* Lead the strategy development and implementation of the Firm's Diversity, Military, University Talent Acquisition efforts, Employee Referral program and Up skilling/Re-skilling program (Tech Excellence).* Consult and advise the firm's executive leaders (EVP level) and other senior leadership teams on Diversity outreach, engagement and hiring efforts* Partner with Business Resource Groups (BRGs), employee Networks, Corporate Affairs office, Account Teams, Talent Acquisition (TA) Teams, and External Organizations to participate in diversity events and initiatives to attract, engage and hire top diverse talent* Responsible for two critical elements of the Firm's DEI strategy

• Created and led delivery of the D&I strategy in support of the company’s mission critical global diversity hiring initiatives; managed 25 external diversity partnerships impacting the Americas, EMEA, APAC, and ANZ• Created and led the company’s first D&I TA Council – a global Center of Excellence for a consistent approach to attract, engage, recruit and retain diverse candidates; Council comprised of 57 HR professionals • Served as D&I advisor to Business leaders, TA teams, HR Partners, Compliance officer, and Benefits/Compensation teams; Assess data: Gender pay gap analysis, employee attrition, provide critical input on the AAP and CSR reports• D&I consultant to Employee Resource Group (ERG) leadership teams to maximize the ERG’s contributions to our global diversity hiring strategy; referral campaigns, social media strategy and solicit feedback about our D&I journey• Created and facilitated ongoing D&I training's to ~500 HR personnel and numerous business leaders located around the globe; Unconscious Bias, Disability Etiquette, Inclusive leadership, etc.

Cohort 2 (graduate)

In support of Capital One's Diversity and Inclusion (D&I) initiatives...developed and led the execution of the enterprise wide diversity recruiting strategy for Veterans, military spouses and People with Disabilities (PwD). Part of this effort included developing and executing a concentrated national events strategy to support these hiring initiatives. Plan and implement a unique internal and external communications strategy, to include ownership/submission of industry D&I benchmarking surveys. Brief senior level stake holders (up to EVP level) on the program’s ROI, forecast/monitor program budget, and the company's compliance with OFCCP requirements.Relationship manager for the U.S. Chamber of Commerce Hiring Our Heroes, SACC, MOJO, Disability:IN, AAPD, NOD and others. Responsible for ensuring that all new talent acquisition (TA) members (~300/year) receive relevant training on our systems, processes and D&I training once hired. Thus setting them up to truly excel in their roles as TA professionals at Capital One.

Corporate D&I strategy lead. Consulted with our Business Resource Group (BRG) Leadership Teams on the strategy and implementation of the Corporate D&I initiatives. Partnered with our BRG leaders to establish a foundation and support structure for our BRG’s so that they can deliver on attracting great talent, developing, retaining, engaging our associates and driving business value. Managed and maintained key D&I external partner relationships (including $500K budget) to provide additional engagement and recognition opportunities for current associates while positively impacting employer of choice branding for Capital One.Led efforts for Capital One receiving external recognition as an employer of choice for Veterans, military spouses and People with Disabilities: “Best for Vets”, “Military Friendly”, “Military Spouse Friendly” and the “Private Sector Employer of the Year” by Equal Opportunity Publications.

As part of the corporate Diversity and Inclusion team, I had the privilege and honor to lead a team of recruiting professional's responsible for Capital One's Enterprise wide Veteran, military spouse and individuals with disabilities (IwD) recruiting efforts. - Led efforts for Capital One to be recognized as 2016's winner of the "Military Spouse Employment and Mentorship" award by the U.S. Chamber of Commerce Hiring Our Heroes program- Led, plan and executed the enterprise wide sourcing, screening and placement efforts for military Veterans, military spouses and IwD candidates. Responsible for budget monitoring and implementing cost control measures when needed.- Served as the primary D&I consultant to the lines of business (LOBs) leaders, recruiters and HR professionals alike. Provided valuable input on D&I recruiting strategy to help ensure that their desired end state diversity hiring goals were achieved.- Responsible for leading, planning and executing the company's "Autism at Work" internship program. Expanded program's footprint by the number of interns, locations, and also the types of roles supported for the program.- Plan, led and executed enterprise wide referral campaigns celebrating military Veterans and spouses. Thus impacting hiring efforts for every line of business (LOB) in the company. Honored that our efforts were recognized by Military Times as "Best for Vets 2016" (#10 overall and #1 in our industry), G.I. Jobs magazine as a 2016 and 2017 "Military Friendly Employer " and also a top "Military Spouse Friendly Employer!" Equally as proud that our efforts also resulted in being ranked as one of the “Top 50 Employers” in the 2016 and 2017 CAREERS & the disABLED Magazine.

