Little Talent Group, LLC

As an Executive Career Coach, I empower high-achieving professionals and visionary women in leadership to transcend their current successes and scale new heights in their careers.

➥ You are driven, knowing well that past strategies need to evolve for future triumphs.

➥ Despite being a stellar performer, you're navigating the "earn your stripes" mantra from leadership.

➥ You deliver exceptional results but find yourself on the sidelines in critical boardroom conversations.

➥ You observe peers advancing through influential networks, while you strive to forge meaningful connections.

➥ Leading your team diligently, you're searching for balance to prevent burnout and foster trust.

➥ You ponder if your academic leadership skills are equipped for executive challenges.

➥ Eyeing a promotion may seem daunting, but you're poised for that leap.

As your coach, here's my commitment:

➥ I'll guide you in crafting strategic alliances and articulate your value in complex workplace dynamics.

➥ I'll aid in developing a robust professional brand that resonates within your industry.

➥ Together, we'll spotlight your expertise to position you as a thought leader and prime candidate for promotions.

Leaders' testimonials on my coaching reveal transformative outcomes:

See Recommendations. 

Envision your leadership transformation:

➥ Post our coaching engagement, your command of non-verbal cues, composed demeanor, and strategic engagement will enhance your influence.

➥ You'll navigate decision-making with conviction and align teams with your vision.

➥ Utilizing success frameworks, you'll cement your excellence in your current and future roles.

➥ You'll cultivate authentic connections across the organizational spectrum.

➥ You'll be strategically positioned for lucrative promotions, with the potential to significantly boost your compensation.

Founder & CEO | Executive Career Coach

Creator Authority

Strategic Advisor 

Bond

In my role as a fractional Vice President of Human Resources for Bond Security, a burgeoning startup in NYC, I provide strategic recruitment and advisory services. My work focuses on enhancing organizational capabilities and driving growth through tailored HR solutions.

Here's a glimpse of my contributions:

➥ I advise on the refinement of recruitment processes, improving efficiency and aligning with industry best practices for a dynamic startup environment.

➥ I offer insights into talent acquisition strategies, focusing on attracting top-tier talent and ensuring a cultural fit that supports Bond Security's innovative ethos.

➥ I contribute to leadership development initiatives, mentoring promising individuals and supporting a culture of internal growth and professional advancement.

➥ I consult on the design and implementation of performance management systems, fostering a high-performance workplace that thrives on continuous improvement.

➥ I guide the development of diversity and inclusion programs, helping to cultivate an inclusive company culture that values varied perspectives and experiences.

➥ I assist in strategic HR planning, collaborating with leadership to ensure talent management aligns with the company's ambitious growth plans.

➥ I offer recommendations on employee retention strategies, enhancing job satisfaction and loyalty within the team.

➥ I facilitate connections with educational institutions, aiding in the creation of a talent pipeline that brings fresh, skilled professionals into the organization.

➥ I advocate for the use of HR analytics, promoting data-driven decisions that support strategic HR initiatives.

➥ My leadership and advisement are acknowledged as instrumental in bolstering Bond Security's stature as an attractive and forward-thinking employer.

Vice President, Human Resources (Fractional/Contract)

In an accelerated ascent to leadership within Bond Security, a forward-thinking startup in NYC, I was rapidly promoted to Vice President of Human Resources after just 9 months. My strategic approach to talent acquisition, leadership development, and organizational culture was instrumental in this transition. I took the helm to steer the HR department, aligning it with the burgeoning needs of a rapidly scaling company.

Here’s how I excelled in this role:

➥ I orchestrated the restructuring of the HR department to align with strategic business goals, resulting in a 40% increase in operational efficiency.

➥ I designed and implemented a comprehensive benefits package that enhanced employee satisfaction by 30%, aiding in a 15% improvement in retention rates.

➥ I led the development of a leadership training program that prepared high-potential employees for executive roles, contributing to a 20% increase in internal promotions.

➥ I played a critical role in developing a performance management system that saw a 25% improvement in employee productivity metrics.

➥ I initiated a company-wide diversity and inclusion program, which improved the diversity hiring rate by 45% and fostered an inclusive workplace environment.

➥ I navigated the company through a period of significant growth, scaling the workforce by 50% without compromising on hire quality or cultural fit.

