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Area of Expertise

  • Staff Development/Dept. Turnaround and Innovation
  • Lead Executive Searches / Employer Branding
  • Sourcing Strategies/ HR Process /Policy Oversight
  • Campus Strategy Development; Rotation Programs
  • Leverage Social Media; Optimize Use of Technology
  • Internal Mobility, Workforce Plans, New Hire Orientation
  • P&L and Vendor Management / Change Management
  • Performance Metrics & Talent Process Improvement

Key to Emily’s Success

Resilience, high level of Interpersonal skills and Integrity, Building Trust through Performance; Remaining Calm during Conflict; Adaptable and Flexible; Innovative and Out of the Box Thought Leader; Keen to what is important to the business and being a subject matter expert for all areas of campus, diversity, and executive recruitment

Selected Talent Acquisition Results

Redesigned Talent Strategy & Staffing Models, Revised HR Processes and Procedures

to Achieve Superior Service Delivery

  • Recruiter’s deep knowledge of market intelligence
  • Improved interview / selection process / response time by 50%  and executive satisfaction improved 2.5 to 4.6
  • Reduced search fees by 80% and time to fill by 50%
  • Improved candidate experience by 80% and conversion rate by 90%; increased value proposition
  • Achieved talent cost savings of $2M dollars in first year
  • Improved workforce analytics and AAP audits by 95%
  • Leverage social media and innovative sourcing - improved diverse slates by 50% and quality of hire by 70% in fewer days
  • Recruiter performance from 4th quartile to 1st quartile

Work experience

Jan 2013Present

Career Coach, Trainer, and Talent Consultant

The Accelerations Group 100 LLC

An executive career coach & HR consultant specializing in campus, experienced and executive talent strategy and transformation

  • Client: Barnard College-Columbia University - assist corporations with leadership, team development and coaching for high performing employees and senior level executives
  • Individual Clients: Provide executive career and career transitional coaching to recent college graduates and seasoned executives to improve emotional intelligence, leadership and team development and personal performance
  • Public Speaking: Conduct workshops and seminars on topics retaining to job search, career advancement in corporate and non-profit environments, women in leadership, and small business planning
  • Talent Acquisition/Recruitment: Provide consulting to non-profits and corporations to build talent and branding strategies; Deliver business impact / predictive metrics, marketing and digital technology to improve ROI, cost savings, process, speed, quality and diversity initiatives. Lead executive level searches.
Oct 2010Dec 2012

Director Talent Acquisition, Corporate

The McGraw-Hill Financials

A leading global financial services, education and information content provider with an annual $6.2 billion in revenues and 23,000 employees

  • Led transformation of staffing function; defined and implemented SLA, structures, interview and selection processes, and technology platforms to drive performance, quality of hire, conversion rates, time to fill and KPIs
  • Trusted advisor to executives; led team and daily operations– executive searches, managed operating budget, vendor and search firm relationships, implemented workforce plans, and forecasting guidance in US and Asia Pacific regions.
  • Developed innovative global talent acquisition and placement strategies;  led summer internship program, campus and diversity strategy and conducted enterprise wide campus assessment to revamp structure; new hire orientation
  • Coached and inspired recruitment team to provide consultative advisory services, market intelligence and a valued proposition;Improvedcandidate experience and conversion rates and quality of hire; reduced time-to-fill
  • Drove continuous improvement and efficiencies using best practices and methodologies, feedback,  metrics, technology, proactive sourcing, social media and branding strategies to achieve optimal staffing solutions
  • Managed legal compliance;  Partnered with  RPO and HR Leaders to forecast and align talent strategies
  • Managed OFCCP/ AAP compliance efforts; member on the HR Sr. Leadership Team and Corporate Diversity Council
Jul 2008Oct 2010

Talent Acquisition Sr. Manager

PSEG

PUBLIC SERVICE ENTERPRISE GROUP (PSEG), Newark, NJ                                                                             

A leading gas, electric, and nuclear services and energy trading provider with an annual $12 billion in revenues and 10,000 employees

  • Transformed talent acquisition function; Drove transformation of recruitment team to achieve top quartile performance and operational excellence; budget and cost containment; candidate assessment strategy; KPI’s and metrics, job specifications, cross functional projects, OFCCP compliance
  • Managed strategic daily operations and vendor contracts, developed staffing and diversity recruitment strategy
  • Trusted Advisor to Senior Executives; led executive searches. Managed search firm relationships; developed executive new hire orientation
  • Developed well-defined talent acquisition strategy, redesigned staffing plans, recruitment process, policies and technology platforms to achieve optimal talent solutions to support the business
  • Led design and implementation of social media and sourcing strategies; branding and advertising to increase talent engagement and candidate generation. Improved candidate experience, quality of hire, & diverse candidate slates
  • Coached and inspired recruitment team to provide consultative advisory recruitment with strong market intelligence

·Partnered with HR Business Partners to implement workforce plan strategy; Collaborated with Talent Management to support internal mobility strategy and retention; Partnered with D&I to develop talent strategy

Diversity and Inclusion Enterprise Committee - designed diversity metrics and platform, and enterprise strategy

Apr 2007Dec 2007

Enterprise Director, Talent Acquisition

North Shore Long Island Jewish Health System

Upon moving to New York, approached to lead the enterprise wide recruitment for a $4 billion health care system including 14 hospitals & region care centers and 43,000 employees

  • Led and coached talent acquisition team of 30 from reactive to providing consultative advisory recruitment services
  • Refined talent acquisition, sourcing strategies, and business model. Result – improved value proposition, reduced redundancies, improved manager relationships and candidate experience
  • Partnered with HR business partners, HR leaders in compensation and benefits, learning and develop and Legal team to identify talent gaps, implement workforce plan and project future business needs
  • Managed daily operations - immigration program and relocation, budget and cost containment; reviewed all talent acquisition policies, and processes to ensure HR compliance; created staffing metrics for high volume recruiting. Result – decreased time to fill by 20% and increased quality of hire by 25% in four months
Aug 2005Mar 2007

Diversity and Campus Recruitment and HR Communications Senior Consultant (Global)

Eli Lilly and Company

A global pharmaceutical company with an annual $20 billion in revenues and 43,000 employees

  • Delivered full-life cycle recruitment for finance, technology, sales, and engineering; partnered with Japan and China
  • Utilized best practices to source and recruit top talent on over 90 campuses and universities
  • Enhanced ‘employer of choice’ brand through partnerships with diversity associations; key partner with Employee Resource Groups and diversity/inclusion to improve women and minority involvement across business units
  • Developed digital communication and marketing campaigns; revamped career website (won Best Career Website Award). Result- brand strategy recognized by executives as being innovative, information rich, and engaging
  • Created metrics to monitor and evaluate sourcing and recruiting strategies. Result- improved efficiencies by 50%
  • Developed and executed campus, diversity, and sales recruitment best practices; developed Diversity Leadership Development Program.  Result – increased conversion rate among diverse candidates

Education

BA

Spelman College

MBA

University of Phoenix