*Olo acquired Omnivore (Temp business continuity role)- Served as Head of People & Talent for Omnivore throughout acquisition and merger- Additionally acted as business partner for the newly expanded Omnivore + Olo Customer department, helping develop and integrate new programs such as recognition initiatives, stay interviews and implementing the feedback, and creating policies to increase company retention efforts

*Reported directly to the CEO & continued operating as sole Talent department, while additionally forming and expanding People department- Designed company's first performance management system (company wide job description updates and alignment, self & manager reviews, goals, competency ratings); started in google sheets and migrated to Lattice platform, running routine performance cycles. Trained all users: C level, managers and team members, differentiating for user roles within the platform - Designed company's first career pathing; collaborated with department heads to create career ladders, job leveling, competencies, targeted benchmarks. Then added competency assessments into performance review process- Ran company's first routine engagement surveys, partnering with department leaders to analyze results and action plan - Created & ran company's first Stay interview process- Developed company's first Intern programs (included sales, marketing, web design and HR)-Managed HR Intern + indirect reports, leading people and talent function collaborations- Served as sole admin for HR platforms & technology, creating efficiencies and training employees. (Included HRIS, ATS, performance management, etc)- Ran Open Enrollment and handled all benefits questions and changes, including COBRA administration- Handled compliance tasks related to: I-9 storage, new hire paperwork, payroll taxes, worker's compensation and labor law poster accounts for a distributed team located throughout the US and Canada- Responsible for creating and maintaining company culture and retention efforts, including increasing eNPS score with guiding managers with hands on approach curated towards each group’s needs- Planned and ran in person and virtual company engagement events

- Reported directly to COO, hired as first Talent/People team member to create and manage tech startup company’s first Talent department (within SaaS industry)- Set direction and strategy for talent acquisition function + overall team member journey- Designed and owned full recruitment life cycle, including partnering with all department executives to plan short term and long term talent needs (wrote job descriptions, postings, sourced, maintained pipeline, interviewed, created offers, negotiated, ran background checks and onboarded)- Created recruiting and talent brand for advertising/events/social media accounts- Designed 90 day onboarding program- Owned entire offboarding process (ran procedures, assigned tasks, ran separation meetings, coached managers, administered severance agreements staying compliant with all laws and policies, handled all communication with departing employees, conducted exit interviews with voluntary departures)- Created Relocation Policy & Employee Referral Rewards Program- Customized JazzHR ATS with detailed interview stages, guides, automation emails and feedback, ensuring a transparent recruitment and interview process across all hiring teams. Also ensured best practices were met at each stage of the process and coached interviewers when needed. Served as point of contact for all Talent inquiries, creating an exemplary candidate experience- Successfully solely filled all open roles with top performers (sales, marketing, business operations, IT, software engineers/development, infrastructure, technical and customer support roles, management roles)- Ran all elements of offer process & negotiation - Performed as talent advisor for all department leaders, providing them with expert guidance and consultation on recruitment process, market trends, best hiring practices, techniques, candidate experience, candidate interview assessment, job titles, salary offers

- Created and directed interactive 90 day onboarding programs for all departments (remote and in person experiences), including collaborating with marketing to create attractive onboarding brand- Founded and managed a Peer Connect mentor program for all new hires implemented company-wide, focused on continuous training and coaching of meaningful company integrations and relationship building activities - Expanded HRIS functionality to increase employee interactions & engagement through annual performance check ins- Partnered with IT to create processes and documentation for asset management for all employees- Trained all new employees on policies, procedures, enrolling in benefits and guidance with LMS training sessions

- Cultivated pipeline and engaged in full life cycle of hiring process (sourcing, interviewing, coaching interview team, influencing hiring decisions, offer negotiation, onboarding) - Identified top talent with a large focus on culture for roles in Sales, Marketing, Customer Success, IT, Tech, Customer Support, Management- Drove company involvement in career fairs and college events, organizing participants, presentations and materials - Maintained highest level of confidentiality when conducting reference and background checks & generated/retained employee files, ensuring proper documentation within compliance standards and completed E-verify checks