• Drive firm-wide projects and initiatives that align to strategic priorities. • Lead the HR business partner teams to embed sound management practices and mitigate firm risk by providing sophisticated employee relations guidance and counsel. Provide dedicated business partner support to a small portfolio of departments.• Team lead for design and implementation of a mentor program to invest in and enhance employee career development.• Redesigned and implemented a new end-to-end performance development program that aligns individual performance with the firm's strategic priorities and simplifies the review process. Led change management efforts across people, process and technology.• Revamped onboarding process to better assimilate, acclimate and improve new hire satisfaction.

• Supported strategic firm-wide projects and initiatives.• Provided dedicated business partner support to portfolio of departments. Designed and delivered consultative services, including workforce planning, organizational design, succession planning, competency models, change management, and talent development.• Provided strategic direction and oversight of day-to-day operations of the recruiting function to ensure the delivery of services supports annual talent acquisition plans. development. Worked with key stakeholders to gain buy-in and transform the business support recruiting function by developing and implementing recruiting best practices. Redesigned internal recruiting process and shifted strategies and investments in support of proactively finding top talent.• Partnered with Training and Development to create and deliver firm-wide management training program to develop skills such as recruiting, coaching, acknowledgment and recognition, application of employment law and corrective action options.• Worked with senior leadership team to develop robust attrition metrics to analyze trends and create action plans to retain top talent and curb attrition rates; created primary reasons for leaving that were aligned to employee satisfaction survey and redesigned the exit interview form to provide both quantitative and qualitative data through a standardized methodology.

• Responsible for running the Human Resources Department.• Provided leadership across a broad range of HR disciplines, including talent management, succession planning, employee relations, organizational design & development, performance management, workforce planning, compensation design, and benefits.

• Streamlined operations to right size and turn around unprofitable functions within the firm. • Designed and implemented enhanced performance management process to focus revenue generators on increased profitability.• Partnered closely with leaders to coach and advise on organizational structure and change management.• Designed sales compensation program to align business objectives and revenue generation strategy with individual responsibilities and desired behaviors. • Participated in the annual benefits design and selection process.

• Provided leadership for all talent management initiatives inclusive of rehabilitating an underperforming recruiting organization.• Achieved a reduction in agency expenses of 65% in the first year .• Rebranded the employee referral program and launched a referral campaign to attain hiring goals; resulted in a 17% increase in referral hires over the previous year.• Led selection process and implementation of a new background check vendor and applicant tracking system.

• Built and managed a newly formed professional recruiting group to support the hiring needs of all business departments.• Led the company’s annual college recruiting campaigns.• Developed and implemented recruiting best practices.• Produced and distributed quarterly hiring metrics to the HR and leadership teams.

• Assisted the Director of Worldwide Recruiting to build strategy and execute on annual hiring plans company-wide.• Partnered with hiring managers to understand hiring needs, team dynamics, skills and attributes necessary to perform and succeed in a range of roles.• Conducted kick-off meetings with interview teams to gain consensus on performance factors and develop a roadmap for hiring high potential candidates.• Sourced candidates through a variety of avenues inclusive of direct sourcing, job postings, association groups, college recruiting and internal referrals.• Designed offers based on external market analysis as well as internal equity, extended offers and closed candidates.