Ali V

-Partner with IT and People Operations to identify, scope, and prioritize automation opportunities across employee onboarding and internal support workflows -Conduct stakeholder discovery across IT Support and Engineering teams to map operational pain points and shape the automation roadmap -Design intake and prioritization frameworks for business systems requests, improving triage speed and cross-functional visibility -Build workflow automations in Workato and low-code platforms to reduce manual overhead in IT operations Leverage AI-assisted development tooling to accelerate process documentation, code review, and internal systems work -Own end-to-end automation of new-hire IT onboarding, from equipment provisioning through Day 1 access

Sr. People Tech Specialist – Pinterest Senior HR technology specialist focused on optimizing people AI initiatives and technology platforms, especially Write, Glean, Workday, and AI-enabled tools, to support people data, programs, and processes with innovative, efficient solutions. I partner with cross-functional stakeholders to translate business needs into scalable configurations, roadmaps, and HRIS enhancements that improve employee and manager experiences. -Partner with People, Talent, and IT/Engineering teams to identify opportunities in Performance Management, People Bot(Beacon), and related HR tools and systems, translating requirements into clear technical designs and configurations. -Design, implement, and optimize HR technology solutions across a portfolio of projects, independently delivering technical and functional HRIS enhancements from requirements through testing, launch, and post‑go‑live support. -Drive AI enablement for the People team by helping evaluate, pilot, and roll out AI tools and features that automate routine processes and enhance manager and employee self‑service experiences. -Contribute to short- and long-term technology roadmaps, aligning People Tech investments with broader people-program priorities and ensuring solutions scale across teams. -Lead change management, training, and documentation to ensure smooth adoption of new tools and configurations, and to build self-sufficiency across stakeholders. -Mentor peers and cross-functional partners on best practices in HR technology, data, and process design, helping raise the bar on how the organization uses People tech.

-Collaborated cross-functionally with product, design, and engineering teams to enhance Contentful CMS and internal company resource platforms by building and customizing 100+ wiki sites, improving user engagement by 40%. -Collected and analyzed performance metrics and user data to drive evidence-based decision making for future features and enhancements. -Use sprint planning meetings, roadmapping sessions, and retros to translate user feedback into actionable improvements. -Led tool training sessions for users, increasing adoption rates, advising on content AI strategy and knowledge management governance, enhancing overall information architecture, and improving source discovery by 68%. -Managed product backlog in Jira, prioritizing feature requests and system enhancements based on user needs and business strategy. -Developed and maintained documentation in Notion, Contentful, and Confluence to support users onboarding and ongoing education. -Implemented AI product strategy using Glean.ai integration to elevate knowledge management capabilities, significantly improving content accessibility and information discovery. -Identify future opportunities and strategies to advance knowledge management in collaboration with cross-functional partners -Conduct working sessions, meetings, status updates to stakeholders, and training to promote, align, maintain, and improve knowledge management -Use data and analytics to identify and track success metrics related to knowledge and enablement by utilizing data to identify development areas and improvements -Troubleshoot Contentful system errors and make changes to the code base -Use HTML, CSS, and Javascript to make adjustments to the user experience. -Utilize Glean & AI to enhance fundability and easy of user navigation

Deliver scalable talent technology and system improvements for all business units, including Block, Square, CashApp, and TIDAL. Partner with talent stakeholders across all business units to advise on product, process improvements, and change management to drive ROI within our processes and tools; Workday, SmartRecruiters, Goodtime, LMS, Lattice, Jira, and proprietary talent management tools processes. Streamlined talent workflows and consolidated tech systems from 13 systems to 7 systems, increasing candidate scheduling speed by over 75%. Decreased interview costs of CashApp’s employee population from $3M to $1M annually by using a new technology vendor (Good Time) to overhaul the interview scheduling workflows used by over 50+ people on recruiting and people operations teams. Interviewed 70+ stakeholders involved in the recruiting and talent processes to pinpoint key problem areas in Block’s people workflows. -Evaluate current talent processes and identify pain points of stakeholders and users in systems -Collaborate with product management, engineering, data infrastructure, stakeholders, etc -Implementing process changes while working with business technology and data architecture -Work cross-functionally to implement new workflows and HR software -Demo new talent and HRIS systems to improve processes -Proposed possible improvements and efficiencies and implementations -Create user stories while assessing tools -Create vendor partnerships and integrations -Work on testing tools for the appropriate environments while taking all processes into consideration -Liaison with technical, compliance, and finance team to push initiatives forward -Emphasis on stakeholder and candidate experience -Implement new technologies and programs -Pilot GoodTime coordination with various teams to improve efficiencies and troubleshoot workflow processes and technical issues

