Associate Dean, Career Services Resume Example

• Early Talent Sourcing: Identified target high schools and universities for large-scale campus recruitment initiatives
• Full-time campus program: Sourced talent and ensured proper pipeline for the entry level leadership development program, while meeting diversity targets
• Determined target career fairs & technology expos and ensured company representation (universities, STEM high school, SWE, NSBE, Grace Hopper, NACME), created engagement initiatives with early talent via social media & strategic communications. Worked with faculty & administrators to identify high-potential early talent
• Strategic Planning: Managed large-scale campus recruitment initiatives including, introducing new systems, tools, and processes to support attainment of challenging recruitment objectives
• Program Design: Crafted and implemented unique and impactful capabilities-building programs for interns & campus recruits
• Developed a highly engaging & impactful early career (recent college grads & interns) orientation and on-boarding process
• Team Leader: Hired, supervised and trained a team of junior recruiters to assist with the sourcing and selection of internship & campus hires. Fostered a positive and productive team environment
• Worked collaboratively with internal stakeholders (employee relations, compensation, legal, strategic planning and corporate communications) to ensure alignment of the strategic initiatives set by the Board
• Early Talent Engagement & Retention: Worked with senior leadership and the Board to develop engagement and retention strategies for early recruits. Initiatives contributed to a reduction in attrition for the Leadership Development Program
• Conducted ongoing needs assessments (through surveys, open houses, and meetings) to understand the specific needs of early talent recruits. Reported data insights to senior leadership
• e-Learning Modules for Early Talent: Supervised the creation of a new e-Learning system to provide resources and training opportunities to campus hires, including online HR library & in-person employee training programs, in close collaboration with the the Instructional Design team
• Diversity & Inclusion (D&I): Worked with the VP, D&I and Office of EEO to ensure diversity in recruitment efforts and align program development with a focus on inclusion and belonging
• Benchmarked with peer organizations, domestically and abroad to ensure program and compensation competitiveness

Provided HR management consulting, through onsite long-term client assignments, to large global organizations in the following areas:

• Workforce Planning & Development (LVMH & Hermes): Conducted research, assessments and data analysis related to workforce needs for client operations in Latam, North America & Caribbean regions. Benchmarking with industry peers, identified skills gap with existing workforce & developed cultural and professional competencies models
• Talent Sourcing: Identified the strategic HR capabilities for U.S. talent sourcing to competitively position the company's clients in the marketplace and ensure alignment with Headquarters' strategic goals
• Strategic HR Planning: Used available people analytics data to identify key HR strategic issues (employee retention, performance, engagement, diversity). Developed internal training programs aimed at increasing employee engagement and retention, developed metrics and KPI. Re-imagined the employee onboarding and performance review processes, resulting in increased employee satisfaction .
• HR Organizational Design for Paris-based Companies: Established HR functions & strategic HR workforce planning from the ground up for large French companies establishing/expanding U.S. operations, including sourcing, HR policies & processes, workforce planning & development, learning & development initiatives (Longchamp, Hermes, Lalique, Lacoste)
• Talent Management: Created Employee Development Programs as an onsite management/HR consultant (1+ year assignments) for the company's clients (Lacoste, Longchamp, Dior, Marc Jacobs, Hermes, etc.)
• Cross-cultural initiatives: Developed & delivered cross-cultural training programs (in-person and online library) with the company's clients headquartered in Paris, to be delivered in the Americas (Canada/USA/Latin America) to all employees to ensure alignment with Headquarters' strategic objectives. Assessed initiatives' success through industry/peer benchmarking, staff surveys & metrics set by Corporate
• Employee Training: Led the instructional design initiatives for global luxury retailers, working with third party offshore dev teams (Morocco & Costa Rica), coordinated the training modules' development with the clients' Corporate offices (Paris) and program delivery to company employees (both in person and online)
• Created internal coaching/cultural competencies resources for foreign executives assuming new leadership roles in the U.S.