Howard University

Building amazing workplace culture.

LinkedIn

Senior Global Program Manager, Go-To-Market Enablement PMO

At Block Inc. (fka Square Inc.), I led vision-setting, developing, executing, and measuring programs to up-level the practices, resources, engagement, and growth of the Talent function. I consulted stakeholders in leadership by providing insight and guidance on opportunities to improve the outcomes and experiences of Talent employees. By presenting data, curating conversations, leading project groups, and owning programs, I empowered our Talent teams to deliver on expectations, to grow, and have some fun while doing so.

Some of my key impacts included: Built and owned the Talent onboarding program, built and maintained a project management system, drive and guide leadership conversations that improve outcomes in performance (especially in topics like diversity pipelining, work prioritization, and cross-functional engagement), led projects to develop and centralize fundamental resources (playbooks, career ladders, and best practice guides), and deliver programs that connect employees to growth opportunities (like mentorship, career experiences, project resourcing, etc).

Block

Program Manager, Talent Enablement

The Colorstack mission is to increase the entrance, retention and success of Black and Latinx students pursuing technical careers through community building, academic support, and professional development.

As a Director on the Board, I advanced the Colorstack mission by making connections, advising on best practices for organization, goal setting, and operations, as well consulting to help shape the vision and strategy.

ColorStack

Member, Board of Directors

At Lyft, I worked in the Central Product Management team to enable consistent product excellence by promoting the skill development, community, and product development standards for all PMs at Lyft. I built programs that created opportunities for product managers to hone their craft, build a sense of connectedness to each other, build unifying systems for individuals and groups, and enable an environment for people to do the best work of their lives.

Some of my key impacts included the following: Drove and delivered well-attended monthly skill-building sessions and external speaker series for Product Managers, led the redevelopment of PM performance review criteria and process, built an onboarding program for PMs, and managed forums and programs which connected Product employees across levels and business areas for better connecting for product planning and professional development.

Lyft

Senior Business Program Manager

As a Business Program Manager at Microsoft, my priorities were to advance the talent, culture, and diversity within the Developer Services division within the Cloud + AI engineering group. 

My focus areas were the programs, projects and partnerships that drove hiring processes, growing and elevating talent, improving cultural practices and norms, and increasing diversity in talent pipelines, interview slates, teams, and leadership.

Some of my key impacts were building and rolling out the first ever on-boarding bootcamp for the organization, scaling and leading ally skills workshops, implementing a mentorship program, driving centralization of our organization's hiring efforts and recruiting events, creating monthly newsletters, and leading the organization’s partnership with company Talent Acquisition / Human Resources / Diversity and Inclusion teams.

Microsoft

Business Program Manager

In addition to sourcing talent, shepherding students through their interview processes, closing candidates, and nurturing passive talent, my role on the Campus Recruiting team was focused on partnering with our DIBs (Diversity, Inclusion, and Belonging) teams, diversity partner channels, and driving event-driven diversity recruiting efforts. In doing so, I work to ensure that students in the LGBTQ+/Black/Latinx/Differently-Abled/Veteran and other underrepresented communities are being connected to opportunities in our engineering and greater R&D teams. 

Some of my key impacts were forging new partnerships in new talent markets (Puerto Rico), spearheading and developing a system of long-term talent pipeline ("nurture program") of underrepresented groups, and maintaining high candidate satisfaction scores and delivering strongly on recruiting responsibilities.

Technical Recruiter / University Diversity Recruiting Projects

As the Talent Acquisition Program Manager for LinkedIn's Black ERG (employee resource group), I work to strategize and mobilize the attracting and retaining of Black/African-American talent. I work cross-functionally with our internal Talent Acquisition and Events teams, as well as lead the BIG body on all matters recruitment.

Key impacts included designing and delivering referral workshop sessions across our North America offices, building/delivering events in partnership with business recruiting teams, and leading talent pipeline nurture campaigns in partnership with the B.I.G. body.

B.I.G. (Black Inclusion Group) Talent Acquisition Program Manager

As a Relationship Manager, I worked strategically with sales, operations, and marketing leaders to leverage the full potential of their investment in Sales Navigator. Additionally, I identified further opportunities for investment in the tool that would yield further value. I partnered with my clients to create best in class social selling strategies to ultimately help them achieve their personal and company targets. In partnering with SMB sized businesses across industries, I trained clients and their teams, designed strategy, and analyzed/presented results. 

My key impacts included growing multiple small business investments into mid-market and enterprise level investments, and lead organizations into transforming their sales strategy into one centered around industry insight with a social selling approach.

SMB Relationship Manager

As an Area Sales Manager, I acted as a consultant and resource facilitator to dealerships to help them strengthen their inventory planning, marketing strategies, customer experience, and staff training. 

My key impacts were helping to establish digital marketing strategies for individual dealerships, working closely with staff teams on brand and customer experience through consistent training, and growing dealership total sales and market share for Chrysler, Dodge, Jeep, and RAM products across Northern California region.

Chrysler Group LLC

Area Sales Manager, Northern California

As an Analyst for our Sales Ops team, I worked with multiple data sets to deliver key, high-level insights to regional office leadership to identify areas of sales opportunity. I also supported our supply chain, marketing, and customer experience department by creating strategies and initiatives based on data to empower area sales managers.

Key impacts included creating competitive digital marketing benchmarking strategy and action plans for area sales managers and delivering 5 regional customer experience training sessions for large audiences.

Sales Operations Analyst

As an Order Management Specialist, I managed various processes between the supply chain and sales organizations, including: expediting vehicle production by analyzing and correcting improperly configured vehicle orders, liaising cross-functionally to ensure information exchanged internally and released externally about vehicle production was accurate, and publishing vehicle ordering information. Managed "Fastest Moving Vehicle" application utilizing sales data to make recommendations for regional supply chain teams to properly equip dealership inventory.

Key impacts included providing key research and presentations to Jeep brand leadership to initiate and implement Vehicle Complexity Reduction program, cutting waste and optimizing production plans and ordering processes.

Order Management Specialist

As a Production Planning Analyst, I created the monthly production plan for two Chrysler assembly plants. I analyzed supplier constraints, labor and plant constraints, and global market demand to devise a day-to-day build strategy. 

Key impacts involved mitigating product allocation risks and optimizing production for profitability.

Production Planning and Capacity Management Analyst

Human Resources Communications intern with responsibilities that branch to all departments of the Fed Bank in Richmond:
-Enhanced quality of Federal Reserve 5th District publication by collecting and analyzing data on company demographics for audience definition purposes
-Conducted research and analysis to contribute in establishing best practices for customer service, software, and communication in human resources department
-Produced 10 articles for 5th District publication on events, initiatives, and programs
-Participated in and researched The Fed’s role in Community Development
-Assisted in the creation of new recruitment materials and formulation new branding methods of recruitment

Federal Reserve System

Intern

Duties Include:
-Facilitated business development support for small businesses
-Contributed to company understanding about local small business compensation and benchmarks 
-Singlehandedly managed and maintained office location, coordinated company events
-Assisted/Shadowed all facets of business; management, finance, and marketing departments

Ann Arbor SPARK

Development Intern

-Administer Leave-of-Absence process
-Employee/Beneficiary auditing, filing
-Employee relations case study, review and resolution
-Employee retention study

Emily Cunningham