Intertru is a method-driven interviewing accuracy platform that uses AI and HireOS® methodology to ensure that your company hires the strongest people, every time. Message me if you want to learn more!

People Operations: own & support People systems/vendors, Onboarding, Performance Management, Promotion Program, Engagement/Pulse surveys, Immigration & Mobility, Compliance, Knowledge Management, and Off-boarding.Recruiting Operations: own & support Recruiting systems/vendors, Recruiting process/programs improvements, Employer Branding, and Candidate Experience. Intrinsic, an Alphabet company, is unlocking the creative and economic potential of industrial robotics for millions more businesses, entrepreneurs, and developers.

(Followed leader from Facebook to Aurora and then to Branch, was part of a reduction in force)Founding member, built function from scratch including Programs/Process, Tooling/Vendors, & Talent Branding. Scope expanded to People Programs, DEI (including Employee Resource Groups), and University Recruiting.

(Followed leader from Facebook to Aurora)Founding member, built function from scratch including Programs/Process, Tooling/Vendors, & Talent Branding. Also collaborated on People Programs including a new internal mobility policy & process.

Joined a team that consulted on pipeline roles in the Global Product & Software Engineering function. Improved pipelines capacity & velocity through identifying problems, recommending solutions, and implementing solutions.

(Left at start of Pandemic as layoffs were being considered by Lyft)Led 3 specialist who supported 6 recruiting programs, 4 email aliases, and annual planning initiativesBuilt a survey strategy resulting in insights that enable data-driven decision making and strategic planningAutomated & standardized reporting of hiring progress to goals for leadership by leading a 10+ person cross-functional and transformational initiative to standardized recruiting stages, pipelines, and reportingPreserved data integrity through leading a 5-person project team to improve accuracy of how recruiters create roles in Greenhouse; improved interview kit creation by 13% and increased job completeness rate by 40%Own technology/vendor relationships including renewals, quarterly reviews, and ecosystem/roadmap building

Brought structure and organization to recruiting projects by using project management methods and processesUpskilled Recruiting Team and created career paths through training and mentoring of project management skillsAutomated and created efficiencies by indirect leadership of 3 program managers (onboarding, vendors etc.)Increased Recruiting Team survey question sentiment of "I can find process documentation" by 30% through leading a 10 person cross-functional team to create a centralized repository of process docs, tools and templatesUpskilled hiring managers through building a "How to Hire" workshop and centralized resource/tools hub focusing on roles, responsibilities, developing hiring documents, building pipeline, assessing candidates, and selling

Built a new project management function within the HR department, developed project tools/templates, and created prioritization and cross-functional analytic reporting processes resulting in increased department capabilities, greater insight for Leaders to make business decisions and formalized structure to complete projectsDesigned a multi-year roadmap to transform how the HR department delivers innovative and strategic services to the organization by Leading a cross-functional 19 person HR Service Delivery Model initiativeDeveloped senior leadership monthly dashboard and coordination process to deliver leading indicator metrics reporting resulting in optimized business planning and human capital risk identification/mitigation Assisted Senior HR Leaders prioritize coming year projects and goals using Facilitative Leadership methodologiesIncreased employee engagement by 24% through leading a 12 person performance management initiative resulting in enhancements to manager capabilities and development of a long-term strategic recommendation Managed work streams for pilot agent onboarding process including: $15M budget and cost benefit analysis, development of success measures and new agent apprenticeship (48 agents were in pilot)Developed a training program strategy for veterans to work as Sales Producers in insurance agencies resulting in a scalable approach from an 88 person pilot to a nationwide programCreated C-level leadership communications including project recommendations/solutions and status updates Led a 14 person cross-functional enterprise $2.9B expense reporting and annual planning/ headcount process and automated the monthly expense analysis process resulting in 25% faster development and increased analysis timeCreated Board of Director and C-level Operating Committee presentations utilizing reporting metrics and analysis

Provided greater insight into company performance used for business and strategic planning by creating a monthly trend analysis and management report that included financial, operational, and sales analysis/forecastingDesigned, developed, and implemented corporate modeling toolkits integrating strategic planning, M&A, treasury, and investor relations models into a single platform utilizing Oracle's Hyperion Strategic Finance

Supervision & Regulation Intern - Regional Group

Financial/Treasury Intern