•Identify and incorporate best practices and lessons learned into programs, including Leadership Development Programs, Career Pathing, Performance Management, Succession Planning, Individual Development Planning and Mentoring and Coaching programs. •Deliver performance development process details and deliverables to the business and provides career counseling and guidance on delivering meaningful/developmental feedback, including the provision of a formal performance improvement plan. •Develops strong relationships with peers, the People Operations team to develop solutions and process efficiencies; collaborates and shares best practices; escalates issues to leadership, as appropriate; provides coaching, guidance, and direction to HR team members. •Design and implement company-wide initiatives to drive engagement, including climate surveys, engagement activities, career paths to supply growth opportunities, employee recognition, health & wellness, employer brand recognition, and corporate social responsibility activities. •Design and manage the implementation of programs and initiatives that further Passageways’ DE&I strategy and contribute to creating a more diverse and inclusive workplace. •Partner with Chief People Officer to evaluate exit interviews, employee climate surveys and roundtable feedback and supply solutions to address common themes. •Utilize Employee Engagement software (Lattice, Predictive Index, LMS) for assessment of organizational mission and project initiatives. •Benefits Administrator; FMLA, STD, LTD, Medical, 401(k), HSA, etc. •Process owner for New Employee Onboarding. •Oversee employee relations cases of moderate complexity, consults with Legal as appropriate and counsels’ partners and employees through difficult and challenging situations by interpreting and applying comprehensive knowledge of company and HR policies and procedures.

•Led implementation of Ceridian Dayforce Learning Management System•Created innovative and captivating training content for internal teams•Managed training content catalogue to develop learning plans for existing employees•Recruit top-notch talent in Revenue, Marketing, Engineering, and Technology; utilizing strategic sourcing initiatives to build a bench of talent for current and future openings; full life-cycle recruiting.•Create collaborative partnerships with hiring managers to build effective sourcing and recruitment strategies.•Source and build pipeline for future talent with a focus on diverse talent pipelines.•Develop and manage Recruitment Marketing initiatives, including campaigns, nurture opportunities and social media•Drive People Operations initiatives to create industry leading employee culture and experience•Create, implement, and manage Diversity, Equity, and Inclusion initiatives; including Employee Resource Groups.• Maintained LMS, ATS, HRIS, and other People Operations programs and systems. •Develop career growth pathways and programs to align with employee development and learning objectives.

•Developed and implement Diversity and Inclusion programs to attract a more diverse candidate pool •Managed a team of two to three recruiters•Managed new Recruiter training program; content creation, facilitate new hire training, managed ongoing development•Improved hiring process consistency by creating and facilitating manager and peer behavioral interview training•Leveraged online recruiting sources and applicant tracking system, LEVER, to identify and recruit talent•Utilized reports and metrics to measure effectiveness of recruiting team, recruiting platforms, and interviewing procedures; achieved time to contact of .5 days, time to hire 27 days, average interview to hire ratio 3:1 •Reviewed resumes and credentials for appropriateness of skills, experience, and knowledge in relation to position requirements and business need •Conducted phone screens and assessed candidates using behavioral based/targeted selection interview questions