-Started the first remote El Bloque chapter for remote hispanics/allies -Organically grew the chapter to 275+ within 2 months of launch -Organized language learning contest using Duolingo and had over 200 participants -Collaborated with other ERG groups on projects

-Startup and small business consulting: Talent Operations, Talent Management, HRIS, Recruiting, employee contracts, staff communications, Talent Mapping, Workforce Management, Organizational design, etc. -Developed talent management programs such as performance management, talent reviews, feedback cycle, and succession planning. Led an enterprise-wide HRIS implementation, including assessment, streamlining recruitment processes, and implementing software for a 300+ employee multinational market research firm. Designed recruiting and employee training around DEI and anti-harassment. Conducted a total rewards benchmarking for a 100+ employee technology company, including job matching and profit sharing assessment for executive, middle-management, and hourly employees. Create a structure for performance management and headcount planning. Led talent acquisition by revamping ATS software and advising on university recruiting for a 300+ employee technology SaaS startup. Projects: Total rewards, Employee relations, developed employee handbook, set up PEO, and advised on HR policies and compliance.

Talent Management ● Partner with global stakeholders to advise on people programs, strategy, & infrastructure while developing teams & change management initiatives. ● Product management & design of people programs and lead talent management (employee cycle, performance management, workforce planning ,etc). ● Coach managers on effectively managing teams and resolving people issues with performance management, 1:1’s, conflict resolution, and rewards. ● Project management and digital transformation by implementation of Greenhouse (ATS) to 15+ global teams by providing training and guidance, specialized reporting, and meeting with teams on an ongoing basis to support and refine regional recruiting practices and maintain local compliance. ● Projects: Talent strategy and sourcing channels, compliance and policy review, diversity and inclusion reporting, skills assessments technologies, referral programs, and campus recruiting via ripplematch and Greenhouse. HR Process optimization and service design for talent process globally. HR Change Management: -Work with ventures to create structures for their HR practices, performance management, distro lists, onboarding, skill mapping, org charts, compliance training, automation, etc. -Work with teams internationally to support local groups HR IT and Delivery Strategy HR Operational Model Design HR Organizational Design HR Analytics

Report to the Head of HR and the CEO and lead HR Operations for the US while supporting the executive team and stakeholders at the company to execute on employee planning and strategy for both the US and the Headquarters in Paris, France. -Act as a point person for onboarding, employee life-cycle, and off-boarding and partner with Trinet and legal counsel to keep up to date with HR compliance - Experienced in single and mass termination, voluntary & involuntary, and handling different personalities to ensure a smooth transition. – Led and managed HR projects, such as: recruiting, company handbook and policy creation, visas, HR compliance, strategic planning, training and development, performance management, employee relations, benefits, compensation, payroll, 401K, culture initiatives, and conflict resolution.

- Report to the CFO & CEO while servicing the executive team and stakeholders at the company to execute on employee planning and strategy. - Lead and manage HR projects, such as: recruiting, company handbook and policy creation, HR compliance, strategic planning, training and development, performance management, employee relations, benefits, compensation, payroll, 401K, culture initiatives, and conflict resolution. - Managed the implementation of ATS Greenhouse Organization chart Org Weaver, and transition from - Trinet to Justworks (PEO) by doing due diligence, demos, comparing models to suit business needs, pricing, getting buy-in from the executive team and all levels and setting up the systems. - Act as a point person for onboarding, employee life-cycle, and off-boarding and partner with Trinet and legal counsel to keep up to date with HR compliance - Experienced in single and mass termination, voluntary and involuntary and handling different personalities to ensure a smooth transition. - HR Projects: Created a performance management system using OKR’s, organizational development and org chart, implementation of Justworks PEO, employee survey, training and development administrator, visas, and org chart. Support business units located across the United States.

