Elevated our TA structure to drive greater levels of connectivity, communication, influence, accountability, and collaboration across all businesses and our HR organization Implemented a strategy focused on widening our talent pools and creating outstanding candidate and hiring manager end to end experiences Re-branded organization name from Talent Acquisition to Talent Attraction with an emphasis around developing and deepening relationships with talent networks, communities and pipelines in order to shorten cycle times and increase quality of hireRe-directed sourcing focus to skills-based recruiting with an emphasis on all Technology Teams, Data Science & Analytics, Product, Product Marketing, Marketing, Finance, Business Management & Transformation, HR, Sales and RevenueCreated our TA Center of Excellence to drive a focus around recruitment marketing and social media strategies, TA process development and implementation, training and development, employer brand elevation, metrics, predictive and data analytics, and operational excellence Worked across multiple functions (Comms, Product, Marketing, People) to create a dynamic and interactive Career Site focused on attracting talent, driving our employer brand and increasing representation within our talent communitiesPartnered with our HR Leadership Team and our business to implement a values and skillset-based interview process that aligned with each function across the companyDeveloped an Inclusive Attraction Council focused on DE&I strategies and partnerships across our Employee Resource Groups and external affinity organizationsStood up our Executive Recruiting function, saving the company in excess of three million dollars over the course of the last two yearsBuilt our Emerging Talent (Campus) Recruiting function and stood up our Internship Program with a focus around increasing our staff level talent pools for the future

Hired to build an inclusive and innovative TA organization to drive strategic and voluminous growth across all companies, subsidiaries and internal service functions Re-aligned and enhanced our TA structure to drive greater levels of connectivity, communication, influence, accountability, and collaboration across all businesses and our HR organization Broadened our network through widening team breadth and depth of expertise to account for the significant increases in needs within the STEM (GIS, cyber security, data privacy, risk, engineering, software engineering) and Operations spaces due to the continued evolution of our businessDeveloped a TA operations function to enhance process and measure performanceInstilled a cross-organizational unified approach to the candidate experienceWorked in partnership with our Finance, HRBP, HR operations, and Talent Management teams in conjunction with our business leaders to build a robust workforce planning model Partnered with our Employee Resource Groups to roll out an authentically intentional TA D&I strategy Developed and implemented a company wide Employee Referral Program Built an early talent vision and strategy focusing on both college (interns, co-ops, full time hires) and high school (interns and apprenticeships) studentsEnhanced and automated TA technology tools and processes, revamping our career site, and implementing a CRM/recruitment marketing platform (with a focus on the development of talent communities)Developed a strategy in conjunction with our Talent Management team to enhance our pre-boarding, onboarding, and assimilation processes Partnered with our marketing and communications teams to build a digital and social strategy focusing on enhancing our TA and overall SJI brand Overarching responsibility for the TA budget (programs, technology, people)Member of our HR Leadership team and our Executive Workforce Committee

Transformed the TA organization into an enterprise wide, collaborative team of influential, trusted advisors, to align with, support, and drive the growth and evolution of the business. Focused direction of transformation heavily toward the Consulting Line of Business due to technology driven growth projections.Enhanced size, scope, skillset and scale of team to align with key trends and business direction, yielding significant increases in key hiring metrics, including doubling the number of hires across the firm over the last two years. Utilized and leveraged data to highlight progress and influence operational and strategic direction.Built a cross- functional, inclusive culture of authenticity, empathy, caring, coaching & development, community, recognition, influence, and accountability.Teamed with our Business/Talent Leaders to create and implement an impactful workforce planning process and a collaborative, onboarding/assimilation process. Regularly engaged and collaborated with our business and talent teams to drive a consistent and outstanding overarching candidate experience. Instilled a top of funnel and early ID mentality across our organization and the firm to enhance focus around driving a robust and diverse pipeline of talent into the firm for current and future needs. Partnered with our marketing, communications, and talent teams to add new and optimize existing TA technologies, processes, and tools, in addition to building digital, social, and communication strategies to broaden our reach, influence, and brand.Collaborated with our Employee Network Groups and Culture, Diversity & Inclusion team to develop a firm wide CDI TA vision and strategy. Quickly pivoted all recruiting, programs, interviewing, and onboarding virtually due to the pandemic, collaborating with colleagues across our talent organization and business to build meaningful experiences for our candidate networks and pipelines.

Led the US Tax Talent Acquisition Team (leaders, sourcers, recruiters, contractors, and coordinators), supporting Campus, Experienced, and Executive Recruiting for a Line of Business consisting of approximately 10,000 Partners and Staff.Collaborated with our Client Service and People Leaders to drive best in class processes from workforce planning through onboarding and assimilation, aligned with our workforce of the future.Focused on establishing an inclusive culture of caring, coaching, development, two-way feedback, and accountability (with associated KPIs and hiring metrics).Developed and implemented our overarching Tax xTA strategy focused on leveraging our brand, enhancing the candidate experience, collaborating with our talent/business teams throughout the life cycle of our candidates, implementing targeted and high volume sourcing strategies (including alternative talent pools, digital and social channels, recruitment marketing, activating the internal network) focused on widening the funnel, and utilizing TA technology tools and processes to drive operational excellence and performance in an effort to attract the most robust and diverse talent pools.Pivoted focus of hiring to source and recruit for a more technology-based skillset to align with our workforce of the future.Leveraged a talented team of leaders, sourcers, recruiters, and coordinators to generate multi-level diverse pipelines (with a focus around widening top of funnel) for our campus, experienced, and executive recruiting needs.Utilized a flexible and scalable recruiting model, focused on cross collaboration to deliver hires to high growth areas across industries, lines of business, and disciplines.

Led the Experienced Talent Acquisition Team for the firm’s Tax line of service supporting a practice of approximately 9000 partners and staff across the country. Developed and implemented the Tax Talent Acquisition strategy focused on building networks of talent and deep relationships through externally facing brand building, recruitment marketing, digital, social media, direct sourcing, and driving referrals. Built our internal brand as trusted advisers through deep stakeholder engagement and operational execution. Aligned our team’s focus with both the current goals and the anticipated evolution of the business, and regularly reviewed and addressed areas of opportunity for process/strategic/technological/operational enhancement to yield a competitive advantage. In addition: - Led our Channel Team to drive advancement in technology and innovation across our five key channels for talent identification and acquisition (digital, direct sourcing, employee referrals, alumni, agencies) to enhance our strategy and process across all Lines of Service in support of our continued aggressive growth goals. Focused on optimizing, reviewing, and deploying current and new sourcing technologies and strategic programs to enhance our overall TA brand and efficiently penetrate and evaluate pools of talent across channels. Developed robust training programs focused around the enhancement of deep, technology based research/sourcing skills, and critical client service/candidate development skills. Through leading this team, also function as the Executive Sponsor for the implementation, adoption, and execution of our xTA CRM and Recruitment Marketing Platform.- Led our FTN (Flexibility2 Talent Network) team, comprised of Experienced Recruiters across Tax and Assurance focused on building robust pipelines of seasonal talent to bring into the firm during both Assurance and Tax busy seasons.