Nov 2024 – Present · 1 yr 4 mos

Aug 2024 – Nov 2024 · 3 mos

Aug 2023 – Present · 2 yrs 7 mos

• A collective of HR innovators pushing the boundaries of what’s possible with transformational people strategy. Look out for Lattice CPO Council perspectives across Lattice in articles, webinars, live events, and more.

May 2023 – Present · 2 yrs 10 mos

Nov 2021 – Aug 2024 · 2 yrs 9 mos · Foster City, California, United States

• M&A with PE-Owned LogRhythm (Thoma Bravo) | July 2024
• Exec team member overseeing HR, Total Rewards, Talent Acquisition, Facilities, L&D, and HR Ops. My work contributed to transformative growth and cultural milestones, including:
• Strategic Compensation Governance: Established and oversaw the Compensation Committee, strengthening governance over cash and equity-based comp for execs and employees globally. Led the migration from stock options to RSUs, an effort involving significant equity education to enhance understanding and buy-in
• Culture and Performance Transformation: Shaped an accountability-driven, high-performance culture while promoting a fun and inclusive work environment. Designed and launched a global Company Bonus Program (CBP), a cash-based short-term incentive program
• Career Development Frameworks: Developed competency-based career ladders to support career development across global roles, with detailed cash and equity compensation structures by level and region.
• Executive Partnership on People Strategy: Collaborated closely with the CEO and leaders on talent strategy, succession planning, and navigating rapid scale and restructuring phases, ensuring agility in response to evolving business needs
• DEIB & ERG Advocacy: Acted as a DEIB advocate, expanding ERG representation from one to eight groups. Spearheaded ExaCares Day, a global day dedicated to giving back. Exabeam was recognized as a Newsweek "Most Loved Workplaces" in 2022 and 2023.
• M&A and Integration Leadership: Played a key role in due diligence and talent retention, contributing to Exabeam’s acquisition by Thoma Bravo and subsequent integration with LogRhythm. Supported integration efforts to form a unified Exabeam organization post-M&A.
• People-Centric Leadership Philosophy: Passionate about cultivating cohesive, purpose-driven teams where everyone feels a sense of belonging. I believe in creating workplaces that are engaging, inclusive, and, importantly, fun!

Apr 2019 – Nov 2021 · 2 yrs 7 mos · Redwood City, CA

• A leader in the fintech space, we’re proud of the inclusive culture we’ve built at BlueVine, where I enjoy leading our People & Places teams. Notable accomplishments to date include:
• Executive-level recruitment of key talent and related change management processes.
• Work with Board and Compensation Committee to review equity program details, high-level people analytics trends, and details for expansion into new geos.
• Job grading, leveling & career pathing. Developing compensation structures based on data and benchmarking from Radford, McLagan, etc. This data is also useful as we review promotion readiness, succession planning, global mobility, and overall total rewards.
• Our Talent & Recruiting function is world-class! We’ve implemented an ATS, rolled out competency-based interview processes, revamped headcount planning, and review hiring metrics. New hire orientation processes get new joiners onboarded quickly while amplifying our values.
• Created a Learning, Development & Diversity team to achieve learning objectives globally—leadership, performance management, Unconscious Bias, etc.
• Implemented critical systems in the HR tech stack to allow for growth and scale–BambooHR (HRIS), Lattice (perf mgmt & career pathing), Greenhouse (ATS), Envoy (immigration), Textio (inclusivity), etc.
• Helped lead through growth, change management and contraction during the pandemic. We managed the global crisis well through steady leadership, constant authentic communication, and honesty.
• Opened new offices and expanded existing ones, while vetting new geos.
• Helped to drive global adoption of culture initiatives & employee engagement: Founding member of the BDIC (BlueVine Diversity & Inclusion Council). Championed our first-ever global philanthropic day (CSR), BlueVine Cares, where employees spend a day giving back to their local communities. Helped lead our values refresh initiative.

