People & Culture Strategy: Strengthen Commonwealth's people and culture function through continuous learning and development. Advance the principles of diversity, equity, inclusion, and belonging (DEIB) internally and with the organization's network of partners. Sustain a vibrant culture that encourages organizational dialogue while also expanding opportunities for professional development and training for staff. Recruitment & Retention: Recruit, retain, and develop a diverse and talented staff. Implement a long-term strategy for talent management, workforce planning, recruitment, orientation, onboarding, retention, and succession planning in alignment with evolving organizational needs. Compensation & Benefits: Enhance Commonwealth's benefits and people operations to center the needs of those most marginalized in the workplace community. Regular review and expansion of the Commonwealth total rewards offerings and compensation structure to meet the needs of a growing employee workforce. Financial Oversight: Steward financial resources to enhance Commonwealth's impact. Maintain a healthy operating budget and monitor spending to ensure financial stability for the foreseeable future.

Organizational Development: Forecasted organizational design opportunities and spearheaded the continuous improvement of change management strategiesPeople & Culture: Designed approaches to internal communications in support of organizational design changes, including acquisitions, restructurings, and reorganizations in partnership with Executive LeadershipEmployee Engagement & Satisfaction: Tracked and responded to trend lines on employee experience and culture, advise senior leaders and people managers on development opportunities, organizational risks, persistent challenges, ways to shift their management approaches, and opportunities to grow their teams, always in pursuit of a more inclusive organizationDiversity, Equity, Inclusion, and Belonging: Executive sponsor of the Justice, Equity, Diversity, and Inclusion (JEDI) Council, supported the development of a co-chair leadership structure, and led the strategic assessment of organizational frameworks to drive Diversity, Equity, and Inclusion (DEI) initiatives for org-wide adoptionHR Oversight: Oversaw accountability and management of the Human Resources Outsourcing partner for payroll and benefits administration, new hire paperwork and records keeping, and requests for accommodation under ASA and leaves of absence

Equity, Inclusion, & Belonging: Co-led internal Justice, Equity, Diversity, & Inclusion team. Led diversity training and discussion sessions to build awareness, cultural competence, and effective team communication. Served as a resource to all staff on issues related to DEI and seized opportunities for change, dialogue, and learning on diversity.Systems Change: Oversaw policy and practice reviews to deepen our equity work and employee experience. Annual review of employee handbook, Flexible PTO policies, compensation, and variable pay to advance equity. Consistent review of our wellness approach to care for staff needs while also uplifting diverse identities, accommodations needed for family and caregiving needs during COVID and beyond.Human Resources: Quarterly assessment and amendments to the employee handbook; updated parental leave policies to be inclusive of all parent types such as birth mothers, fathers, fosters, and adoptive parents; and redesigned the accrual paid time off (PTO) policy into an unlimited/flexible PTO planEmployee Relations: Served as a point of escalation for employees regarding job satisfaction, relationships with colleagues, or any other personal matters. Evaluated and resolved human relations and labor relations issues. Served as a facilitator for listening sessions and focus groups to better gauge the success of talent practice and to support continuous improvement. Trained circle keeper with experience leading restorative circles designed to promote community building, trust restoration, and deepened engagement for leaders at all levels.

Candidate Attraction & Selection: Identify and cultivate key sources of diverse talent that are aligned with DEI work. Design, implement and maintain a standardized candidate selection process across the network. Workforce Planning: Lead on the development and implementation of regional and national workforce planning processes both annual and ongoing.Onboarding/Orientation: Create/refine onboarding and orientation processes to ensure early employee retention and new hire experience. Manage a streamlined onboarding process aligned with HR compliance needs. Performance/Retention: Manage quarterly performance conversations and business goals process design and implement a feedback loop aimed at identifying and retaining high performing staff.Diversity & Inclusion Work: Lead diversity training and discussion sessions to build awareness, cultural competence and effective team communication. Serve as a resource to all staff on issues related to DEI; initiate and seize opportunities for change, dialogue and learning on diversity.

