(555) 432-1000,
Montgomery Street, San Francisco, CA 94105

Innovative, high-energy, empathetic and highly strategic HR & Talent Acquisition leader. Extensive, multi-faceted experience developing large-scale university recruiting, early career and pathway programs. Demonstrated record of success fulfilling organizational goals related to talent pipeline strategic initiatives, workforce planning, sourcing, and instituting methodologies and initiatives to attain diversity and inclusion.

Deeply committed to technology, industry benchmarking and best practices, providing metrics and data insights. A true passion for people, emerging talent, recruiting combined to a human centric approach.

  • Large-scale Campus Recruitment Programs
  • Early Careers & Internship Program Development
  • Leader with Exceptional Strategic & Business Acumen
  • Managing Cross-Functional Teams
  • Diversity & Inclusion Programs and Sourcing
  • Education & Early Professional Development Initiatives
  • Leader with Exceptional Strategic & Business Acumen
  • Thought Leadership
  • Operations Management
  • People Management
  • Talent Management
  • Recruitment Strategies
New York University New York, NY Expected in M.S : Human Resource Management, Organizational Development - GPA :

Graduated with Honors - Summa Cum Laude

New York University New York, NY Expected in B.S : Business & Technology Management - GPA :

Graduated with Honors - Cum Laude

Vmware, Inc. - Associate Dean, Professional Development
Bismarck, ND, 04/2017 - Current
  • Reporting to the Dean, with a dotted line to the NYU Board of Overseers; tasked with developing and executing a strategic plan for professional development at NYU to ensure alignment with industry needs
  • Worked with McKinsey to create and re-imagine a large-scale professional development (PD) initiative for the NYU community; led the program deployment & facilitation to thousands of participants since 2018
  • Spearheaded the delivery of high-impact transformative programs to thousands of NYU students & recent grads
  • Member of the Senior Leadership Team and Department Head, responsible for leading a team of professional development coaches & associates
  • Developed and implemented a highly successful internal mentoring & career coaching program
  • Created and launched an extensive e-Learning System regularly used by more than 10,000 NYU Staff, students and alumni
  • Quarterly presentations/reporting to the NYU Board on strategic goals outcomes
Acronym Media - Senior Manager
New York, NY, 01/2014 - 03/2017
  • Learning & Development (L&D): Supported the Board's strategic initiatives by developing and launching multiple L&D programs for the company's senior leadership (VP level) and management employees (15,000 employees). Organized and facilitated Senior Leadership development program & retreats. Reported progress, outcomes & recommendations to the Board on a quarterly basis.
  • Change Management: Implemented the transformation of the HR group towards a more consultative organization by offering more value-added services and programs intended to align closely with the business strategy & meet employees' needs
  • Strategic Planning: Worked closely with internal stakeholders (employee relations, compensation, legal, strategic planning and corporate communications) to ensure alignment of the strategic initiatives set by the Board
  • Onboarding: Developed and implemented a highly engaging & impactful onboarding program for all new hires (union, management, leadership development program, coop, interns & entry level)
  • Employee Engagement & Retention: Worked with senior leadership and the Board to develop retention strategies & employee engagement programs tailored to the various employee segments
  • HR e-Learning: Led the creation of e-Learning web-based modules, online HR library & in-person employee training programs, supervised the Instructional Design team
  • Recruitment: Redesigned the HR recruiting model and strategy which improved the quality of candidates and reduced the Time to Hire by three months in the first year of implementation
  • Diversity & Inclusion (D&I): Worked with the VP, D&I and Office of EEO to ensure diversity in recruitment efforts and create employee programs fostering inclusion and belonging
M.X. Data Group - Vice President, Human Resources
City, STATE, 06/1998 - 01/2014

HR management consulting (onsite assignments) for large/global French companies:

  • HR Organizational Design for Paris-based Companies: Established HR functions & strategic HR org 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 web-based) 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, working with offshore dev teams (Morocco & Costa Rica), coordinated the development with the clients' Corporate offices (Paris) development & delivery of professional development programs and initiatives, both in person and online
  • Executive Coaching: Created internal coaching resources for executives. U.S. cultural training delivered to French leadership teams
  • Workforce Development: Led creation/adaptation of performance management systems & processes in highly complex/matrixed organizations (LVMH, Hermes)
  • 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: Identified operational areas in need of improvement and introduced training programs to optimize internal training, retention, employee engagement, and HR processes.

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