRIS system and employee service centers to centralize and outsource HR functions. • Reduced administrative tasks by more than 50% teaming with IT, Accounting, and upper management to transition project management functions to an enterprise-wide technology platform.

Represented organization during mediation hearings and employee performance meetings, ensuring business results were attained. Delivered training seminars and created tools to measure improvement. Developed applicant tracking database to enable HR users to calculate cost-per-hire, identify successful referral sources, and measure recruiter effectiveness.