Abington High School

Ursinus College

Head of Talent at Intersection (SHRMP-CP)

New York, New York, United States

Intersection is an experience-driven Out of Home media and technology company that delivers programming, consumer amenities, and advertising to cities. From free internet access to way-finding to real-time information, our products make city life easier and more sustainable. We further enrich cities with experiential programming that inspires and engages people throughout their day. With valuable, diverse audiences in America’s top cities, we provide innovative, data-driven solutions for brands to reach urbanites at scale.

- Report to the Chief People and Diversity Officer and is responsible for attracting, developing, driving, and executing the inclusive recruiting and programs strategy across the US.
-  Oversee the recruitment team
-  Provide innovative, scalable solutions to drive hiring productivity needed to meet business objectives.
-  Identify trends and leverage knowledge, data, and competitive intelligence to develop creative, customized sourcing strategies.
-  Operate as a strategic partner with hiring managers, establishing a comprehensive, measurable industry recruiting strategy tied to overall company inclusive hiring goals.
-  Lead and develop a high-performing Recruiting/DEI team in a fast-paced, business partner/consultative, and ambiguous environment.
-  Work recruiters to design, implement, track and report ROI of various diversity recruiting sources and initiatives.
-  Drive and amplify diversity strategies and methodologies.
-  Deliver recruiting pipeline performance scorecards; identify and implement successful diversity recruiting channels as well as annual planning and overall program management.

Intersection Co.

Senior Director, Talent Acquisition

- Partner with senior leaders in Capital Markets, Finance, Fintech Product Teams, Corporate Strategy and Investor Relations department to develop and implement effective HR policies and practices that will support the strategic growth of the business.
-  Provide HR expertise in the areas of feedback, performance management, employee relations, development and coaching, and organizational development.
-  Collaborate with HR team to champion and accelerate a culture of excellence in which people feel engaged and inspired to develop top business results.
-  Lead core HR processes (i.e. performance calibration, compensation cycle, and promotions)
-  Analyze and interpret various types of employee reports (i.e. compensation, job levels, and attrition) to guide decision making and provide proactive solutions to client groups.
-  Partner with HRBPs and Head of Learning & Development colleagues to work on value-added programs in areas of training, development, career mobility, and job performance.
-  Manage the recruitment process and lifecycle, including initial assessments, interviews, and offers
-  Assist Chief People Officer with organizational strategic planning and succession planning
-  Provide strategic HR support for merger & acquisitions from onboarding to integration (i.e. culture, benefits, role expectations, engagement, and morale).

Cross River

VP, Senior HR Business Partner

- Partner with Capital Markets and Finance teams to develop thoughtful, scalable people-focused initiatives focusing on recruitment, retention, engagement, recognition, and talent management
-  Coach business leaders on employee relations matters including performance management, feedback, and career pathing.
-  Have deep understanding of the business and be a thoughtful leader on people and organizational topics within my dedicated business teams as well as cross-functionally.
-  Partner with Talent Acquisition on full cycle recruitment process (i.e. sourcing, interviewing, and offer)
-  Partner with Chief People Officer on strategic headcount planning, identifying critical roles, and succession planning

AVP, HR Business Partner

Local Brand Development
- Establish a network of strategic, scalable brand partnerships, alliances and programs across the market in order to acquire and engage members while building brand demand.
- Create a strategic marketing plan for the market and for local partners to create scale acquisition as well as member engagement and positive brand sentiment.
- Track marketing plan performance against targets, identify ways to improve and lead plan adjustments.
- Work closely with the Regional Community Marketing Manager to connect plans to home office marketing efforts. Review plans with operations leadership to ensure strategic alignment and execution success.

Expansion and Zone Growth
- Lead the marketing planning and execution of Zipcar launches in new marketing areas as well as activation in priority marketing zones to deliver targets (ex. member acquisition, member engagement).

Segment Development and Sales Enablement
- Partner with the University, Z4B and Residential marketing leaders to generate local market member acquisition and engagement aligned with strategic segment plans.

Local Brand Awareness
- Identify the strategic plan for marketing brand awareness.
- Lead marketing implementation of national brand moment programs.
- Lead the strategic planning and execution of local communications, in partnership with home office email, social, content and digital teams.

Zipcar

Community Marketing Manager

- Leads the coordination, planning, development, and implementation of Zipcar participation in events year-round
- Identifies and negotiates mutually beneficial sponsorship of local events and organizations
- Develops and cultivates relationships with strategic community partners and individuals to enhance membership experience and open new channels of membership acquisition, specifically in the assigned geographic zone
- Works with Marketing Associates to manage schedules and development of year-round and seasonal Brand Ambassador team
- Collaborates with General Manager, Marketing Manager and home office on the development, implementation and management of Philly's member acquisition, utilization, and engagement strategies
- Monitors, measures, and reports the effectiveness of marketing initiatives and then efficiently optimizes
- Is the local voice of the brand via active social media engagement, email marketing and content creation

Marketing Coordinator

- Own full recruitment process including interview, feedback, and offer process
-  Build a diverse pipeline of candidates using creative sourcing channels
-  Collaborate with teams to deeply understand their hiring needs and proactively translate that into a positive candidate and interviewer experience.
-  Maintain data integrity and report recruiting metrics as needed
-  Serve as a point of contact to team members, answer questions, and help employee navigate all aspects of HR.
-  Collaborate with HR manager on developing processes and iterating on existing ones to create greater efficiency.
-  Handle internal movement and departures
-  Manage employee relations matters and be responsible for full cycle processes through to resolution and escalate as needed
-  Oversee the processing of all employment onboarding paperwork to include applicable background screening and pre-employment testing.

Managing Editor Inc.

HR Generalist/Recruiter

- Managed my own portfolio of candidates and clients, both existing and new
-  Build close relationships with clients to support their business growth by developing and delivering the best solutions for attracting candidates
-  Offer resume, interview, and general career advice to candidates
-  Manage the process from interview through offer stage
-  Foster trust-based relationships with candidates, gaining a close understanding of their requirements and concerns.

Jobspring Partners

Technical Recruiter

- Worked as a research and development specialist for outcome evaluations in the Center-Youth Development Department.
- Attended Plenary Sessions for United Way’s Annual Youth Development Conference that was held at the Philadelphia Convention Center on December 11, 2008.
- Observed On-site TA trainings for the programs that Center-Youth Development Technical Assistants support.
- Have learned about Efforts-to-Outcome (ETO) Database and the importance of performance management to Non-profit organizations.
Have worked closely with consultants to help programs put together assessment tools that they can use to measure the impact of the program on youths they serve

Christine Chen