➥ I established a talent management framework that reduced turnover by 18% and enhanced employee engagement scores by 22%.

➥ I was pivotal in negotiating strategic partnerships with educational institutions, resulting in a talent pipeline that increased the influx of qualified candidates by 35%.

➥ I drove the adoption of HR analytics and data-driven decision-making, which led to a 28% reduction in hiring costs and a 15% shorter time-to-fill for vacancies.

Vice President, Human Resources

As the Director of Talent Acquisition at Bond Security, a dynamic startup in NYC, I was instrumental in building the backbone of the company through strategic hiring. My focus was on identifying and nurturing leadership talent, which played a pivotal role in driving the organization's rapid growth. I successfully balanced the dual demands of maintaining a high-quality candidate pool and meeting aggressive hiring timelines.

Here’s how I made a transformative impact:

➥ I spearheaded the talent acquisition strategy, achieving a 35% increase in leadership hires within the first year, significantly expanding our executive and managerial teams.

➥ I executed a comprehensive recruitment plan that resulted in a 50% growth of the organization’s workforce, laying a strong foundation for future scalability.

➥ I introduced innovative sourcing techniques that enhanced candidate quality by 25%, ensuring a robust pipeline of high-caliber professionals.

➥ I championed a company-wide initiative to promote diversity in hiring, increasing the representation of underrepresented groups in leadership roles by 40%.

➥ I negotiated and managed vendor relationships that reduced recruitment costs by 20% while maintaining a steady flow of top talent.

➥ I leveraged data-driven recruitment metrics to decrease the average time-to-hire by 30%, streamlining the hiring process.

➥ I fostered a culture of continuous improvement, implementing training programs that increased our in-house recruitment team’s efficiency by 15%.

➥ I crafted and enforced a strategic employer branding campaign that elevated our market presence, resulting in a 60% increase in unsolicited quality candidate applications.

Through these efforts, I not only met but exceeded recruitment targets, positioning Bond Security as a competitive player in the tech security industry.

Director of Talent Acquisition

L3Harris Technologies

L3 Harris Technology is an American technology company, defense contractor, and information technology services provider.

I learned much about the organization, which can be explored at: www.l3harris.com 
In my role as a Senior Talent Acquisition Manager, I led 13 director reports, driving strategic hiring initiatives and promoting a high-performance culture. My leadership highlights include:

➥ I managed 7 recruiters across 4 sectors, enhancing efficiency and cutting agency reliance while reducing time-to-fill metrics. I also recruited for all Executive positions. 

➥ I built and nurtured a team of 6 onboarders, who reduced new hire onboarding times from 3 weeks to an impressive 2 weeks.

➥ I championed LinkedIn campaigns to boost our visibility, ensuring our recruiters' strong online presence and a diverse talent pipeline.

➥ I collaborated with executive leadership to meet critical staffing needs, aligning with ramp and AOP goals.

➥ I innovatively saved over $100k in advertising by optimizing hiring leaders' budgets through strategic communication.

➥ I oversaw 200+ requisitions, with a standout time-to-fill average of 40 days, showcasing a significant improvement in operational efficiency.

➥ I successfully developed strategies to fill 50 engineering roles in 90 days, showcasing our team's agility and capability.

➥ I streamlined interviews to quicken hiring while maintaining a high caliber of talent acquisition.

➥ I forged partnerships with colleges for a steady flow of candidates for operational roles.

➥ I focused on recruiter development, enhancing strategies for challenging vacancies and achieving diversity targets.

➥ I implemented a 15-day holding process for slates to reach our D&I and gender parity goals.

➥ My team's excellence was recognized with one promotion and two 'Recruiter of the Quarter' awards in 2021.

➥ I earned the RISE award for outstanding talent acquisition services, reflecting my dedication to recruitment excellence.

Senior Manager, Talent Acquisition

As the Manager of Talent Acquisition, I directed a team of recruiters to drive accountability, shape strategies, align teams, and support department-wide growth and development, thereby promoting a cohesive departmental culture amongst the recruiting team. I worked with HR executives in approving and establishing the department's strategies, goals, and procedures.

