JOHN THOMAS

• Serve as a trusted advisor to the CEO, CFO, and organizational leadership on workforce planning, organizational structure, recruiting, compensation, performance, employee relations, and workplace risk.
• Supported full employee lifecycle from job development to offboarding, enhancing recruitment and employee engagement processes.
• Support the full employee lifecycle, including job development, recruiting, candidate evaluation, reference checks, classification, offer negotiations, onboarding, performance management, and offboarding.
• Recruit and support talent ranging from entry-level employees and contractors to senior leaders and executives.
• Developed and strengthened employee handbook policies to ensure compliance with equal employment opportunity laws and foster a positive workplace culture.
• Developed and strengthened employee handbook policies addressing equal employment opportunity, accommodations, harassment, confidentiality, workplace conduct, performance, discipline, leave, and separation.
• Manage sensitive performance matters, layoffs, and voluntary and involuntary offboarding with confidentiality and sound judgment.
• Coordinate with external HR and legal professionals regarding employment-law, compliance, classification, and employee-relations matters.
• Advised leaders on complex personnel decisions, balancing employee experience with organizational needs and minimizing risk.

• Advise ownership on staffing, accountability, employee development, communication, workplace culture, and difficult personnel decisions.
• Support recruiting and hiring by screening candidates, assessing organizational fit, documenting recommendations, and advising leadership on selection decisions.
• Built core people infrastructure for a growing healthcare practice, including job descriptions, candidate screening, employment offers, an employee handbook, and role-based expectations.
• Advised ownership on staffing strategies, accountability frameworks, employee development initiatives, communication practices, workplace culture enhancements, and resolution of difficult personnel decisions.
• Supported recruiting and hiring by screening candidates, assessing organizational fit, documenting recommendations, and advising leadership on selection processes to ensure optimal hires.
• Use performance information to identify staffing, training, accountability, and employee-development priorities.
• Connect workforce recommendations to operational data, including prospect volume, conversion, revenue, and care-delivery measures.
• Facilitated leadership in balancing positive employee experiences with patient-care standards and business needs to maintain organizational integrity.

• Established and led a new institution-wide enrollment management function serving five schools and more than 25 academic programs.
• Developed the College’s Enrollment Management Plan and established priorities, responsibilities, measures of success, and operating rhythms.
• Aligned recruitment, admissions, onboarding, registration, financial-aid coordination, student readiness, retention, and institutional growth across decentralized offices and academic units.
• Helped drive 192 registrations for the Master of Health Sciences program through daily registration reporting, targeted recruitment, forecasting, and coordinated onboarding interventions.
• Drove 192 registrations for Master of Health Sciences program through daily registration reporting, targeted recruitment, forecasting, and coordinated onboarding interventions.
• Advise the senior vice president, deans, faculty leaders, and operational teams while supporting frontline staff and students.
• Managed upward and downward communication through partnership, direct engagement, consistent follow-through, and commitment to presence.
• Balance individual needs with institutional policies, accountability, operational requirements, and long-term organizational goals.

• Delivered full-cycle corporate and high-volume recruiting across technical, go-to-market, operational, and early-career positions for Amplitude and Waymark Care (Seattle, Washington).
• Built targeted talent pipelines and managed relationships with candidates, hiring managers, and executives to align recruitment efforts with business needs.
• Led candidate and offer negotiations while balancing market conditions, organizational budgets, and candidate expectations.
• Built Amplitude Analytics’ early-career internship program in San Francisco.
• Developed internship program playbook and handbook, establishing a documented framework that streamlined program execution for future cohorts.
• Enhanced candidate experience and employer branding while optimizing recruiting workflows and partnerships with stakeholders in dynamic growth environments.
• Worked effectively with candidates and organizational partners ranging from students and entry-level employees to senior executives.

• Managed corporate and high-volume recruiting across technical, operational, go-to-market, and specialized positions.
• Managed corporate and high-volume recruiting for technical, operational, go-to-market, and specialized positions, enhancing talent acquisition effectiveness.
• Served as a trusted recruiting partner to hiring managers and senior leaders across different industries and organizational environments.
• Partnered with hiring managers and senior leaders across various industries and organizational environments.
• Streamlined recruiting workflows, promoting consistent, scalable, and compliant hiring practices that aligned with organizational needs.
• Collaborated with leaders to translate workforce needs into precise position requirements, candidate profiles, and targeted recruiting strategies.
• Supported organizations including Humana, Lamb Weston, Conduent, MasTec, T. Rowe Price, Comcast, and KeyBank.

Thesis: The Relationship Between Learning Styles and Academic Outcomes in African American School Children

Advisor: Dr. Everton G. McIntosh - Howard University