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Work Background
PulsoraPeople Operations Lead
May. 2023- First and only People Operations hire responsible for all people and culture functions including recruiting, compensation, talent strategy, performance management, compliance, and HRBP.
- Collaborate with functional leadership to deliver against global hiring targets for the organization, doubling the number employees in eight months across the United States and Europe.
- Responsible for all administrative actions for employing a global team including immigration, employer of record management, HRIS transition and maintenance, selection and implementation of an ATS, state tax registrations, and benefits administration.
- Wrote and launched a new employee handbook with state-level compliance, incorporating new company values, and ensuring alignment with company culture and leadership priorities.
DatabookSenior Manager, People & Talent Strategy
Jan. 2023 - May. 2023- Partner with People Operations and the leadership team to identify and launch programs that support the development and engagement of Databook’s global talent including employee engagement surveys and action plans, employee recognition programs, performance management processes, and the Community Culture Committee.
- Lead weekly company All Hands meetings to effectively share updates on strategic initiatives, celebrate employees and cultivate a transparent forum for employee discussion and questions.
- Valued stakeholder in the key People Operations initiatives including the company’s establishment of a Canadian entity, reduction in force effort, benefits open enrollment, and the transition to a new HRIS.
- Launching a career leveling framework to define competencies and success criteria to support the growth and development of Databook’s global talent, as well as establishing structured and data-driven compensation practices.
DatabookSenior Manager Talent Acquisition
Nov. 2021 - Jan. 2023- Oversaw a team of Recruiters and Recruiting Coordinators responsible for growing company headcount by almost triple in less than 12 months across nine countries, ultimately delivering 90% of the company’s hiring goals at a 78% offer acceptance rate and a 34-day time to hire.
- Implemented recruiting processes and programs to enable data-driving hiring, structured behavioral interviewing, internal mobility guidelines, offer and hiring request approval workflows, new hire employee engagement surveys, and a streamlined new hire orientation program.
- Led all global hiring efforts for the company including establishing a partnership with a PEO and managing all immigration efforts in partnership with the company’s immigration attorneys.
- Launched Databook’s first employment brand efforts by partnering with the marketing department to build and design a “company culture profile,” highlighting our employees’ experience to further attract talent.
Two ChairsRecruiting Manager
Jan. 2021 - Oct. 2021- Led a team of recruiters, sourcers and recruiting coordinators to hire clinical talent against company growth goals, tripling the volume of hires month over month
- Consulted with hiring managers and leadership team to understand company growth goals and translate those to Recruiting team performance metrics
- Coached and mentored recruiting team to deliver a high quality, people-first candidate and interviewer experience
- Partnered with the Marketing team to launch employment brand initiatives through content creation, community events and experimentation of new recruiting channels to increase top of funnel candidate generation
Two ChairsRecruiter
Mar. 2019 - Jan. 2021San Francisco, California- Built a scalable and data-driven full-cycle recruiting process to drive high volume hiring for mental health clinicians and then executed that process source to hire to grow the clinical team by 80%
- Launched two new regions leveraging talent market research, relationship building with local organizations and communities, and improving the employee referral program
- Partnered with hiring managers to establish structured interviewing and evaluation rubrics to ensure a fair and equitable selection process that delivers the highest quality therapists
- Launched tools such as Greenhouse, TalentWall, CrossChq and Gem to enable more efficient and data-driven recruitingpractices
Pacific Gas and Electric CompanySupervisor, Talent Acquisition & Mobility
Mar. 2018 - Mar. 2019San Francisco, California- Responsible for a team of six recruiters managing union-represented positions
- Maintained relationships with clients to understand hiring needs and develop aligned recruiting strategies to execute goals
- Built partnerships with key HR stakeholders such as labor representatives, business partners, and compensation to ensure alignment of goals and strategies cross-functionally
- Aided in implementation of new applicant tracking system, serving as a trainer and subject matter expert for the Talent Acquisition & Mobility team and ensuring a smooth transition between systems
- Developed and delivered on local, diverse outreach and hiring strategies aligned with company and line of business goals
