Ritika Singh Email & Phone Number

Milwaukee, Wi, Us

Milwaukee, Wisconsin, Us

Kathy’s House is a non-profit Hospital Hospitality House (HHH) that provides lodging and a supportive patient care environment to families who are experiencing serious medical illness. A vital and affordable resource in the Milwaukee health care community, Kathy’s House serves patients of all ages and their caregivers who need to travel to Milwaukee for medical care.●Board Leadership: Serve as a member of the Board of Directors, participating actively in governance and strategic decision-making. Collaborate with fellow board members to establish organizational goals, evaluate progress, and ensure compliance with legal and ethical standards.●DEI Committee Leadership: Lead the DEI Committee in developing and executing a comprehensive DEI strategy for Kathy's House. Facilitate regular DEI Committee meetings, ensuring effective discussions that result in actionable outcomes. Guide the Committee in creating an inaugural DEI roadmap, outlining clear objectives, initiatives, and timelines for implementation.●Strategic Planning and Implementation: Develop and oversee the organization’s DEI public statement, reflecting Kathy's House's commitment to diversity, equity, and inclusion. Define and prioritize DEI actions and initiatives, establishing measurable goals to assess progress and impact. Work with senior leadership to integrate DEI principles into the organization’s policies, programs, and practices.● Community and Stakeholder Engagement: Build and maintain relationships with community partners, stakeholders, and underrepresented groups to promote DEI initiatives. Advocate for DEI within the organization and the broader community, fostering a culture of inclusivity and belonging.●Reporting and Accountability: Provide regular updates to the Board of Directors on the progress of DEI initiatives, including successes, challenges, and recommendations for improvement. Ensure transparency and accountability in DEI practices through evaluation and reporting of outcomes

Doraville, Ga, Us

Strategic DEIB LeadershipDeveloped a multi-year DEIB strategy and CEO Action plan aligned with business objectives.Launched internal DEIB website and leadership toolkits.Culture and BelongingDeveloped a Culture and Belonging Roadmap that embedded company values into daily operations, driving a 20% increase in the Culture Index.Developed Culture and Belonging leadership toolkits for managers. TalentLed the Diversity Recruitment Action Plan, improving senior leadership diversity by 15%.Collaborated with BU leaders to implement DEIB objectives resulting in 25% increase in diverse hires. Launched a new diverse talent vendors and outreach strategy. Leadership DevelopmentLaunched a comprehensive leadership development program for 600+ senior leaders, receiving 92%+ feedback, highest in three years.Designed and launched a customized Sales Associate DEI learning program.Developed learning modules including Unconscious Bias, Managing Inclusion, Gender Inclusion, and Cultural Competency.Employee Resource Groups and OnboardingRestructured ERG governance, annual ERG business plans and standard work, resulting in 82% ERG member engagement. Developed a DEI onboarding program, increasing new hire engagement by 20%.Regulatory Compliance and KPIsLed compliance efforts with Affirmative Action Planning (AAP), Equal Employment Opportunity (EEO), compliance trainings and DEIB policy reporting, adhering to regulatory requirements.Created a DEIB metrics dashboard and Company Values Index, achieving an 86% score, 5% YOY improvement.Stakeholder Engagement and Business ExcellenceDesigned and implemented Business Unit-specific DEIB action plans, increasing middle management participation.Standardized communication and project management processes for DEIB programs.Supplier Diversity and Community Partnerships Increased supplier diversity spending by 30%, resulting in a 10% reduction in procurement costs while demonstrating the value of a diverse supply chain.

Baltimore, Md, Us

Led large-scale impact strategic initiatives across Respect, Diversity, Equity, and inclusion (REDI),organizational culture, and talent, including developing and implementing the global Vision 2030 agencyREDI strategy. 8000+ colleagues worldwide across 100+ countries.● Provide regular REDI progress executive briefings to the Executive Advisory Council (CEO and directs).● Launched the agency's first global DEI Strategic Framework in 2021 and eight specificREDI action priorities to drive leadership accountability, engagement, culture goals, and company values.● Launched a new Global REDI Council that sets the agency's vision, commitments, and strategic DEI priorities.● Conducted a global equity assessment, developed a new multi-year REDI strategy and refreshed multi-year talent strategy.● Led listen-and-learn sessions with over 2000 colleagues to inform REDI of strategic DEI, talent priorities, and actions.● Launch a new REDI Employee Engagement Index measure in the companywide survey. Develop regional and localized country REDI and talent action plans.● Develop talent, engagement, and inclusion workplace objectives and leadership programs, including women mentoring and multi-cultural junior professionals programs.● Develop REDI Leadership toolkits and materials in four languages for leader-led discussions● Develop new DEI learning, education, and development pathways for colleagues and leaders, includingREDI new hire orientation, Inclusive Leadership – Management Essentials, Eliminating Bias and Hiring forSuccess – For Leaders; all colleagues global REDI social cohesion program.● Implement innovative resource solutions for colleagues to contribute toward agency DEI priorities.● Publish companywide REDI progress highlights, communications, and metrics, includinglaunching a new internal all-colleague digital REDI web platform. Refresh external talent DEI brand.● Serve on the industry and sector DEI task force in partnership with 20+ peer organizations

