Career

As the Head of People Operations at Lantern, I have held a pivotal role in managing and overseeing the multifaceted aspects of human resources. My responsibilities encompassed a wide range of functions, including talent identification, nurturing, and retention, and cultivating a strong company culture rooted in continuous growth and learning. With a keen focus on employee benefits and comprehensive rewards, I was accountable for ensuring the well-being and satisfaction of our team members. I measured this through informal feedback sessions, bi-weekly pulse surveys, and bi-annual employee engagement surveys, which gave me data to support iterating on people policies and procedures. I managed the people operations budget with a goal to reduce spending by 15% yoy while maintaining a high employee net promotor score (enps). I also drove internal initiatives centered around diversity, equity, and inclusion, fostering an environment of trust, authenticity, and transparency, with one direct report, an HR generalist. 

Site lead and director of people operations for Good Dog’s Salt Lake City office. Building and implementing HR and operations policies and procedures from the ground up to support a unique and nuanced culture and team. I handled performance management, employee relations, leadership development, and compensation analysis. I also oversaw office management and talent acquisition for the site, with two direct reports, the office manager and the site recruiter.  

In my role as Director of People Operations with Helm, I collaborated closely with the Chief of Staff to drive the evolution of our employer brand. I supported the hiring efforts of key leadership positions such as the VP of Engineering, VP of Product, and Head of Data, by developing a diverse talent pipeline of candidates from different industries and diverse backgrounds. A critical aspect of my responsibilities involved addressing internal concerns regarding the diversity of our talent pool and ensuring fair representation for marginalized groups within the US population. To foster inclusivity, I crafted job descriptions that effectively communicated our commitment to an inclusive culture, actively engaging candidates who may have otherwise been hesitant to apply. Implementing unbiased hiring techniques, I designed and implemented hiring criteria that prioritize equity and fairness throughout the selection process. Additionally, I oversaw the headcount plan and budget, collaborating with the leadership team to align new hires with our compensation model. Supporting the growth of our technical talent pool beyond Silicon Valley, I supervised and supported a technical recruiter a contract recruiter, and an HR generalist. 

I led the talent management team across various disciplines, providing guidance and oversight in areas such as talent acquisition, resource management, capacity planning, leadership training, and mentorship. By mentoring and challenging business partners, I fostered an environment that delivered optimal support for the continued growth of the organization. Through developing and implementing comprehensive talent management strategies, including succession planning and professional development programs, I contributed to cultivating a strong leadership pipeline and enhancing organizational effectiveness by training leaders to spot employee potential and aligning work to challenge team members. Additionally, I played a key role in shaping Nav's employment brand positioning, ensuring we attract top-tier talent and deliver a best-in-class candidate experience. Utilizing data-driven insights, I made informed decisions and built a robust recruiting infrastructure to accommodate the rapid growth and dynamic changes within the organization. I led a team of three, one technical recruiter, one HR generalist, and one HR coordinator. 

I transitioned from leading a team of three recruiters to overseeing a team of ten recruiters across the Walmart eCommerce network, encompassing Jet.com, Jet Black, Walmart eCommerce, Hayneedle, and Parcel. I focused on supporting the growth of the Walmart eCommerce Customer Care organization, facilitating hiring efforts in locations such as New York City, Omaha, Hoboken, and Salt Lake City. My team was responsible for sourcing, attracting, and hiring top talent across all levels, from entry-level positions to leadership and senior executive roles. As senior manager of the recruiting team, I ensured recruiters had the necessary support and resources to excel in their roles, removing roadblocks and holding them accountable for understanding the unique needs of the teams they supported. Additionally, I collaborated with senior leadership to develop strategic people operations plans aligned with the organization's growth objectives. My team directly impacted the class hire recruiting model by leading new hires through the interview, onboarding, and training process reducing new hire attrition by 30%. 

As a manager of talent acquisition at jet.com, I partnered closely with the business operations team to effectively manage the end-to-end recruiting process, ensuring alignment with diverse staffing goals. I provided leadership and guidance to a team consisting of a Jr. Recruiter, Sr. Recruiter, and Talent Coordinator, fostering their professional growth and development. Together, we designed a creative and efficient high-volume class hire interview model and implemented effective sourcing and assessment strategies to yield consistent and predictable candidate outcomes. Through regular recruitment update meetings, I facilitated intake, calibration, and collaboration among hiring teams to drive positive outcomes. One of my key contributions was developing a comprehensive strategy to cultivate a diverse talent pipeline that could meet the demands of various requisition workloads. I maintained a strong focus on conversion metrics and provided regular updates to business leadership on open requisitions, progress toward goals, and objective statuses. Additionally, I spearheaded impactful recruitment initiatives, such as events, internal hiring events, and on-site campus treks, to attract top talent. I prioritized the growth and development of my team members, supporting them in achieving their desired career goals and fostering a culture of continuous learning. 

Supporting a client group of 250 employees, I partnered closely with business leaders to conduct comprehensive cost and compensation analysis, market research, and talent strategy to align with strategic objectives and budgetary requirements, ensuring the organization's ability to meet growth projections. I implemented and managed an Applicant Tracking System (ATS) integrated with an HRIS system, streamlining HR transactions and effectively administering employee data for a total workforce of 500 employees across the United States. Managing relationships with staffing agencies, I established Standard Operating Procedures (SOPs) for engaging interns, freelancers, and contract employees, building robust talent networks to fulfill organizational needs. To attract top talent in marketing, technology (front end/back end development), and business development, I developed localized and national sourcing strategies, leveraging social media marketing campaigns on platforms such as LinkedIn, Glassdoor, and Indeed, as well as participating in local career fairs, tech hiring events, and fostering relationships with development schools. In order to gauge organizational challenges and successes, I designed and implemented an employee engagement survey, providing valuable insights and recommendations for improvement to executives. 

As a recruiter for Discover financial services, I provide direct support to Discover's largest field location, successfully filling an average of 40 hourly requisitions per month while ensuring compliance with the overall recruitment process, including applicant tracking, EEO, and OFCCP regulations. One of my key achievements was implementing a new customer service profile specifically designed for part-time agents, leveraging strong interviewing and assessment skills to influence and close candidates in highly competitive scenarios. This resulted in an impressive 98% fill rate for over 600 front-line positions. Additionally, I played a crucial role in developing sourcing strategies and crafting a compelling branding message to attract top talent. By identifying and tracking relevant metrics, I established a system to measure performance and conducted routine feedback sessions with business partners to drive continuous improvement in the quality of new hires. 

Developed and implemented a training and performance management process for all employees. Managed full life cycle recruiting and onboarding and implemented a  cost-effective sourcing strategy. Reduced employee turnover by 20% YOY. Managed payroll, time and attendance, PTO, and unemployment filings. Developed standard work processes for operation policies, asset recovery, and communication updates for clients. Built profit reports for attorneys and partnered with lead attorneys to set new profit goals each month. Reported FDCPA compliance to clients to ensure compliance standards were met by our office each month.