Greater Chicago Area
I work in workforce development and people operations within a large, highly technical organization, partnering with leaders to bring clarity, structure, and sustainability to workforce systems. My role focuses on designing and maintaining the infrastructure that supports hiring, onboarding, offboarding, and organizational planning. I build tools, documentation, and workflows that help leaders move from reactive decision making to more informed, intentional approaches to workforce management. I work closely with Department Heads and senior leaders to translate complex workforce needs into practical frameworks. This includes preparing leadership with clear workforce insights, facilitating conversations around structure and resourcing, and ensuring people systems scale alongside technical work. A consistent part of my work involves supporting learning and early career talent. I contribute to programming, mentoring, and readiness resources that help technically strong individuals navigate professional expectations and long term growth. I am known for bringing order to ambiguity, communicating with clarity across audiences, and earning trust through steady follow through. I care about building people systems that are resilient, usable, and grounded in how work actually happens.
Partner with management and Department Heads to support equitable recruitment, selection, onboarding, and offboarding practices across a workforce of 400+ employees. Design, maintain, and improve workforce infrastructure supporting hiring, onboarding, offboarding, and employee transitions through centralized tracking tools and shared documentation. Support leadership decision making by preparing workforce summaries and facilitating structured conversations around organizational clarity, resourcing, and functional alignment. Apply workforce data and cost awareness to improve interview and hiring practices, contributing to 30-35% measurable reductions in time and cost per hire through more structured interview formats. Collaborate cross-functionally on employee engagement initiatives including town halls, mentoring forums, lecture series, and career workshops tied to improved employee sentiment. Develop readiness resources including behavioral interview preparation and knowledge transfer tools to support early-career and technical talent.
Partnered with Office of the Dean leadership to design and sustain hiring pipelines supporting the College of Arts and Sciences, aligning recruitment practices with organizational priorities and equity goals. Maintained and improved people-related policies and procedures across multiple academic departments, including Computer Science, ensuring alignment with institutional priorities and diversity objectives. Chaired the Diversity Committee, stewarding and allocating over $60,000 in funding to support recruitment and retention initiatives for underrepresented groups across the college. Led full-cycle recruitment efforts resulting in staffing approximately 95% of the Office of the Dean’s internal team, while maintaining a high-touch and equitable candidate experience. Designed and delivered onboarding and training for new hires, reducing ramp-up time by approximately 25% and supporting improved team productivity.
Led a recruitment taskforce responsible for full-cycle hiring that attracted over 450 candidates annually through multi-channel sourcing strategies. Sourced, hired, and onboarded approximately 28 staff members annually, ensuring alignment with organizational values and role readiness. Managed a $10,000 annual budget to support stakeholder engagement and team development initiatives aligned with organizational priorities. Provided mentorship, coaching, and performance support to over 150 newly hired staff, contributing to professional development and retention.
Led the #WakeUpWSU movement, a coalition of 50 advocates focused on addressing systemic inequities impacting underrepresented identities. Advocated for and secured a 50% increase in funding for Culture and Strategy initiatives to support institutional change efforts. Recruited diverse talent using multi-channel sourcing strategies, including LinkedIn Recruiter, referrals, and networking events. Developed and implemented change strategies to embed culture and talent principles into institutional policies, contributing to measurable improvements in engagement.