Green Bay, Wisconsin, Us

Serve as the D&I Council Co-chair, chaired by the CEO and President, to develop the organization's vision and strategic D&I priorities. Led quarterly DI Council progress reviews with executive committee members.● Expand and establish annual Business Line Workforce commitments and accountability metrics.● Oversight and governance of six Colleagues Resource Groups (3500+ members; 43% of all colleagues).Launch a new CRG Leadership Forum geared to leadership development of CRG leaders in 2019● Lead strategic diversity outreach and community partnerships, alignment with chambers of commerce and academia in the region – University of Wisconsin, Milwaukee Women Inc., Tempo Milwaukee, CEO Action, Region of Choice Pledge Milwaukee, Disability Inn, Veterans Chamber, LGBT Chamber +● Develop and align talent, engagement, and inclusion workplace objectives and leadership programs.● Publish external company Talent and DEI Highlights and metrics.● Enhance and launch a refreshed annual D&I Recognition and awards program.● Launch a primary market workforce strategy to bridge the community workforce representation gaps.● Results - Completed an overall Talent and DEI strategy refresh and set up a three-year action plan in 2019.● Accolades: D&I Company Awards and accolades: Diversity Business Award – WI, 2020 Women on Boards, Top 50 Careers for Disabled Magazine, Milwaukee Best and Brightest, and more.

Milwaukee, Wi, Us

Interim position during the transition and relocating inter-state. Lead enterprise learning, talent and performance strategy, and content. Launched a new online learning university platform for leaders and employee training, with customized training solutions.

Bristol, Ct, Us

• Lead and execute people, culture and D&I strategy to drive results towards our workforce, workplace and marketplace objectives. Develop and execute D&I programs supporting the company’s three year D&I strategy• Partner with VP Diversity, Inclusion & Wellness (DI&W) to develop and drive business specific DI&W action plans• Lead and facilitate ESPN D&I Champions committee • Lead ESPN’s participation at external D&I industry wide forums & conferences. Own the D&I outreach strategy and alignment of external partnerships• L&OD: Lead the roll out of company-wide HR and diversity learning and awareness programs, such as Unconscious Bias, D&I Huddle, Culture Factors and D&I Playbook. lead and facilitate a international D&I program roll out. • Develop, own and manage strategic business plans for nine ESPN Employee Resource Groups, 2500+ employees. Complete operational oversight and governance. Set strategic alignment overall D&I strategy and company mission. Build business partnerships to drive results• Develop & implement ERG leadership curriculum: For 70+ leaders, focused on business acumen & leadership development• Lead D&I programs aligned with succession planning and performance objectives • Collaborate with The Walt Disney Company business segments on enterprise wide D&I initiatives • Develop enterprise wide D&I programs, talent receptions, and programs, including - D&I consortium, HR Immersion Day, On-boarding programs and annual Women Leadership Symposium• Oversee company surveys, external awards, D&I/ HR analytics and AA plans • Metrics: Analyze, track and maintain business accountability towards D&I metrics & dashboards• Data analysis: D&I budget, annual forecasts and variance analysis/ reporting• Public speaking: Represent ESPN at industry wide conferences/ events, facilitate external workshops and panels discussions aligned with D&I focus and company branding. Benchmark with other companies/ industries. Implement internal/external best practices

Newark, New Jersey, Us

- Lead and excute on company wide diversity strategy and intiatives- Align talent acquisition efforts with company wide diversity objectives. Conduct D&I workforce profile strategy discussions with SLT (Sr. Leadership Committee). Report and analyze workforce gap analysis/ metrics and D&I dashboards/ action plans- D & I education and awareness - research, develop and roll out new programs. Owned the roll out of a entrprise wide all employee D&I learning program, with managing the complete project life cycle, train the trainer sessions, pre and post action reviews and D&I performance based action plans- Build, manage and own the diversity outreach strategy to enhance community partnerships- Lead campus internship program (MBA & Undergraduate)- Partner with regional and national diversity organizations- Participate in corporate advisory board- Lead employee resource groups- Own ROI, measuring success and action planning for D & I efforts- Oversee relevant bench-marking and research initiatives - Enhance vendor relationships and own supplier diversity metrics

East Hartford, Ct, Us

●HR champion for talent acquisition, onboarding, employee engagement, and succession plans.●Led enterprise-wide Recruiting Council, Diversity Council, and HR strategy meetings. Lead a team of 24 recruitment and talent acquisition leads across six business units.●Awarded for UTC's INROADS program for diverse interns (minority pipeline). Top Corporate Partner. Hired 200 interns and achieved 98% hiring yield conversion rate across business units. ●Refreshed and accelerated Campus Recruitment strategy: Partner with 23 Business & STEM schools.●Company ambassador/ leader on national diversity partnerships: NBMBAA, NSHMBA, SWE, and SHPE.2005 - 2007 HR Generalist - Otis Elevators | At the time, Otis Elevators was part of United Technologies Corporation, UTC

Us

• Managed talent acquisition, new hire process, and onboarding at Otis Elevator Co.• Spearheaded HR metrics reporting and ADP payroll, ensuring compliance with EEO and 1-9 regulations.• Led campus recruiting efforts and handled employee relations, benefits, and compensation escalations.

Mba, Business Administration And Management

Masters, Commerce (Business/ Finance)

Bachelor, Commerce (Business/ Finance)