Casting a wide net for talent on behalf of CZI

- Led quarterly attrition analysis for Founder and Senior Leadership Team, integrating information from disparate HRIS systems (Workday & Culture Amp) to highlight trends and make data-informed recommendation. Built attrition prediction model based on prior cycle engagement data.- Led revamp of performance review cycle for the entire organization: streamlined calendar, improved & delivered training resources and updated review questions to support more efficient calibrations- Led organization through 2020 Engagement Survey (Culture Amp), partnering with internal stakeholders to add new questions & demographics to better inform resulting action plans. In concert with our internal communication team, created a multi-pronged comms plan which increased participation rate to 96%.- Built out People Team's company-facing wiki page, improving discovery of self-serve resources and reducing number of inbound tickets/emails- Partnered closely with Recruiting Team on offer approval workflow design between ATS (Greenhouse) and HRIS systems

- Worked on end-to-end evaluation and implementation of new travel vendor, partnering with their product team to find ways to donate awards to charity- Designed operating model for CZI's Community Space which was adopted and implemented by our local giving team: https://chanzuckerberg.com/communityspace/

- Scaled the recruiting team’s non-technical Hiring Committee (HC) from 9 to 26 members, maintaining an error-free record of offer approvals amid a significant YoY growth in hiring targets- Revamped onboarding and training for HC members globally to include meeting facilitation and unconscious bias training, supporting company-wide diversity recruiting goals - Developed an Excel-based tracker to maintain equitable workloads among the HC members, improving engagement measures across all four dimensions surveyed- Partnered cross-functionally with HR analytics and recruiting leadership to redesign HC decision forms, enhancing candidate outcome reporting between the interview and offer-extension stages- Received the most nominations for the recruiting team’s “We Not I” award in Q1’17, leading hiring discussions for 130+ candidates and 15+ director-level candidates

- Selected as a founding member of the Sydney office, developing the region’s first operational strategy for companies below 100 employees across both English and non-English sales leads- Recruited and managed a four-member sales team to exceed our 2015 sales target, pivoting to a chat-centric sales strategy which was later replicated across all other regions- Extended sales reporting to incorporate site traffic and internal analytics, improving revenue forecasting and enabling customer messaging experiments- Served as the APAC region’s lone HC member, leading hiring discussions for candidates across all roles- Authored a customer segmentation report, defining a product opportunity which was nominated for full productization

- Sold our Dropbox for Business offering to inbound SMB customers across multiple mediums (chat, phone, email), playing an integral role in the development of what is currently the dominate lead channel for our SMB business- Closed one of the five largest deals in the history of our SMB sales team

- Analyzed client investment performance for a team of four advisors with $3.2B in assets under management, providing detailed summaries of fund performance and executing trades across asset classes - Introduced templates for portfolio reviews, rebalancing proposals and client-specific presentations, decreasing compliance approval time by several hours per client per month