Led a team of talent acquisition professionals supporting the Retail and Direct bank recruiting efforts for the Northeast and Mid-Atlantic markets.Developed, planned and executed unique "in market" candidate prospecting strategies that are now a standard practice for all Retail and Direct bank markets.

Interfaced daily with three Senior U.S. Government clients; executed programmatic requests and resolved any unforeseen issues affecting the critical path time line. Managed six subcontractors’ efforts on two programs valued in excess of $5M; ensured all deliverables were reviewed and submitted on time per contractural agreements. Monitored Earned Value Management (EVM) metrics and provided reports to U.S. Government clients monthly or as requested; to include Estimate to Completion (ETC), Schedule Performance Index (SPI), and Cost Performance Index (CPI) information. Administered the programs’ procurement process from planning to closeout; ensuring budget limitations were adhered to and vendor(s) performance was closely scrutinized for compliance.2011 – 2013, Director of Operations and Project Manager (same company)Managed all operational support for the companies three multi-million dollar programs that resided in Afghanistan; recruiting, hiring, on-boarding, logistics, employee travel, and all personnel actions for the deployed personnel. Facilitated weekly operational and program planning meetings to discuss program and project milestones on behalf of the division Vice President. As the operations director, assisted Program Manager's and employees located 7000 miles away with the resolution of programmatic support requests (Recruiting/staffing efforts, HR, finance, etc.). Supervised and managed a team in the execution of their daily duties within the company’s Operations Center; logistician, program analysts and deputy program managers supporting multi-million dollar programs in Afghanistan. Recruited, screened and negotiated salary requirements for new hires to fill two programs in excess of 80 full time employees.

Led the worldwide full life cycle recruiting of highly specialized personnel assigned to a program charged with extremely challenging worldwide missions. Planned and executed unique recruiting strategies that screened and filled DOD mission critical vacancies by way of data mining, personal presentations, career fairs, cold calls and obtaining referrals. Continuously interacted and briefed senior executive level military leadership on the program’s successful progression, statistical data, results, and strategy for the next recruiting cycle. Managed the operation of a bi-annual reception/onboarding event that was critical to the success of the program’s mission; continuous movement of over 120 personnel. Tracked applicants, pre-screened resumes, evaluated candidates, scheduled interviews and presented results to senior leadership for their final consideration. Developed, coordinated and executed a vigorous worldwide travel schedule; to include combat zones, Europe and Asia.

Supervised and trained recruiting personnel advanced recruiting techniques and procedures. Diligently executed an event marketing campaign that resulted in exceeding challenging recruiting objectives. Coordinated and executed the recruitment of culturally diverse personnel, analyzed and reported recruiting data to senior military leaders on the projects’ impact on manning goals set forth by U.S. Congress. Inducted into the prestigious Sergeant Audie Murphy Club for exemplary leadership.

Awarded the “U.S. Army Recruiter of the Year” honors by the Secretary of the Army from a field of over 6300 peers. Surpassed recruiting goals by 100% in one fiscal year and noted by the unit Commander as the subject matter expert for all areas pertaining to full cycle recruitment of personnel entering the U.S. Army. Trained and mentored companies recruiters to utilize effective interviewing techniques and prospecting methods; analyzed and maintained records of historical data on each recruiter’s activities. Briefed over 400 prospects from the local universities, high schools and community on military opportunities and benefits every month; to include school faculty and parents.