▪ Act as lead on HR initiatives, such as: recruiting, HR Strategy, training and development, performance management, employee relations, benefits, payroll, on-boarding, off-boarding, and other programs and policies; establish and maintain effective working relationships across the organization. ▪ Develop 8 training courses for 80+ employees, based off of skill gaps and team needs, including orientations and management training. ▪ HR Projects: Implemented new HR strategies, hiring plans, HR compliance, and HRIS system ADP portal for 120+ employees; created performance management system based on Google’s OKR model; collected and managed data on employee engagement; analyzed exit-interview data and identified retention issues; developed 90 day strategy for new hires; developed and managed culture initiatives, perks, compensation, and benefits. ▪ Recruit and create candidate pipelines for all roles such as, Front-end, Back-end, Full stack, Editorial, Video Production, and Ad Operations teams. - HR: Training and Development, Recruiting, Benefits, Employee relations, and HRIS. - Recruiting, sourcing, screening, interviewing, and on board new hires. - Create and implement manager training, core skills training, sales training, new hire orientation, and other team based training. - Act as point person for an Human Resources questions and concerns from employees domestically. - Administer benefits and develop cultural initiatives. - Employee relations, conduct exit interviews, performance management, and skills assessments. - Assist with ADP portal roll out.

 Manage full-cycle tech recruiting and non technical recruiting (Intake meeting, sourcing, prescreening, scheduling, interviewing, feedback, offer recommendations, term sheet, offer letter, verbal offers, negotiations, on-boarding, etc.) JavaScript, Software Engineers, Front end developer, Back end developers, Business Intelligence,  Provide advice on questions from employees and managers regarding HR programs, policies and procedures; establish and maintain effective work relationships within the department and across the organization. Help facilitate the training, development, and on-boarding of new hires. for positions in US region within the tech, operations, and data businesses.  Created and rolled out exit interview survey for departing employees; also instituted employee check-ins for first week, 30 days, and 90 days.  Establish strategic HR presence and act as an expert in areas such as compensation, benefits, retention, terminations, compliance, and employee relations.  Organizational charts, researching background check platforms, employee surveys, and culture.

 Work as a Recruitment Process Outsource (RPO) Consultant to CIBC, supporting Business Banking, Wealth Management, and Capital Markets.  Partner with hiring managers to implement a recruiting strategy to fulfill business hiring needs for technical and non tech talent, educating managers on best practices, setting minimum standards by determining required qualifications and preferred skill sets, and recommending top quality candidates to hiring managers.  Act as a recruiting advisor and provide solutions by sourcing passive candidates, cold calling, networking, and managing Taleo and LinkedIn postings.  Manage full-cycle recruitment (Intake meeting, sourcing, prescreening, scheduling, interviewing, feedback, offer recommendations, term sheet, offer letter, verbal offers, negotiations, on boarding, etc.) for positions in US and APAC regions ranging from entry-level to C-level in all lines of business.  Liaison with search firms while utilizing cost-effective sourcing and targeting non-active job seekers, and building pipelines of qualified candidates.  Assist in the creation of RFI’s to assess search firms' ability to partner on CIBC’s talent acquisition goals and provide and maintain contract workers.  Produce term sheets and offer letters for both Business Leader and Senior Management approval and ensure receipt from employment candidates.  Utilize recruiting strategies such as LinkedIn Recruiter, job postings, incoming referrals, cold calling, and networking to find qualified candidates.  Assist specialty candidates who require working visas (H1-b, H-4, L-1, L-2, TN) and domestic and international relocation assistance.  Attend weekly HR meetings to discuss topics such as compensation, benefits, retention, terminations, HR compliance, and employee relations.  Knowledge of FLSA, INA, FMLA, and OSHA and participate in trainings regarding HIPAA laws and other compliance procedures.

-HTML -CSS -Javascript -React -Tailwindcss -Frameworks -Webhooks -ES7 -Next.js -TypeScript -REST API

Languages: HTML, CSS, Javascript - Built 2 websites as final projects