Gregory M.

Salesforce is a global cloud computing company that develops CRM solutions and provides business software on a subscription basis.

• Own and operationalize global equality and inclusion strategy across regions — design scalable programs, toolkits, and launch plans for business adoption.
• Partner with People, Legal, ERGs and business leaders to translate equality principles into policy, hiring, promotion and retention practices.
• Design and deliver global curriculum (manager & employee trainings, allyship, inclusive leadership) to build equitable behaviors across the organization.
• Define success metrics, build dashboards and use people-analytics to track program adoption, representation gaps and outcome-focused interventions.
• Establish and manage external partnerships and vendors to expand talent pipelines, return-to-work and apprenticeship pathways.
• Drive change management and internal communications to embed equality practices across Talent, HR and business functions.

• Led and grew a team of 10 to design and execute equality-focused recruiting programs that drive equitable hiring outcomes.
• Owned non-traditional sourcing strategy (apprenticeships, return-to-work) from strategy through execution and funding to widen candidate pipelines.
• Built DEI-centered talent acquisition processes and training for recruiters and hiring managers to reduce bias and improve decision quality.
• Partnered with senior leaders and cross-functional stakeholders to align DEI objectives with business hiring goals and EVP messaging.
• Integrated DEI metrics into TA reporting and partnered with People Analytics to create dashboards used in leadership reviews.
• Identified and onboarded strategic external partners and shaped DEI narratives for talent events to increase diverse candidate engagement.

Infor provides enterprise software and services worldwide.

• Led early careers and internship recruiting strategy to strengthen employer brand on- and off-campus and attract diverse early talent.
• Designed and executed DEI programs and partnerships that increased diverse early-career hires by 30%.
• Owned full-cycle recruiting for early-career roles: sourcing, assessment, interviewing and offers with an emphasis on inclusive selection practices.
• Built and managed relationships with colleges, universities, faculty and student/alumni organizations to create sustainable pipelines.
• Partnered with DEI, Learning & Development and ERGs to integrate inclusivity into onboarding, development and retention programs.
• Launched structured internship and conversion programs to improve candidate experience and internal mobility for entry-level talent.

• Designed and implemented recruiting processes and systems to support a scalable talent strategy and consistent candidate experience.
• Partnered with hiring managers to prioritize critical roles, create workforce plans and deliver on short- and long-term hiring needs.
• Developed and executed recruiting strategies to build qualified, diverse candidate pools aligned to company culture.
• Owned employer brand touchpoints to raise awareness and candidate interest across channels.
• Implemented tracking and reporting of sourcing, screening, interviewing and onboarding activities to improve pipeline visibility and outcomes.
• Built and maintained university recruiting strategy and external industry relationships to keep talent acquisition practices leading-edge.
• Deployed best-in-class sourcing and selection practices, including social media and targeted campaigns, to optimize candidate attraction.

• Managed full-cycle recruiting for assigned business areas, from role intake to offer and onboarding, ensuring strong hiring manager partnership.
• Developed candidate pipelines through targeted sourcing, referrals and campus relationships to meet immediate and future hiring needs.
• Collaborated with HR and business stakeholders to refine job profiles, interview guides and selection criteria to improve hiring quality.
• Executed university and early-career outreach programs to build long-term talent channels.
• Improved candidate experience and time-to-fill by streamlining processes and strengthening recruiter/hiring manager alignment.
• Maintained ATS data quality and regular reporting to support hiring decisions and workforce forecasting.

• Enhance our Talent Acquisition methodology to achieve staffing goals to meet hiring needs in a timely and efficient manner
• Guide and influence senior management on strategic Talent Acquisition issues across their functions including building comprehensive workforce plans to support growth
• Ensure continuity and consistency of candidate acquisition strategy, company culture
• Leverage capabilities of our ATS including generating and publishing reports; use data to influence hiring managers to make quality and timely hiring decisions
• Develop and implement best Talent Acquisition practices to drive change, enable growth and scale the company
• Establish an Affirmative Action Plan; influence staff and hiring managers to incorporate in their hiring decisions
• Support the development and evolution of an employment brand to target candidate populations
• Partner with other HR colleagues to design and deliver customized programs and services to the business
• Develop and promote a Company's inclusion program
• Manage Company's immigration policies and activities
• Establish college recruitment and Co-op programs
• Serve as the key relationship manager of external third-party vendors

NTT DATA – a part of NTT Group – is a trusted global innovator of IT and business services headquartered in Tokyo.

• Owned end-to-end recruitment for technical and professional roles, partnering with global stakeholders to define requirements and prioritize hiring.
• Built and managed active pipelines for hard-to-fill IT roles using targeted sourcing, market mapping and passive candidate engagement.
• Partnered with hiring managers and HR business partners to improve role briefs, interview processes and offer negotiations.
• Leveraged ATS and recruitment metrics to track funnel performance and identify process improvements.
• Focused on diversity sourcing and candidate experience initiatives to broaden talent pools and improve offer acceptance.
• Coordinated cross-regional hiring processes and vendor relationships to support scalable delivery of talent for client- and product-facing teams.