Christopher Ramos

Diversity and Inclusion:

• Designed and developed a comprehensive diversity and inclusion strategy that resulted in a more integrated and cohesive approach to ensuring an inclusive and highly engaged environment that addresses the needs of talent acquisition and talent management.
• Created and implemented broad diversity and inclusion strategies for businesses as large as 3,700 employees. Strategies included cultural awareness campaigns and competency initiatives, employee and leadership training, and partnerships corporate employee resource group programs.
• Integrated diversity and inclusion best practices throughout the workforce strategy and talent acquisition processes for multiple divisions.

Employee Engagement and Organizational Change:

• Launched a corporate-wide workplace flexibility initiative which led to a greater than 10% increase of employee's positive perceptions of the Company's work/life balance offerings during the Covid-19 Pandemic.
• Led the project management and implementation of a high priority corporate initiative in partnership with 60 senior business leaders to drive the company's organizational change and employee engagement efforts.
• Delivered 4 foundational position papers on topics including workplace flexibility, compensation, and experienced employee engagement to initiate the strategy creation for the aforementioned project.
• Facilitated the successful completion and submission of regionally and nationally recognized accolades including the Human Rights Campaign's Corporate Equality Index for which the Company achieved a 95% rating in the first year's submission.

Talent Acquisition and Strategic Resource Management:

• Implemented a talent acquisition strategy to accommodate the business goal of 30% headcount growth with new, specialized functions.
• Established a talent selection process for hiring managers to uncover and counteract hidden biases to properly identify talent resulting in a more diverse candidate pool.
• Lead company wide inactive to update job postings for the New York Pay Transparency Law

People Leadership and General Management:

• Managed multi-site and multi-functional teams of nonexempt and exempt management time tracking
• Led teams through large organizational change and ensured equitable job placement for staff after an internal workforce realignment.
• Mediated complex business partner relationships to achieve desired outcomes for high-net worth clients.
• Directed the high quality and timely service delivery of an operational business team.

Relationship Management:

• Established a multi-division business partner committee to educate business partners on industry news, product developments, and potential issues effecting their client base which led to more timely, open communication among divisions and increased ease of doing business.
• Delivered high-impact communications to clients including responses to sensitive account and business changes resulting in decreased external client complaints.
• Rallied more than 50 hiring managers across 3 sites, regional recruiting teams, and senior business leaders to develop and take ownership of a rapid hiring effort which resulted in the successful launch of a new business implementation.