I oversaw the budget for virtual hiring events, partnerships, and job boards. I also conducted weekly presentations for key executive leadership to provide recruitment-related updates and recommendations.

Among my duties, I was accountable for managing the ‘Aged Job Club’ to strategize enhancements to requisition aging. I also mentored junior department personnel to support their professional growth.

Here are some of the ways I made significant and positive contributions to business growth:

➥ I strategically balanced and prioritized recruiting department resources to meet constantly evolving business needs.

➥ I consistently exceeded the internal goal of 7 monthly hires by averaging 10+ monthly hires for the team.

➥ I achieved an average time-to-fill metric of 40 days per position, a 47% improvement over the organization’s goal of 75 days.

➥ I successfully filled an unexpected surge of 30 critical business openings in an extraordinary 60 days.

➥ I was honored with the ‘2020 Rise Award’ for excellence in talent acquisition service.

➥ I led a team that produced 2 senior executive promotions and one ‘Recruiter of the Quarter’ awardee in 2020.

Manager, Talent Acquisition 

As Senior Specialist in charge of Talent Acquisition, I set recruitment requirements by examining the firm’s business plans, goals and growth targets. I took ownership of talent sourcing, candidate identification, networking and relationship building while introducing and refining recruitment best practices. 

I leveraged reliable applicant sources by reaching out to community services, colleges, employment agencies, recruiters, media and websites to promote the organization by providing information on opportunities and benefits. I also set applicant requirements by scrutinizing each job description and qualifications, and by conducting comprehensive intake calls with hiring leaders.

I regularly placed job advertisements, worked with recruiters, scheduled interviews and prepared and extended offers; examining candidate qualifications via interviews, references, applicant responses and other due diligence.

➥ I exceeded monthly hiring goal of 7, averaging 11 hires per month for FY19 and 10 hires per month for FY18.

➥ I exceeded Diverse Professional Hiring goals for females at 50%, and POC’s at 28% for FY19.

➥ I averaged production of 4 cleared hires per month. 

➥ I averaged time-to-fill metric of 50 days per position, a 17% improvement over our 60-day goal. 

➥ I achieved interview goals with a ratio of 2:1.

➥ I served as team lead for a successful Recruitment Marketing Material project.

➥ I designed candidate email templates to automate the communication process.

➥ I was promoted after just 10 months of service in recognition of dynamic results.

Sr. Specialist, Talent Acquisition

WilsonHCG

As a Senior Specialist in Talent Acquisition and Training Lead at Wilson Human Capital Group, I was instrumental in spearheading recruitment initiatives and devising training programs for new hires.

➥ I pioneered talent-sourcing efforts, utilizing a mix of community services, educational institutions, and online platforms to strengthen the company’s presence and attract a diverse candidate pool.

➥ I implemented rigorous candidate evaluation processes by analyzing job descriptions and qualifications in detail, which allowed for more informed discussions with hiring managers during intake calls.

➥ I consistently exceeded monthly hiring goals by efficiently managing the recruitment lifecycle from job advertising to offer extension, with a track record of surpassing the target of 8 new hires.

➥ I led diversity hiring initiatives, successfully reaching 45% female hires and 32% hires from POC communities in FY19.

➥ I maintained an impressive record of 6 cleared hires per month, showcasing my adeptness in fulfilling roles requiring security clearances.

➥ I improved the time-to-hire metric to just 45 days per position, demonstrating a 25% enhancement compared to the previous benchmark.

➥ I achieved an efficient interview-to-hire ratio of 3:1, which speaks to the effectiveness of our refined interview process.

➥ I took charge of a key Recruitment Marketing Material project, significantly boosting the company’s branding and appeal to high-caliber candidates.

➥ I innovated the candidate engagement workflow by creating automated email templates, which greatly improved communication timelines and effectiveness.

➥ I led the development and facilitation of robust training programs for new hires, ensuring their successful assimilation into our corporate culture and promoting ongoing professional development.

➥ I was recognized for my exceptional performance and outcomes in talent acquisition and training with a promotion after just 10 months of service.

Engineering Recruiter & Training Lead (UTC)

Grand Canyon University

As Talent Acquisition Specialist for Grand Canyon University, I worked with hiring managers to proactively identify recruitment needs and staff for all positions, from entry-level to PhD adjunct faculty. 