Sep 2018 – Apr 2019 · 7 mos · San Francisco Bay Area

• With annual revenues of $300+M, Playstudios is a privately-held, global gaming tech company headquartered in Burlingame, CA with offices in Las Vegas, Austin, Tel Aviv, and Hong Kong. We focus on creating consumer-facing games in the social and mobile gaming category, combining social game mechanics with real-world rewards.
• Organizational Development: Hired immediately following the company’s first-ever restructuring and round of layoffs to assist with change management and organizational development.
• Talent Acquisition / Recruiting: Rebuilt the recruiting function to minimize reliance upon external agencies, develop in-house recruiting competencies, and create structure for scaling to meet aggressive growth targets. Oversaw implementation of a new ATS (Jobvite).
• Performance Management: Developed a new performance management process that moved from reviews based on anniversary date to company-wide “check-in” cycles with continuous feedback. Evaluated various technology solutions and implemented Zugata (now Culture Amp).
• Compensation Benchmarking / Job Profiling, Leveling, and Grading: Developed a compensation philosophy with the leadership team that entailed the creation of job families for all functions and mapping employees to compensation levels within those families. Worked with Finance to create a predictable, annual (merit/market) comp increase cycle. Rolled out a new quarterly-based short-term incentive (bonus) program.
• Corporate Philanthropy: Crafted the first-ever Corporate Social Responsibility (CSR) initiative as part of the Philanthropy program. Included a company-matching program, as well as a “Dollars for Doers” incentive program.

May 2017 – Aug 2018 · 1 yr 3 mos · San Francisco Bay Area

• Publicly-listed $2B company and one of the world’s largest producers and distributors of free-to-play casual and mobile games. Annual revenue growth rate >20%. Over 6,500 global FTEs. Led HR for two divisions: The Digital business (annual revenues of $1B+ and >2,000 FTEs), and our "Design and Development" division (the global product, supply, and technology group), which has over 1,200 FTEs. Travel >80%.
• Vice President of HR, Digital and D&D divisions
• M&A: Led the Talent workstreams during due diligence that resulted in the purchase of Big Fish Games for $1B (750 FTEs). Post-acquisition, oversaw integration efforts, which included talent assessments, capability gap analyses, retention of key talent, and creation of a people strategy that aligned with the business unit goals of becoming the world’s #1 producer and distributor of social casino, casual/free-to-play, meta-game, and midcore games.
• Executive Recruitment: Oversaw the build of our Digital Leadership Team, which included recruiting key execs across multiple geos.
• Culture Transformation: Integrating recently-acquired companies required up-leveling talent, establishing a baseline of operational rigor, creating workforce plans to off-shore some functions, creating COEs, and change management.
• Career Pathing & Job Profiling: Oversaw the build-out of a career pathing program that included job leveling and grading. Worked with managers on comms and used compensation data from Radford and Croner for salary benchmarking.
• Learning & Development / Succession Planning: Collaborated with leaders to identify emerging talent, high potentials, and focal roles of data science, UA, and game design. Helped create bespoke total reward programs to attract and retain talent in these key areas.
• HR Ops: Migration from Peoplesoft to Workday (HRIS). Reduced external agency costs by increasing capabilities of our in-house talent acquisition team. Participated in D&I initiatives for women and minorities.

Aug 2015 – Apr 2017 · 1 yr 8 mos · Palo Alto, CA

• B2B SaaS/enterprise-solution technology company with operations in the US, EMEA & APAC.
• Hired to integrate three previously-acquired companies into the overall organization and help prepare Actian for acquisition.
• Talent Acquisition: Built the in-house recruiting function from the ground-up, decreasing dependency on outside agencies and reducing average cost to hire. Worked closely with the GM of Sales to restructure and rebuild the Sales team. Using Jobvite, a new Applicant Tracking System (ATS), recruited global talent across all functions—Engineering, Sales, Pre-Sales, Professional Services, Customer Support, Marketing, and G&A.
• M&A Integration: Responsible for integrating previously-acquired companies with very disparate systems, cultures, and processes into our frameworks. Systematically met with key stakeholders across acquired companies and developed programs to move people into new roles, reduce redundancies, and streamline processes. Performed extensive due diligence and analysis as part of the acquisition process. Worked closely with bankers and others to show the opportunity within Actian.
• HR Operations: Revamped the annual performance review and bonus process. Implemented salary banding and compensation guidelines based on Radford survey data, then worked with managers to up-level their teams as appropriate. Oversaw benefits renewals in all geographies, and was able to keep rates almost static despite increasing healthcare costs globally. Began implementation of the company’s first-ever Employee Wellness program. Helped to roll-out a series of feedback, culture surveys, and diversity and inclusion (D&I) initiatives.

