My responsibilities expanded to lead all Talent Management programs (including performance reviews, feedback cycles, and talent reviews) and employer brand.

Over the past four years at SurveyMonkey, I’ve led key Talent Acquisition and People Team projects for company-wide initiatives that have spanned responsibilities of:*Building and maintaining project plans.*Setting agendas and holding weekly status meetings.*Developing communications, training materials, and rollout plans.*Driving effective cross-functional partnerships globally with key departments like Business Systems, Total Rewards, People Partners, Payroll, Tax, Accounting, Internal Comms, and Legal.I've had a relentless drive for process innovation and success, with the ability to enable team members through innovative training practices. I'm most proud of having:*Led a global team of highly productive Recruiting Operations and Coordinators through difficult company transitions including: company-wide rebrand, hiring freezes, acquisitions, failed acquisitions, and multiple rounds of layoffs. Of the team members I've managed and mentored, 10 have since been promoted and/or moved internally to new departments.*Implemented a bi-directional integration between Greenhouse and Workday for job creation and new hire data with People Operations, Business Systems, and external consultants.*Project managed Mid-Year (10% employee population) and Year-End (95% employee population) rewards cycles.*Defined monthly data audit and reporting cadence (headcount, QBRs, C-suite and Board of Director updates) to ensure data quality and drive.*Reimagined key hiring programs like Referral Program and Internal Mobility to set clear definitions, internal guidelines, and ownership, and identified opportunities for external branding via company blogs to increase candidate interest (averaged 4,500 impressions via LinkedIn.*Drove team-wide efficiencies which saved time and money through investments in productivity tools like GoodTime and TextExpander.

Datapeople is dedicated to the goal of providing organizations with the intelligence they need to make hiring more efficient and fair for everyone. As a member of a small group of influential Datapeople customers and subject matter experts on the Datapeople Customer Advisory Board (CAB), I am helping shape the future of recruiting technology. I provide guidance to the Datapeople leadership team to help them better understand how market trends are affecting the recruiting field and how the product can improve and advance our industry.

I spent nearly 3 years at Rally building the Recruiting Operations function from the ground up. My role started as individual contributor, owning all process, tools, and enablement. Less than a year in, I took over, grew, and operationalized the coordination team. My key accomplishments were:*Scaled and optimized strategy for recruiting operations across 7 US geographical locations, 25+ member recruiting team, and 165% employee growth (450 employees to 1200).*Created analytics framework in partnership with Rally leadership. Used data visualization tool to build and circulate easily digestible dashboards: weekly for Engineering, monthly for Executives, and quarterly for internal business reviews and recruiter development.*Project-managed platform and process implementations including Gem, Greenhouse Onboarding, Workforce Planning, and GoodTime.*Direct management of 8 Recruiting Coordinators; responsible for workload prioritization, coaching, performance management, and career development.*Built and rolled out company-wide policies and programs including interviewer training, hiring manager training, referral program, and candidate travel/reimbursement guidelines.

Opower was my first foray into the tech industry and I haven't looked back since. While my primary focus was recruiting, I took a keen interest in all things operations and process, and was able to flex those skills daily. I left Opower a few months after it was acquired by Oracle to pursue Recruiting Operations full-time and move to San Francisco.*Recognized as a business partner and trusted advisor with senior managers through consistent role calibration, strong candidate pipelines, open communication, and industry knowledge.*Retained as only team member during acquisition. Ran recruiting + operations for 3 months.*Created a diversity and inclusion sourcing toolkit with universities, companies, and search strings.*Performed audit of annual performance reviews to detect biases and fairness among a control group of employees.*Organized “Career Conversations” – an initiative to bring broad awareness to People team about career opportunities.

*Primary full lifecycle recruitment for CEB’s Research and Advisory Community. Developed deep understanding of hiring needs and market trends and provided an exceptional candidate experience, which led to significant increases in interview to recommend for hire (70%, historical average was 40%) and offer to acceptance (95%, historical average was 80%).*Supported rollout of global digital interviewing platform HireVue for on demand and live interviewing.*Revamped global referral program through idea contribution and process improvements during implementation.*Active team member for diversity recruitment initiatives. Represented CEB at Veteran recruitment events.

*Managed high volume, full lifecycle recruitment at the Embassy and 11 outpost locations. Effectively identified, screened, assessed, conducted behavioral interviews, and hired over 150 open roles.*Supported transition from collecting resumes in an inbox to using an ATS. Developed system functionality, updated candidate communications, and performed ad hoc maintenance.*Designed and developed onboarding and offboarding tracking database from scratch with IT that increased efficiency and accountability. Awarded peer-nominated Spot Bonus for effort.*Played strategic role in the centralization of recruitment across the US Network. Provided best practice recommendations and up-skilled line managers through development and execution of onsite trainings.*Implemented background screening program HireRight.*Developed training and led resume writing/interview classes for department conducting layoffs affecting 30 staff.*Co-managed US Network wide mentor program; developed monthly strategic communications.

I was hired into GE's prestigious year-long internship program to work in Human Resources at GE Corporate. Over the course of the year, my responsibilities increased from daily tasks to managing large scale projects.*Project managed a global job consolidation initiative, which resulted in reduced job types by 43%. The months-long project involved researching and writing 17 global job descriptions. I participated in regular conversations with senior leaders to understand positions related to business functions.*Directed the intern recruiting program and oversaw the selection of 30 quality interns. I performed resume screening, applicant tracking, and telephone and onsite interviews. As point of contact for all interns in the program, I conducted biweekly new hire orientations and organized intern events.*Supported key HR team reports and metrics, including: monthly headcount, Affirmative Action (AAP), and salary planning.*Designed, gathered materials, and created an internal website to be used by senior management called “Manager’s Toolkit”. This toolkit served as a one-stop-shop for managers to view information on HR processes.