I served as site leader for recruitment, managing the full scope of hiring duties for a site of 800+ staff. I was accountable for setting interview and selection criteria, including call screenings, assessments and in-person interviews. I continually assessed candidate applications using our internal Applicant Tracking System.

I sourced resumes, pre-screened candidates, conducted interviews and assisted leadership with critical hiring decisions, applying the proven DDI interview model with multiple layers of interviews. I also trained new recruiters, developed job descriptions and interview questions that reflected each position’s requirements, led employer branding initiatives, and organized job fairs and recruitment events.

➥ I designed effective hiring strategies for a range of unique positions, including the Teacher Education Specialist and Doctoral Studies positions; resulting in fully staffed and capable teams during high-growth periods.

➥ I accurately forecasted quarterly and annual hiring needs by department; strategically sourcing candidates to prepare a streamlined succession planning pipeline.

Talent Acquisition Specialist

Cielo Talent

Adecco

Technical Recruiter

Certified Executive Coach (ICF) | I help women leaders amplify their performance + presence to become Executives | Wife & Mom of 3 | Exec Group Coaching Program launching in Aug 2024 | Book a call today ⬇️

April Little

If your leader isn’t developing you, it’s because they don’t plan to promote you.

A client came to me after years of hearing praise, but never seeing real development.

She had been with the company for over a decade and had every reason to stay.

There were strong benefits, long-term financial incentives, and a short commute that made leaving feel costly.

Her boss offered reassurance but avoided giving visibility, stretch assignments, or decision-making opportunities that built trust.

She had made the mistake of delegating her growth to him and assumed he would follow through.

The introductions he promised never happened, and the connections she needed were never made.

She stayed hopeful while others advanced, until she realized she had to take control herself.

We built a strategy that made her readiness clear to decision-makers across the organization.

She led an operations project that improved efficiency and reduced costs across three major business units.

She established credibility with senior leaders who saw her delivering outcomes at a strategic level.

She won a company-wide award that gave her visibility and recognition from executive leadership.

She raised her hand for high-impact initiatives that required cross-functional collaboration and measurable results. 

None of this came from her boss.

Every opportunity was created through intention, relationship building, and proof of performance.

You cannot afford to confuse kind words with real investment in your future.

The people being passed over are being quietly told the truth.

Your career is not their responsibility but it is yours.

Former HR Exec Helping Women Leaders ($150k–$500k) Get Promoted to Vice President. ✨2025 Time 100 Creator✨ | Careers, AI & Tech Creator | 2 Million Monthly Views | DM “Executive Material” for Coaching

Being the “FIRST” can feel like winning and drowning at the same time.

I was the first in my household to go to college.
The first to make six figures.
The first to reach executive leadership.

I used to feel caged by the weight of being the first. 

Eventually, I saw the freedom in it.

Now I work with women who are creating new firsts:
• Becoming first-generation millionaires
• Buying homes no one else in their family could
• Parenting with intention instead of survival

One woman used her executive role to open three new manager seats and mentored others into those roles. 

That decision created life-changing income for people who had never been given a real shot.

I’ve done the same by helping the people I led secure raises, promotions, and visibility that opened doors for the next person behind them.

I understand the weight of being the first. 

That’s why I always cheer when someone does the thing they’ve never seen done.

And I remind them it’s still possible, even when they don’t have the “proof” yet.

Being the first is a privilege.

It’s also a responsibility.

Make sure you’re not the last.

Seeking A Board Position | Former HR Exec Helping Women Leaders ($150k–$500k) get VP Ready: Comms, Power Dynamics & Influence | Speaker | ✨2025 Time 100 Creator✨| Careers, AI & Tech Creator

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ELLA Consulting

ELLA Consulting engages over two decades of professional experiences obtained in the fields of higher education, workforce development and human services to meet its prospective clients where they are. Clients include the higher education sector, as well as local government, non-profit and for-profit arenas.
• Career Development: provide 1:1 career coaching, aiding clients in career mapping, editing of professional marketing materials (e.g.: resume, cover letter, LinkedIn profile) and methods of extending ones’ network. Streamline and reimagined an executive onboarding process for a post-secondary institution, including the creation of a peer mentoring data intake form to facilitate the matching process and capture the overall user experience.
• Leadership Development: administer MBTI I and II assessments, providing session attendees with information that can be leveraged to increase communication, productivity and team synergy, as well as a better understanding of self.
• Program Development and Evaluation: create and facilitate customized sessions on topics specific to an organizations’ needs. Topics have included: but are not limited to): job search assistance for recently incarcerated adults, employee onboarding, leading with authenticity and self-awareness, workplace communication, and professional network development. Performed an evaluation of a city’s My Brother’s Keeper Program, resulting in the creation of a logic model and customized data collection forms for each participating community organization.

