Responsible for the Talent Management and Learning Engagement supporting our $45B+ Xfinity consumer business (Video/OTT, Home Security / Automation, Mobile, Broadband). Primary functions supported include Enterprise Data Science / Machine Learning, Product Management, Marketing, Customer Experience, Technical Operations, and others.

- Responsible for the Talent Acquisition and Talent Management functions supporting our $45B+ Xfinity consumer business (Video/OTT, Home Security / Automation, Mobile, Broadband). Primary functions supported include Enterprise Data Science / Machine Learning, Product Management, Marketing, Customer Experience, Technical Operations, and others. - Drive the execution and adoption of new talent practices in conjunction with business unit leaders and HR Business Partners – inclusive of Talent Review, talent slating, and leadership program nominations - Lead the development of an overarching talent strategy for our key business units used to derive and prioritize actions across talent acquisition, talent management, learning & development, compensation, organizational design - Led the design and implementation of our internal Talent Marketplace strategy (powered via the Career Hub module in Workday) - Created Diversity, Equity, and Inclusion strategy for external talent attraction and internal mobility. - Implemented Strategic Workforce Planning model in alignment in our Long Range Plan, with a focus on identifying talent gaps, prioritize skill needs, and create action plan for critical talent.

- Talent Management Leader for Xfinity Consumer Services (XCS) business unit - Led the design and implementation of Workforce Planning meetings for the senior leadership team and key stakeholders - Designed and executed the implementation of Gig within XCS. Successfully worked with stakeholders to gain support, implement change management/training support, and provide on-going support through awareness campaigns. - Design Talent Attraction pilots to assess the ROI for various marketing tactics, with a focus on understanding the efficacy of various channels for deliver qualified candidates and increasing diverse applicants/hires. - Lead the design and implementation of an Enterprise Talent Pool strategy, with a focus on increasing internal movement/diversity movement and identifying gaps in need to development/external talent pipelines

- Responsible for human capital acquisition strategy for $8B+ segment of ComcastNBCUniveral- Created and implemented Comcast Business specific talent attraction strategies resulting in enhanced candidate experiences, alignment with the Comcast Business brand, and attraction of diverse talent- Built the talent acquisition strategy to stand up our Federal Government channel- Implemented a strategic workforce segmentation framework to align talent strategies with critical business initiatives/priorities. Redesigned the TA/RPO staffing model with $200K+ in cost savings- Developed TA strategy and integration plans for 2 global M&A initiatives - Increased team efficiency through implementation of automated candidate assessment tools - Analyzed labor market dynamics to deliver data-based bench-marking and talent intelligence to inform annual planning, compensations and talent planning initiatives

• Manage a team of recruiters and several sourcing contractors; cultivate and manage relationships with HR partners and executive leadership; and mentored 3 summer interns.• Partner with HR Shared Services management to streamline the hiring process; implemented virtual candidate screening; launched a compus recruiting initiative to support organic expansion. • Led an initiative to aggressively expand the CU training team in Q4 2014. Successfully identified 50 candidates within the 90 day timeline. • Supported a ground-up build of the Enterprise Business Intelligence (Big Data/Advanced Analytics) organization. Consulted with business leaders on organizational structure; role and skill definitions; and budget planning.• Led an MBA consulting team of 6 tasked with a deep-dive study of Direct Sales Representative turnover; performed qualitative and quantitative analysis; built a financial model outlining turnover cost implications; and presented strategic recommendations to Direct Sales and HR executives. • Identify opportunities for process enhancements/automation.

Burlington Coat Factory Warehouse Corporation is a $6+ billion dollar national department store retail chain. • Worked directly with c-level executives and senior management in IT, Finance, Accounting, Marketing, and HR to lead the full life-cycle recruitment of corporate employees from entry to executive levels.• Established and constantly managed relationships with local universities, external vendors, and potential candidates to maintain a pipeline of qualified candidates for a prompt response to immediate business needs.• Led special projects including development of a college recruitment program; creation of vendor management guidelines; diversity recruitment initiatives; ATS evaluation and testing; and employee referral program creation.

Tri-Worth Solutions is a full service recruitment firm offering its clients customized solutions based on their individual needs. Tri-Worth Solutions was established to provide a breadth of services from a single provider. • Managed account growth and effective execution of strategic objectives within time and cost parameters. Key accounts included Yellowbook, Microsoft, Genpact, DEX, Wells Fargo, Enterprise Rent-A-Car, Money Mailer, and PODS.• Led RPO onsite engagements at Burlington Coat Factory and VWR International• Sourced highly qualified candidates for retained searches, created recruitment strategies, interviewed and prepared candidates for potential career opportunities with clients.• Trained and supervised sourcing efforts of 2 assigned resources.