VisualCV

Managing and developing a Diverse pipeline of candidates for NBCUniversal staff positions by building and maintaining relationships within industry networks and coordinating with various professional organizations. Primary liaison between the NBCUniversal Talent Acquisition team and The NBCUniversal Office of Diversity.
 

• Develop strategy for building relationships with a Diverse group of passive candidates to ensure strong slates for NBC Universal positions.
• Partner with NBCUniversal Office of Diversity on various efforts, internet and external, to support recruitment.
• Partner with Talent Acquisition recruiters on key openings and maintain Client Relationship Manager (CRM) so the best candidates are slated.
• Review metrics on hiring trends and communicate results to the business.
• Develop and execute on social media strategy to ensure NBC Universal is maximizing the value of recruiting tools such as Facebook, Twitter, LinkedIn, etc to generate the best candidates.

• Research, develop and implement best practice strategies for recruiting and retaining all individuals at all levels with a major focus on diverse talent.
• Manage and execute diversity networking and outreach strategies, events and programs to identify and develop a pipeline for top diverse talent including but not limited to: identifying strategic diverse events / organizations, managing professional & diversity organization relationships, leveraging NBC Universal Affinity Networks, etc.
• Partner with NBCUniversal Talent Acquisition, HR and businesses to develop proactive strategies that will cultivate relationships and encourage networking with top diverse talent.
• Source, interview and refer high potential talent to recruiters and businesses on a continual basis regardless of positions being open.

• Cultivated and managed a nationwide network of affiliated councils to advance Diversity and Inclusion by solidifying the business case and structure for state councils for transforming workplaces and communities into inclusive environments where individuals are valued for their talents and empowered to reach their fullest potential.
• Built and strengthened relationships with key stakeholders, corporate businesses, non-profit organizations and local universities. 
• Provided leadership and oversight as well as serving as both a resource and an advocate for the value of Diversity and Inclusion by supporting statewide and regional affiliates, which fostered an understanding of Diversity and Inclusion as a dynamic strategy for business success and community well-being through various initiatives including statewide conferences and fund raising activities.
• Positioned the organization as one of the leading go-to resources for Diversity and Inclusion best practices.
• Participated and contributed to public relations, communications, and marketing initiatives aimed at effectively enhancing the success of the Council’s fundraising programs and activities.

• Researched, designed, developed and facilitated HR / OE & Diversity / EEO Training to HR / OE employees.
• Partnered with minority professional organizations to cultivate a pipeline of experienced diversity hires.
• Designed, developed and implemented a 3-Year Diversity Strategy across the company that demonstrated a commitment to cultivating a diverse and inclusive work environment.
• Interviewed employees for internal investigations related to harassment, discrimination and violations of policy.
• Partnered with and advised management on solutions for employee relations, corrective action and performance issues.

• Developed and transformed employee Diversity programs leading to national recognition of PHI as a Diversity Leader by the national media, including selection for 40 Best Companies for Diversity by Black Enterprise Magazine (2007), 25 Noteworthy Companies for Diversity by DiversityInc (2006) and Top 10 Companies for Veterans by Veteran’s Business Journal (2006). 
• Ensured full, company-wide, support for Diversity and EEO programs by collaborating with business groups, including Corporate Communications, Strategic Staffing, Workforce Planning and Organizational Effectiveness. 
• Consulted with top executives and managers to create strategic Diversity / EEO programs to attract, retain and motivate talent. 
• Educated, led and inspired business leaders and employees through interactive Diversity University training sessions and Diversity Discussion Starter Series - regular 45 minute Diversity discussions to position Diversity as a core PHI value.  Focused on greater understanding of diversity through honoring the similarities and respecting the differences.
• Key member of PHI’s Talent Management System team, instrumental in helping design a business-driven program to develop organizational talent based on principles of inclusion, using an unbiased assessment of staff quality and depth.
• As a member of PHI’s Office of Diversity, collaborated with management to offer Domestic Partner benefits to all employees based on researching, benchmarking industry trends and writing a white paper on Domestic Partner Benefits Industry Analysis.
• Built framework for a “Culture of Inclusion” through Affinity Groups by benchmarking and writing a white paper, The Business Case: Employer Networks / Affinity Groups and their Impact on a Company’s Diversity Efforts.
• As standing member of the PHI Diversity Council, passionately moved PHI towards applicable best practices for Diversity and communicated Diversity as a core PHI value, benchmarked and measured success of Diversity / EEO programs, including Cross Rotational Development, Employee Referral, Diversity Training and Diversity / Communication Outreach.

• Selected as only non-C-Level member from initial 20-person AOL Diversity Board, created as a result of merger with Time Warner, based on commitment to Diversity and Inclusion.
• Worked closely with business leaders to create initial strategy and case to integrate Diversity into AOL, ensuring proper leveraging of initiatives, resources and tools into daily operations.
• Supported formation of newly formed Employee Interest and Business Resource Groups with strategic direction for inclusion, including AOL’Ders (Age-Based), BE@AOL (Black Employees), Christians@AOL (Faith-Based) and OUT@AOL (GLBT).
• Partnered with AOL’s Talent Management and Community Relations Group to enhance recruiting efforts by creating a pipeline of diverse talent through planning and organizing participation at external events, including the Human Rights Campaign National Dinner, DC Capital Pride and the National Black MBA Association.
• Developed communication strategies with consistent corporate messages on Diversity through print and electronic media, voicemail, diversity events, diversity executive speaker events and company training videos.

• Helped Spearhead reduction in state-to-state long distance costs from 25-50 cents/minute to 3-5 cents/minute by lobbying State and Federal legislative leadership to pass and support the Telecom Act of 1996, Local Number Portability, and fair and increased Internet and local telecom competition.
• Planned and / or helped manage successful political site visits for Senator John McCain, President William J. Clinton and President George W. Bush.
• Built coalitions to pass key legislation by meeting with Congressional membership, conducting on-site tours and town hall meetings and planning and organizing lobbying conventions.
• Facilitated consistent messages by writing speeches, key messages and talking points for senior management, call center personnel and volunteer employees for grassroots campaigns.
• Recruited and motivated employees for in-house lobbying efforts by maintaining an intranet site for over 75,000 employees and managing company-wide events, print and electronic publications and email broadcasts.