Having held a job since I was 15 years old in some capacity or another, I decided I was at a point in my career journey where I needed to assess, analyze, and realign. I knew I couldn’t do that while working in my previous role and made the decision to quit my job and enjoy some white space. I feel lucky and blessed I was able to take this time.

Hired as the Senior Manager of HR Systems and Analytics to help support, manage, and evolve HR programs, process support, employee data capture/storage, and policy administration with a lens on HR technologies. Recognized as a leader, I was asked to take over the management of the team within one year earning two promotions. This role introduced me to the wonderful world of Biotech and startup culture while providing incredible experiences and learnings related to strategic thinking and planning, senior leadership relations, effective communication, talent management and development, and conflict resolution.

Returned to WilmerHale as a boomerang in 2013 to an amazing leader who I committed five years to in order to learn more about the complexities and navigation of working on projects. This time gave me experiences that strengthened my understanding of the back end requirements and knowledge needed to effectively provide programs and services around Manager & Employee Self-Service, Benefits Administration, Employee Onboarding, Dashboards, and Compensation.

Liking HR technology but wanting to build out more consulting and relationship building skills, I made a decision to give consulting a try and worked on HR technology projects within the Performance Management and Time & Attendance space.

Reporting into the Director of Compensation, I quickly became the trusted adviser on all matters related to HR Technology and systems at Forrester. This was the job that exposed me to Performance Management utilizing HR software and gave me the opportunity to put my project management skills to the test. With no prior experience using SuccessFactors, I quickly got myself up to speed and was able to administer, improve, and manage the quarterly review cycle and annual 360 cycle with efficiency and integrity. I served as the project manager for an upgrade to PeopleSoft v 9.1 in preparation for the implementation of Absence Management in 8 countries. I managed the Absence Management project and was responsible for requirements gathering, development, testing, end user training, documentation, and managing the consultant. In addition, I was the “go to” person for all reporting and data requests that involved HR analytics from Executives, Finance, and IT.

Took a role to expand my scope of responsibilities and learn more problem solving and analytical skills. During this role, I began learning about Payroll, Benefits Administration and Talent Acquisition systems.

With a desire to learn more about HR systems, I took a role at Brigham & Women’s Hospital as an analyst for PeopleSoft. The work included managing and delivering data requests, setting up and configuring foundation tables, and helping keep employee records updated.

Hired after college as a Talent Acquisition coordinator where I assisted with interview scheduling, applicant tracking, reference checks, new hire paperwork and various adhoc projects as needed. A little after a year, I transitioned over to the Organizational Development & Training function where I helped deliver and support the services offered including training, professional development, and tuition reimbursement.

Worked as an intern during college in various support and coordinator roles gaining exposure to the areas of Talent Acquisition, Benefits, HR Technology, and Organizational Development & Training.