I was recruited to join the Executive Team that is building a profitable, disruptive EdTech company. I developed and led the People Operations, Talent Acquisition, and Workplace Experience teams while executing on all strategic people initiatives and programs, leading a team of 10 and reporting to the COO, with a dotted line to the CEO.In this role, I drove the employee engagement score from 63% to 72% overall employee satisfaction in a 12-month period, while ensuring the culture aligned with business values and behaviors. I hired six vice presidents in a six-month period to build out key talent infrastructure. And I anchored leadership and people operations programs with values and behaviors while upleveling the expectations of our talent.To increase employer brand awareness, I led the team through talent brand videos and campaigns and increased our social media presence. I drove our Glassdoor engagement from 82% to 91% in a nine-month period, and built the recruiting function to enable sustained, scalable growth. In addition, I developed and was the executive sponsor of the first-ever Corporate Social Responsibility program.I further developed existing talent through performance management which consisted of calibration sessions, investing in key influencers, and building out the leadership bench for scalability. While growing and upleveling overall talent, I maintained a retention rate of 85%.The competitive total rewards program I developed included a revised compensation philosophy, pay structure, bonus structure, and competitive benefits and perks to support aggressive recruiting plans. As a result, employee satisfaction for compensation practices increased from 57% to 72% satisfaction in six months.

Turn promoted me to serve as a member of the Executive Team that successfully transformed and sold the company to Amobee, a subsidiary of Singtel Telecommunications. I developed and led the HR and Real Estate teams while executing on strategic people initiatives and programs for the 400-employee company.In this role, I contributed to the turnaround of the company, going from $17M in losses to break even in 18 months. And I successfully led through a 20% downsizing and closure of several offices. I developed programs and initiatives surrounding employee engagement, leadership and talent development, recruiting, employer branding and corporate social responsibility.

I was advanced to lead all strategic business partner, HR and facilities initiatives and to scale and grow the HR and facilities teams through continuous development and mentorship. I implemented successful leadership and development programs focused on transformational leadership, and led key change management programs in the US, EMEA and APAC regions.To support the accelerated scaling of the company, I redefined the business partner function and recruited and developed the right members of the HR and facilities team. In addition, I revamped critical HR business systems and processes to facilitate company growth.

Turn recruited me to develop innovative people programs and lead six executives and all the employees in their business units located in the US, APAC and Europe. In this role, I improved employee engagement by redesigning the employee recognition program, increasing participation by four-fold.I devised and rolled out a new global social responsibility program to foster volunteering for the good of the community, Turn Gives Back, with ambassadors to coordinate activities at each Turn office around the globe. And I established a global Turn Gives Back Week, where all offices participated at the same time.In this role, I developed standardized education programs focusing on leadership development, effective communication training and a monthly new hire orientation program. In addition, I provided a monthly speaker series for professional development for all global employees.

DemandTec retained me post-acquisition to partner with IBM’s integration team and DemandTec’s executive team to successfully integrate the DemandTec 350-member global workforce into IBM following its acquisition of DemandTec. In this role I reported to DemandTec CEO. I served as the HR Lead for the integration and implementation of all new IBM HR processes and initiatives, and drove the strategy in maintaining key legacy DemandTec policies and HR initiatives within IBM. In addition, I evaluated needs and successfully recruited new talent, as well as retrained current talent for new roles.Also, I acted as a liaison between the IBM integration team and DemandTec managers and employees to successfully represent IBM values, processes, and culture, and successfully integrate into IBM. I retained 95% of key DemandTec personnel in the first year.

I was recruited to lead employee relations, training and development, talent acquisition, performance management, human resources operations and processes, and legal compliance. Key contributor to the organization at both strategic and operational levels, leading a team of five and multiple contractors, reporting to the Vice President of HR. In addition, I served as a member of the Corporate Citizenship Committee. In this role, I supported management and employees on domestic and international employee relations issues, and monitored the HR environment to develop programs to promote positive employee relations. I assessed and implemented career development initiatives such as performance management, performance recognition, and leadership and career path development programs. Programs implemented under my recruiting/onboarding strategies and employee retention measures included an employee onboarding program, referral program, ATS (Jobvite), recruitment at local Career Fairs, summer intern program, and redesign of career webpage.I served as a trusted advisor, thoughtful sounding board, and business partner to the company’s senior leaders, functioning as the expert on people and organizational issues and providing guidance on managing complex and sensitive employee relations matters, both domestic and international. My excellent organizational development skills gave me the ability to set up processes within the HR department to improve systems and process flow.