Emily Nichols Mitchell

Emily Nichols Mitchell

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

Work experience
Jan 2013 - Present

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 2010 - Dec 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 2008 - Oct 2010

Talent Acquisition Sr. Manager


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 2007 - Dec 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 2005 - Mar 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




Spelman College


University of Phoenix