Mar 2014 – May 2015 · 1 yr 2 mos · Redwood City, CA

• Venture-funded, big data company providing data integration, data management, and enterprise application integration software and services. Joined when company was ~300 people big and left at ~500 employees across 8 countries.
• As a member of the executive team, my role was focused on leading all talent management, culture building, recruiting, and traditional HR functions. Key initiatives include:
• o Developing Culture: Focused on bringing passion, new energy and ideas to company’s culture, creating a more consistent, fun, people-centric environment across all global offices. Led company-wide process to define core values. Strong believer that “culture eats strategy for breakfast.”
• o Building & Scaling Talent Systems: Great culture is backed up by efficient systems – oversaw upgrade and rollout of new HRIS system (SuccessFactors), designed and led global management and leadership training (with Korn Ferry), created new hire orientation and internal management/leadership training where none had existed before.
• o Designing Compensation & Benefit Plans: Believe that the best talent needs above-average compensation as well as challenge, meaningful feedback, and great camaraderie. With that in mind, created and rolled out new global performance review process to generate better and more frequent feedback; overhauled employee grading system and compensation methodology; developed promotion process and equity program. Particularly proud of new equity system that enables every employee to take part in the company’s long-term success, increasing engagement and employee satisfaction.
• o Leading Recruiting & Talent Acquisition: A few months into the role, was asked to oversee recruiting functions as well, taking over a very active global hiring program. Worked to rebuild team and positioned company for success in adding 100+ new staff in 2015.

Dec 2011 – Feb 2014 · 2 yrs 2 mos · Redwood City, CA

• Member of the leadership team crafting business strategy for a $51M+ ecommerce business. Joined shortly after founding when business was only three people in size.
• Key focus areas include:
• Global Talent Management: Built and manage a team of ~120 overseas staff primarily in the Philippines. Team members perform a wide variety of job functions across the organization, including Operations, Customer Service, HR, Web Development, Web Design/UX, SEO, SEM, Analytics, Social Media, Content, Reputation Management, and others.
• Team Design, Hiring & Onboarding: In addition to supporting ongoing hiring for Balsam Brands’ main office, set up a full-scale call center in Boise, Idaho, hiring and training first year's managers and agents and setting up operating procedures. This center currently employs over 200 agents.
• Training & Talent Development: Developed tools for assessing and onboarding talent, and systems for retention and engagement. Major focus on developing culture, acting as an “ambassador” from the home office, developing mentorship and performance evaluation systems.
• Global Operations: Created systems for communication and project management between offices.

Apr 2007 – Nov 2011 · 4 yrs 7 mos · Redwood City, CA

• Managed Balsam’s “People Initiatives,” including an employee mentorship program, performance evaluation system, and culture-specific team initiatives. Recruited executive and managerial talent across multiple offices.
• Opened and managed a collection of seasonal showrooms in high-end malls across the US, including lease negotiation, store launch, hiring and training of remote teams, and national supervision of all stores.
• Developed strategic growth plan to expand online product offering, including forecasting inventory requirements, sourcing product from domestic and Asia-based partners, and negotiating with vendors.

Sep 2005 – Apr 2011 · 5 yrs 7 mos · San Francisco, CA

• Founded and ran a fair trade ecommerce company specializing in empowering women artisans in developing countries. Soup to nuts entrepreneurial experience, including supply chain management, online marketing, hiring, building and working with remote global teams, and overseeing web development and ecommerce set-up.

Aug 2004 – Dec 2005 · 1 yr 4 mos · San Francisco, CA

• Part of rotational management training program; worked primarily with technology and healthcare companies. Focused on assessing risk, presenting risk management options, negotiating pricing structure with underwriters.