Full Cycle Recruitment and Partnership Building: Lead and executed on end-to-end searches for regional office and cohort-based hiring, including full-time, part-time and service members. Developed profiles for each newly created or vacant role, ensuring alignment of role profiles to other roles within the organization, comparing titling, compensation, and scopeCandidate Attraction, Selection, and Experience: Designed and implemented equitable, competency-based, efficient selection process to attract candidates through accessible, targeted postings and direct outreach. Identified and cultivated key sources of diverse talent and serve as liaison/advocate for candidatesOrganizational Development and Workforce Planning: Partnered with regional and divisional leaders to develop trusting relationships, allowing for close and strategic consultation on an ongoing and annual basis to organizational leaders around team structure, role crafting, titling, compensation, and coaching issues. Made recommendations on titling and compensation as mapped to organizational trends and external benchmarksEmployee Relations: Evaluated and resolve human relations, labor relation issues, and serve as an expert on organizational policies, regulations, and procedures, as well as needed for compliance. Simunatenously managed FMLA, leave requests, and new hire paperwork

Recruited and hired a dynamic and motivated team of individuals dedicated to instructing young adults in high-need public middle schools to discover and achieve their dreams. Recruited recent college graduates and professionals interested in teaching in urban, high-need public middle schools. Cultivated relationships and delivered excellent community service to candidates and regional hiring managers. Supported candidates in the admission process, answered questions and addressed concerns. Worked in partnership with Regional Leadership teams to mobilize campus staff in attraction and matriculation. Attended recruitment events, developed leads and strengthened networks at local universities and community partners. Fostered and supported Talent pipelines with partner organizations, universities, and community partners.

Successfully launched 2 Reading Center sites mid-year, exceeded student enrollment goal and coached 50+ volunteer tutors through the Reading Partners curriculum. 90% literacy growth at mid-year assessment marker for all students served. Provided full-time program coordination, operation and relationship development at two schools, an elementary and K-10 charter school, in the Charlotte-Mecklenburg District. Coordinated the day-to-day operations of Reading Partners’ program at partner schools to ensure Reading Partners’ program and curricula meet students’ learning needs. Forged and maintained positive relationships within the school community to create a welcoming environment for students, volunteer tutors, faculty, and staff.Demonstrated a strong aptitude for communication and adapted communication styles to best suit the needs of stakeholders (school-based faculty, tutors, students, families and Reading partners colleagues).Modeled a strong ability to motivate kids in their learning and managed their behavior as well as the ability to train, guide and give constructive feedback to tutors.

Recruited and hired a dynamic and motivated team of individuals dedicated to instructing young adults in high-need public middle schools to discover and achieve their dreams. Recruited recent college graduates and professionals interested in teaching in urban, high-need public middle schools. Cultivated relationships and delivering excellent community service to candidates and regional hiring managers. Supported candidates in the admission process, answered questions, and addressed concerns. Worked in partnership with Regional Leadership teams to mobilize campus staff in attraction and matriculation. Attended recruitment events, developed leads and strengthened networks at local universities and community partners. Fostered and supported Talent pipelines with partner organizations, Universities, and community partners.

Dedicated 2 years of service as an academic instructor and project leader as a member of the AmeriCorps National Fellowship to help all children discover and achieve their dreams. Led team of 15-18 middle school students to improve academic performance, increase attendance (88%) and develop 21st-century skills. Co-taught a Math and ELA class with a Boston Public School teacher in Roslindale (Boston Metro). Served as National Civic Engagement Fellow in the first year. Advanced to school-specific Student Engagement Lead (SEL) and piloted Civic Engagement and Diversity Lead (CEDL) for the second year to develop bi-monthly curriculum with an equity and socio-emotional learning focus. Served as a Fellow representative on the Diversity Working Group, charged with improving cultural competence.

Assisted the undergraduate student population to utilize the free tutoring program and academic resources available on campus, working 10-15 hours per week. Evaluated the success of the program and increased awareness of academic support opportunities available on campus. Achieved a 15% increased usage rate of academic resources by undergraduate students. Managed the front desk, provided exceptional customer service, and facilitated communication between a variety of stakeholders (students, tutors, program coordinators).