Analyzed, designed, and launched a program to recruit young adults for board service which resulted in the placement of 15 college students onto 12 YMCA local boards

Advisory board member for People Analytics

* Created the first membership sales forecast model for the Y as part of an organization transformation effort to shift the Y towards a data driven and customer focused business model * Applied newly created membership database to identify a gap in YMCA market offerings and managed the roll-out of a new membership offer targeting young adults that grew overall YMCA membership by 5% in 6 months * Investigated the root cause of a rapid decline in membership sales and presented findings during daily crisis center meetings with YMCA C suite leadership (CEO, CFO, COO, VP Sales) * Evaluated the financial ramifications of closing the in-home senior services line of business (operating budget of $10m) and executed the wind-down of the program including WARN notifications

* Collaborated with the EVP of Human Services to centralize all YMCA grant funded programs into a new data driven operating division (operating budget of $25m) * Designed the organizational structure and financial model, including compensation plans, for 11 YMCA afterschool programs and managed the launch of the $2.5 million afterschool initiative * Consolidated internal resources by planning and managing the strategic closure of four operations in the grant funded business portfolio * Started a GIS data analysis function at the Y which allowed the business to analyze and visualize market data for use in donor relations, grant applications, and board presentations

Re-engineered a recruitment operation that was struggling to staff 250 high churn part-time roles which resulted in a streamlined under-budget team that filled all vacancies and had a roster of substitutes ready for deployment Reduced turnover at a key program site by designing and launching an additional afterschool program for 200 students at the site that increased billable hours for part-time staff Created dynamic financial models to forecast revenues and expenses of contracts and grants which allowed the Y to clearly articulate program expenses for potential work during contract negotiation with the City of Chicago Developed training and standard operating procedures for Additional Learning Opportunities and Community Schools Initiative, easing inter-operation barriers so qualified staff could move between multiple program sites

* Co-authored three proposals for a national internship program operated by the Campus YMCAs * Supported the planning and preparation of the inaugural Emerging Multicultural Leadership Experience (EMLE), a diversity initiative that brought Y staff from across the US to a week-long conference in Chicago.

Leading the Talent Acquisition Analytics team (one of the verticals within People Analytics at Uber). In the new role I'll be helping the TA analytics team become Talent Acquisition’s trusted advisor for decision support.

Leading the Talent Acquisition Analytics team (one of the verticals within People Analytics at Uber). In the new role I'll be helping the TA analytics team become Talent Acquisition’s trusted advisor for decision support.

Supporting the People Analytics space through community, content, and connection. I get the opportunity to do this work internally across One Model, with our customers, and with the People Analytics community at large.I'm available for guest lectures, speaking events, podcasts, conference keynotes, and chatting about People Analytics anytime. Please reach out for more info!

E2=80=A2 Developed and iterated a weekly attrition analysis tool using SAP business objects and excel that allowed Human Resource managers to predict and report on higher than expected attrition as a result of the GE Capital sale =E2=80=A2 Rebuilt and launched a Tableau Server version of the attrition tool which allowed HRMs to access the insights from a browser window and reduced report creation and update time by 50% =E2=80=A2 Contributed statistical insights that were built into an internal employee movement recommendation tool that fit and ranked current GE capital employees with open GE roles

* My goal as a speaker and author is to help make People Analytics accessible to everyone interested in this space. I work to accomplish that goal through blogging (LinkedIn & Medium), sharing resources, speaking at events, and helping people and teams get started on their People Analytics journey. * Speaking engagements * HR.com 2021 Tech Symposium * Fireside chat: Building People Analytics at Nike * PAFOW 2019 * People Analytics without the Analytics" * Best Practice Institute 2018 * Getting Started with People Analytics" * EMSI Conference 2018 * Bringing the outside in * People Analytics and the external talent market" * People Analytics Career Expo 2018 * Panel discussion: "Careers in People Analytics" * Bay Area People Analytics Meetup 2018 * Host & founder * Visier Outsmart 2018 * Measuring for Success: HR Interventions" * HR & Workforce Analytics Summit * Fireside Chat People Analytics * Marcus Evans Strategic People Analytics 2017 * The HR Case for HR Analytics"

* Taking on new role as co-manager of a new hire to the Rosenow household. Supporting coworkers and self through daily maintenance tasks and cleanliness of the workplace to the best of my ability Responsible for onboarding new hire with basic tasks - at which point new hire will transition into management role leading Rosenow household. I'm loving this new "role" and I'm incredibly grateful to Facebook for the opportunity to bond with our newborn. I'm taking a LinkedIn break too along with my Parental leave, so I'll be slower to respond here (if at all) during early days. Looking forward to reconnecting with everyone soon. Great thoughts on Paternity leave here: https://parenting.nytimes.com/work-money/alexis-ohanian-paternity-leave

E2=80=A2 Partnered with COO of Citi Wealth Management to provide business insight through the HR lens and drive HR processes for an employee population of ~400 front, middle, and back office staff =E2=80=A2 Designed, developed, and launched program measurement framework to capture ROI and effectiveness of retention programs through controlled experimentation =E2=80=A2 Acted as lead project manager for HR for a large-scale consolidation for part of the retail business, which included simultaneous multiple office closures across South America and the launch of a new Miami office. =E2=80=A2 Led retail bank and Citi wealth management projects around predictive attrition, organization design, licensing requirements, HR reporting, headcount forecasting, and business transformation

* After positive performance review of first child, I was promoted to become father of a second child. * Will take on caretaking duties of mother and baby while continuing to provide development opportunities to a manager-in-training (3.5yo). * Handle any and all problems presented by management (newborn and 3.5 yo). * Great thoughts on Paternity leave here: * https://parenting.nytimes.com/work-money/alexis-ohanian-paternity-leave

* Developed and led the People Analytics Data Foundation function (20-25 FTE). * Drove the vision and strategy for the people data warehousing, data engineering, data software / products, and data governance teams.

Advisor on embedding ethics for AI into process and technology for an HR tech vendor that is transforming the Labor Market. Arena Analytics helps organizations build more productive and equitable workforces, while empowering individuals to uncover and pursue opportunities where they are likely to thrive.

* Argo AI shut down operations November '22 * Built and developed a fully remote organization (10-15 FTE) including HR tech, People Research, People Data, and People Process teams * Led procurement and launched ‘One Model’ at Argo to deliver central workforce insights to C-suite, People Team, Recruiting, and Finance. * Aligned and centralized data from Workday, Greenhouse, and all other People systems to each other (and Finance) and then to One Model data architecture and platform * Led procurement for renewal of tech platforms such as Lattice, One Model, and Workday and built a centralized HR tech strategy and organization * Developed a People Research team that delivered insights along attrition modeling, manager behaviors, literature reviews, and DEI strategy

E2=80=A2 Partner with key stakeholders in Recruiting and the Global Location Strategy team to understand, analyze, and give recommendations regarding the external talent market from a data-driven perspective (talent intelligence / talent analytics) =E2=80=A2 Act as point-of-contact for People Analytics on a cross-functional GDPR team (Legal / Privacy / HR) driving compliance towards GDPR within the HR organization =E2=80=A2 Provide advanced modeling, forecasting, and strategic consulting support to HR teams as part of the Enterprise Workforce Planning / People Analytics function

* E2=80=A2 Developed framework and strategic plan to rebuild Workforce Planning organization at Facebook * E2=80=A2 Consulted with senior leadership to update and create workforce strategies and org designs across multiple organizations * E2=80=A2 Established project management tooling & methodology and designed function to support planning across People Analytics