Raleigh, North Carolina, United States
Talent leader with a specialization in Emerging talent strategies in the Tech/Software industry. 15+ years of progressive experience including strategy development for an award-winning intern program, university outreach strategy development & execution, workforce planning, recruitment technology implementation, data driven decisioning, global UR consulting, internal mobility project oversight, and a dedication to developing team members to achieve their full potential. Served a term on the Board of Directors for the National Association of Colleges and Employers. Insights have been featured in the Wallstreet Journal, Huffington Post, CIO Magazine, and SHRM.
Leading a global team responsible for hiring the generation of builders for Nutanix, including interns, intern to full-time conversions, entry-level hiring, university relationships, and associated talent programs.
I created CLE Upsale to bring parents a smarter, easier way to resell their gently-loved children’s items. After growing a 5,000+ member Facebook community, I designed and developed a streamlined web app that blends trust, simplicity, and modern tools, like AI-powered posting and referral rewards. I lead all product development, community engagement, marketing, and user experience efforts.
Led a high-achieving team responsible for hiring the next generation of well-qualified student and entry-level talent at SAS with results that exceed expectations from hiring managers, candidates, and business leaders. Annual hiring targets average between 300-400 intern and early career hires per year in the fields of Software Development/Testing, Technical/Analytical Consulting, Sales (technical & non-technical), G&A, and more. Notable achievements: - Went on assignment Q1 2023 to lead global HR’s transition to support Internal Mobility. Included standing up work streams, developing processes and resources for global TA and HR, partnering across HR to address communication and systems needs, and more. - Consistently rated above average on company-wide manager feedback surveys which evaluate leadership efficacy. Commended for creating an engaged and psychologically safe team environment. - Beyond responsibilities of leading and scaling the global early career TA team, assisted with the rebuild of our Americas experienced talent acquisition team, serving as hiring manager for the scaling of team from 3 to 12. Led an executive search for a critical SVP role, resulting in cost avoidance for executive search and placement fees. - Advised on the global adoption of best practices in UR, including providing guidance and support for establishing SAS’ EMEA, AP, and LATAM regional internship programs. -Developed and executed an Early Career Talent Planning process, resulting in hiring demand being received in a timely manner leading to -4x candidate withdrawals YoY & +13% offer acceptance rate from target.
-Led team responsible for intern and entry-level hiring. -Assessed current state of UR function and proposed recommendations for process and org structure improvements.
Notable achievements: -Led implementation of many technologies including: on-Campus CRM, Handshake Premium, video interviewing technology (HireVue), and an AI Assessment to select talent based on potential. -Participated in a 360 Leadership Practices Inventory and the anonymous responses from my team and coworkers ranked me in the top 90+ percentile on all aspects of leadership out of thousands of participants globally. The three words used most often to describe my leadership style were encouraging, passionate, and collaborative. -Executed many projects resulting in continuous improvement of processes including: outreach and program efforts, cross-functional, data-driven target school assessment and selection; assessment of vendors; organizational structure improvements; structured program for nationwide employee volunteers on campus; and more. -Developed early career workforce plan to allow SAS to hire according to university recruiting timelines. -Selected as the top 1% of employee base to participate in a global Brand re-launch and serve as a Brand Ambassador. -Created a framework for a new “campus ambassador program” in partnership with SAS Academic programs team, presented to sr. Leadership, and helped prepare for launch. -Advise Global staff on university recruiting process and strategy.
Key Accomplishments Include: -Recipient of first Global HR Spotlight Award from HR Leadership. This award is given quarterly to any HR employee that has best demonstrated consistent work effort and behavior in alignment with HR’s goals and SAS' company values. -Benchmarked University Recruiting programs nationwide to build a proposal for senior leadership on the resources needed to establish a successful University Recruiting program at SAS -Defined roles for the company's first-ever University Recruiting team and identified exceptional university recruiting talent to staff the team in a 6 month timeframe. -Led the development of an Interview Day concept to heighten the candidate experience for entry-level hires and expedite hiring decisions to align with timelines required for the successful recruitment of highly sought after technical student talent -Developed a tiered 'target university' strategy to properly allocate resources for university recruitment which involved a data-driven assessment based on specific criteria -Established a strategy for the team including a vision, mission, goals (short term & long term), values, and strategic intents to ensure proper prioritization and alignment for future efforts - Partnered with HR Communications to develop our on-campus employment brand -Selected by leadership to participate in an Emerging Leader training program.
Responsible for hiring all summer and part-time year round interns and driving intern program planning at SAS' World Headquarters. Key accomplishments: -Partnered with procurement department to establish all-inclusive Intern Housing for non-local talent. -Developed and executed Intern Manager training where over 100 SAS leaders learned key elements of how to manage an intern. Conducted both virtually and live in person. -Implemented a streamlined hiring process that allowed over 150 interns to receive offers in 4 months. -Developed and executed an Intern Program calendar which included engagement activities in the areas of social, developmental, and SAS Culture events. -Took on additional responsibility of recruiting for entry-level programs (SAS Academies) -Revamped intern job descriptions to make them more enticing and exciting for students. -Partnered with brand and marketing to develop collateral and on-campus marketing materials -Analyzed data regarding interns to provide insight into intern conversions for senior leadership -Developed methodology for determining how to allocate summer interns based on data