- Ensure recruitment processes and policies are followed, updating as necessary based on changing laws, compliance requirements, technologies, and client needs
- Managed the training and onboarding plan for new recruiters, including the creation of an onboarding resource book
Pacific Gas and Electric CompanySenior Recruiter
Aug. 2017 - Mar. 2018San Francisco, California- Lead the hiring initiative for highly sought after Lineworker Apprenticeship Program across PG&E’s service territory by developing a local hiring strategy and adapting to changing line of business needs, including an increased community outreach approach to better support Bay Area critical talent development
- Partner with line of business representatives and hiring leaders to support recruiting needs and talent strategy
- Key stakeholder in various projects supporting hiring record-keeping requirements and their implementation, Journeyman and Pre-Apprentice Lineworker talent strategy, development of cohort hiring program to support line of business training needs, implementation of new interview documents, and the HR Engagement Team
- Continually consult lines of business in a general HR function by answering questions, directing them to the appropriate resource and providing the highest level of customer service
Pacific Gas and Electric CompanyRecruiter
Apr. 2015 - Aug. 2017San Francisco, California- Lead the hiring initiative for highly sought after Lineworker Apprenticeship Program across PG&E’s service territory by developing a local hiring strategy and adapting to changing line of business needs, including an increased community outreach approach to better support Bay Area critical talent development
- Partner with line of business representatives and hiring leaders to support recruiting needs and talent strategy
- Key stakeholder in various projects supporting hiring record-keeping requirements and their implementation, Journeyman and Pre-Apprentice Lineworker talent strategy, development of cohort hiring program to support line of business training needs, implementation of new interview documents, and the HR Engagement Team
- Continually consult lines of business in a general HR function by answering questions, directing them to the appropriate resource and providing the highest level of customer service
Pacific Gas and Electric CompanyContract Recruiter
Sep. 2014 - Apr. 2015San Francisco, California- Effectively communicate with hiring supervisors to understand department and position needs through intake sessions, service level agreements, and active consultation throughout entire recruitment process
- Remain compliant on all hiring processes through the use of job description standards, job posting requirements, selection tools, and compensation guides
- Aided in reporting out of year-end Affirmative Action Plan results and creating strategy for meeting aspirational hiring goals for following year
Auditor of State - OhioHuman Capital Management Analyst
Jun. 2012 - Aug. 2014Columbus, Ohio Area- Deliver qualified candidates for open positions across Ohio through appropriate identification channels
- Build a sustainable network of potential full-time and internship candidates via multiple university recruiting events and engagements
- Improve accuracy and efficiency of data processing through the management of personnel actions, staff changes, and reports - Ensure proper application of organization resources by tracking candidate sources and effectiveness of college recruiting - Responsible for the valuable use of all internal and external job postings using technology based tools, including Ohio Hiring Management System and college job boards
Advanced Drainage Systems, Inc.Temporary HR Assistant
Apr. 2012 - Jun. 2012Hilliard, OH- Guarantee accurate and efficient collection of benefit paperwork for 2,000 country-wide employees by maintaining open lines of communication with plant accountants and managers - Uncovered approximately $1,000 in company savings through audit of various benefit programs
- Created and distributed offer packets and terminated employee paperwork
EXPRESSHuman Resources Intern
Jun. 2011 - Mar. 2012- Supported HR managers and corporate recruiters by completing job requisitions, reviewing resumes, conducting phone screens, scheduling interviews, managing verification and background check procedures, completing reference checks, preparing offer letters and planning of recruitment events
- Co-facilitated new hire orientation in preparation of materials and documents and communication with new associates
- Became proficient in the use of HODES Talent Management System, PeopleSoft, LexisNexis, and the Electronic I-9 and PAF submission processes
- Improved organization of file room, HR shared drive, employment application drawer, Standard Operating Procedures and job descriptions
- Assisted in planning and executing various philanthropy events
Gap Inc.Sales Associate
Feb. 2008 - Jun. 2011- Worked 25 hours a week while remaining a full-time student
- Partnered with team members to assist customers and meet sales goals on a daily basis
- Managed telephones and cash registers up to $500 in value - Executed store visuals and marketing materials according to corporate direction
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