At Polaris Pathways, we specialize in maturing HR functions and strengthening their alignment with leadership to drive business success. By focusing on scalable HR practices and the intersection of HR and leadership, we help startups build resilient teams and navigate the complexities of growth.• Developed scalable HR practices to align with leadership goals, driving business success.• Advised startups on building resilient teams and navigating growth complexities.• Aligned HR strategies with business objectives to support company growth.

TroopHR is a national HR network created to empower People professionals to drive change and maximize their impact as leaders. At Troop, People leaders connect with their peers, engage with industry thought leaders, and learn from master practitioners across the business community.

Chief is a private network built to drive more women into positions of power and keep them there. Chief is the only organization specifically designed for senior women leaders to strengthen their leadership journey, cross-pollinate ideas across industries, and affect change from the top down.

We're a modern data workspace enabling better collaboration between diverse users like business, analysts and engineers — creating higher efficiency and agility in data projects. Think what Github did for engineering teams or Figma for Design. Today, we are proud to enable pioneering data teams like Postman, Plaid, WeWork, Unilever & Ralph Lauren.We're backed by top investors like Insight, Sequoia & Waterbridge and proud to count the shapers of the modern data stack, the founders & CEOs of Snowflake, Looker, Stitch, DataRobot & more as investors. Find out why they invested in the link below 👇🚀 Atlan was recognised as a Gartner Cool Vendor in the inaugural report on DataOps, the fastest company to make the list since launch.Atlan started as an internal tool for our own data team at SocialCops, which over time made us 6X more agile. Everything we do today is shaped by our learnings as a data team ourselves. We're building with lots of ❤️.... for the humans of data by the humans of data.

MediaLab is a holding company of consumer internet brands that engages 1 in every 3 US internet users each month.

At Domino Data Lab, we’re unleashing data science to solve the world’s most important problems. Our Enterprise MLOps platform powers data science for 20 percent of the F100, and that’s only the beginning for us.

(acquired by Seismic) Percolate is the system of record for marketers. It is a Sequoia, GGV and Light-Speed backed, SaaS company helping to redefine how marketers engage consumers.• Established and developed a global team of 10 HR and Talent Acquisition professionals dedicated to cultivating a results-oriented culture where developing talent, relationships and programs in support of the corporate strategic direction are fundamental.• Participated as a core member of the executive team and strategic advisor to the CEO. Worked closely with the BoD and served as the Chair of the Compensation Committee to manage all equity programs and executive compensation. • Responsible for the people side of the Percolate-Seismic merger, including due diligence, pre-merger HC planning, design of retention incentives and day 1 messaging. • Co-lead of the executive-level Integration Team, responsible for coordinating, tracking and reporting on integration activities. • Built, owned and scaled employee training and enablement programs. Developed curriculum plans that blended online, instructor and mobile learning.• Implemented the OKR framework across the business, to improve accountability and overall transparency.• Launched Management Excellence Series and Great Leader Framework (first and second-line manager enablement programs); YoY impact was +19 points on the employee engagement survey.• Transitioned to a distributed workforce (DWF) in an effort to scale, attract and retain engineering. talent. Opened up a Denver office and established a partnership with Andela. More than 25% of the engineering team is now remote. An overall increase of 23%, in 12 months.• Developed strategic plans for talent management to attract and engage employees. Focused development for executives and managers with competency modeling and personal development plans. Oversight of annual director conference.

(acquired by Labcorp) endpoint Clinical is dedicated to enhancing the clinical trial workflow utilizing the latest technologies. Our vision is realized by pioneering the next generation SaaS interactive response technology (IRT) through, PULSE TM endpoint’s proprietary platform. PULSE helps drive patient data capture, shipping logistics, and supply chain management for clinical trials during the pharmaceutical drug discovery process.• Established and developed a global HR and Talent acquisition team from 1 to 11 that orchestrated the daily HR functions across the business, supporting 400+ employees growing at a rate of 50% in FY17, spread across 10 countries and 40+ states. • Served as a key member of the Senior Leadership Team and the HR Leader reporting to the CEO. • Decreased turnover within the organization by 7% and maintained a workforce abroad in India where attrition is a common issue in a highly competitive war for talent. • Coached executives in leading strategic change following the company’s transformation in and period of rapid growth. Enabled teams to implement goals within three months. Developed and implemented key performance measures. • Executed a plan in tandem with a Performance Management Task Force to deploy a refreshed performance management system, across the business; inclusive of 360 feedback, updated core, and functional competencies. • Guided management and employee actions by researching, developing and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.• Actively participated in all due diligence efforts in preparation for IPO, sale or M&A activity. Successfully implemented a compensation philosophy including upon updated. compensation plans for sales, executives and the general bonus pool.

(acquired by Microsoft) Metaswitch is a leading provider of carrier systems and software solutions that are powering the migration of communications networks to open, packet-based architectures. • Benchmarked and set compensation and benefits guidelines to ensure that we attract and retain the best people.• Created and implemented compensation programs; provided compensation guidance to management• Designed, implemented and oversaw the company’s benefits programs, 401(k) and rewards and recognition programs.• Promoted a positive work environment and ensure employee relations issues were effectively addressed in a timely manner.• Ensured compliance with all federal, state, and local employment legislation and regulations.• Conducted recruitment efforts and strategy for all exempt, non-exempt personnel, temporary, executive employees throughout the Americas, including US Canada, CALA and South America with regular searches in APAC. • Oversaw all annual headcount planning in tandem with the FP&A; partnered with business leaders to build quarterly, annual and multi-year plans.• Monitored annual employee goal setting and performance assessment procedures. • Established, created, and implemented processes, procedures, best practices and documentation to support and ensure global legal compliance for all requirements and regulations related to employment, benefits, compensation, etc.• Maintained, developed and revised HR Policy & Procedure Handbook.

•Led various aspects of senior executive searches in all functional areas of healthcare, including operations, clinical, marketing, finance, compliance, and development/fundraising.•Tripled candidate pipeline for C-level searches across the business, and reduced time to close by 25%.•Monitored and researched targeted trade and business publications – both on-line and in print - to track and identify high potential executives to enhance our internal database of contacts.

• Responsible for a P&L of $22M, including all-region, branch and productivity requirements.• Developed and maintained a sales cycle to promote new and existing client development. • Provided effective leadership and direction to all team members across the region. • Met and exceeded personal productivity requirements.• Effectively recruited, interviewed and hired branch personnel. • Northern California Branch Manager of the Quarter, Q4 2007, Q4 2008, Q2 2010• Pacesetter for top sales Q3 2006, Q4 2006, Q2 2007, Q3 2007, Q2 2008• Founder’s Club Gold Member – 2006, 2007, 2008 Finished at or above 200% of quota• Regional Employee of the Quarter for Q3 2006 and Q4 2007• Finished at or above 200% of quota each year with company

A non-profit organization that provides innovative, effective, caring mental health and social services to children, young adults, and their families that allows them to build on their strengths, overcome challenges, and live healthy and productive lives.