I lead a team of Talent Management Advisors, driving the development and execution of programs that enhance leadership capabilities and support organizational growth. Together, we enable meaningful experiences where team members can grow, engage and belong in a way that is consistent with Butterball's purpose and strategic initiatives.Previous role: Talent Management Advisor

First US-based Talent/People leader at healthcare staffing tech platform startup (Series A). Hired to align talent strategy to business outcomes and set company-wide direction for Talent and People programs. Reported to the COO and directed a global team to define, operationalize, and elevate candidate and employee experiences across hiring, onboarding, talent development, performance management, HR ops/admin, and employee relationsKey achievements:• Owned foundational shift to structured, competency-based hiring through Greenhouse ATS implementation, enabling 50% net new headcount growth in 1H 2023• Set direction for and advised, coached, and influenced leadership on People initiatives spanning the employee lifecycle; launched first-ever employee engagement survey and introduced leadership development and manager effectiveness initiatives as a result• Established and interpreted core HR processes and policies, including launching first-ever employee handbook; directed leaders and employees to guidance channels and acted as a main point of escalation for employee relations

Talent Collective is a community dedicated to the development, connection, and advancement of women in talent acquisition

Established and oversaw brand-new Talent Operations function to enable TA team and ensure operational and service excellence for the business. Operated as team lead and served as strategic advisor to executives while providing guidance to the Director of Talent. SME for recruiting processes, systems and tech.Key achievements:• Recognized by senior leadership and received 2 promotions in <2 years• Recruited, onboarded, and coached four full-cycle recruiters and one sourcer, increasing company’s QoQ average hiring capacity by 200% and decreasing agency spend by 90% ($1MM)• Closed 13 roles by supporting HM-managed searches in “launch & close” model, making Q1 2022 the biggest hiring quarter in company history and achieving hiring goal of 125% (goal: 40, actual: 50)• Collaborated with CCO, VP of People, Director of Talent, and exec search agency to project managecommercial executive search, resulting in six hires, 73 days avg time to fill and 100% offer acceptance• Boosted LinkedIn job views by 225%Previous role: Senior Lead RecruiterKey achievements:• Devised and implemented full-cycle recruitment process (source to close) as a consultative talent partner, resulting in 43 hires across Commercial, G&A, Operations, People, Product, Clinical Research, Medical Affairs and Regulatory Affairs teams• Achieved 93% offer acceptance rate and scaled Big Health from 85 to 200 full-time employees in 18 months• Increased known diversity/representation by 40% across all roles filled

Scaled the Recruiting team by hiring, onboarding, training, and managing two recruiters. Established recruiting operations fundamentals by introducing hiring request form, headcount tracker, role prioritization system, and weekly hiring reports. Conceptualized, designed, and spearheaded interviewer training program to educate all employees on behavioral and structured interviewing, unconscious bias, and legal information.Key achievements:• Applauded by senior leadership and earned a promotion to Recruiting Lead within six months• Selected by D&I Steering Committee to lead a diversity recruiting task force (team of 5)• Established and scaled structured talent acquisition processes to support a 50% headcount increase in six months• Filled 19 roles (16% sourced, 58% response rate from passive talent) in six months across non-technical teams

AppNexus was acquired by AT&T in 2018 for $1.6 billion and rebranded to Xandr. In 2022, Xandr became part of Microsoft.Spearheaded projects to drive DEI talent strategy by scoping, designing, and launching new cross-functional initiatives. Created collateral to improve processes and experiences for diverse candidates and drive employee referrals. Revamped AppNexus’ interviewer training and certification program to accelerate recruiting team’s operational efficiency.Key achievements:• Recognized by senior leadership and earned 4 promotions in 4 years• Won 2016 AppNexus People Impact Award presented by Chief People Officer for company value of “See & Improve the Whole System” for delivering outstanding achievements in hiring quality talent and DEI initiatives• Strategically positioned as lead recruiter for Go-To-Market (GTM) and Business Operations teams in the US, Canada, and Latin America, resulting in 30 hires in 12 months through full-cycle recruiting (source to close)• Achieved average time-to-fill of 63 days and 97% offer acceptance rate through consultative thought partnership with hiring teams, senior leaders, and candidates• Created and implemented inclusive recruiting strategies that increased known diversity of teams by 33%

Key achievements:•Served as HRBP and Talent Advisor for early career talent programs across all business functions, including GTM, G&A, and Tech• Fostered long-lasting and trusted recruiting partnerships with Girls Who Code and Jopwell to hire five full-time employees within six months• Founded and led new annual programs for early career talent with Break Through Tech and NYC Ladders for Leaders• Designed and facilitated 10 training sessions for early career talent and their managers on topics such as goal setting, feedback, performance management, employee development, and company culture

Mapped strategic OKRs & development plans for 37 accounts of 80-250 collegiate members and presented to the Board of Directors. Traveled independently to each account to assess membership engagement, present/facilitate 100+ L&D sessions, educate on organizational policies, and evaluate operations.Key achievements:• Selected as 1 of 12 consultants from nationwide talent pool • Led and trained teams of 5-20 staff and volunteers to launch 5 new accounts• Recruited 250+ new members achieving 100% of membership goals• Administered operating budget worth $400K through strategic planning and accurate forecasting