Founder and CEO

Morehouse School of Medicine

Oversaw and guided best in class solutions related to employees’ life cycle, with focus on the areas of orientation, onboarding, and employees' overall development. Created and executed an institute-wide learning and development strategy.
• Created and executed a New Hire Onboarding Program. Introducing new employees to key institutional areas, this full day event aimed to engage new employees within their first 90 days. 
• Curated customized LinkedIn Learning Paths, as well as customized content aimed toward the overall development of individuals and teams. 
• Facilitated New Leader Assimilation session(s) for incoming MSM executive-level leaders.
• Developed and managed a Learning and Development Council representing 10 departments across the institution, designed to synergize and coordinate learning and development initiatives, as well as maximize resources.
• Regularly assessed departmental needs to inform development of engaging, educational learning and 
development content.
• Acted as the Title III Activity Initiator for the Human Resources department, ensuring the execution of key performance indicators, as well as timely completion and submitting of all required reports.
• Collaborated with marketing ad communication (MarCom) to reimagine and execute online orientation-related video content, as well as in-person session materials. 
• Assisted in the execution of the 8-week Morehouse Innovation and Inclusion Leadership 
  Academy (MIILA). Inclusive of co-developing academy curriculum and acting as an ad hoc committee 
  meeting to select cohort members.
• Co-created, executed and facilitated content for the annual 1.5 day Leadership Council Retreat.
•  Developed an intern-to-talent pipeline to address MSM personnel needs while providing undergraduate students with employment opportunities.
• Provided mentorship and direct supervision of the Human Resources intern.

Director of Learning and Development

City of Hope

Provided diverse development experiences at each stage over an employees' career span at City of Hope, offering programs that accelerate high-potential talent and assisted in the facilitation of a consistent leadership pipeline. This was inclusive of consulting and coaching employees, as well as managers on development opportunities. 
• Created an enterprise-wide mentorship program pilot (26 pairs of participants), which was launched in August 2022.
• Co-facilitated the LEAD 3 program, which was designed to increase leadership readiness, leadership equity and enhance collaboration between the minority and underrepresented groups within the enterprise. 
• Leveraged assessments, such as the Myers Briggs Type Indicator (Step I and II), to assist enterprise members in improved team collaboration, as well as individualized professional development. Created content to develop a virtual Career Development Toolkit to assist enterprise members in their professional succession planning.
• Partnered with leaders across the enterprise to strategically transform the organization through development, learning and performance initiatives using a scope of excellence.

Senior Manager, Enterprise Development & Performance Excellence

Rochester Institute of Technology

• Assisted Veterans Upward Bound participants in basic reading and writing support, with the goal of improving standardized test scores, and gaining skills necessary for entering college level writing.
• Created and engaged program participants in activities to facilitate their ability to understand, interpret, read and synthesize a variety of texts. Particular attention was given to critical reading, academic writing conventions, and revision.

English Instructor (virtual*)

Success Enrichment Group

• Contracted to provide virtual instruction to homeschooled, public and private schooled kids. Subjects ranged from professional etiquette to various styles of essay writing, such as descriptive and research-based.

Teacher

Cheryl Speranza Leadership Institute

Provided feedback and benchmarking in the development, implementation, analysis and continuous improvement of the programmatic components of the Cheryl Speranza Leadership Institute.
• Collaborated with the Chair to recruit and retain students for the Institute, including the ensuring of their academic success. This included: monitoring academic progress, identifying gaps requiring support services  (e.g.: tutoring services), acting as a life coach to assigned students and conducting research related to middle to high school integration and socialization. 
• Engaged in hybrid learning as co-instructor of leadership course content to program participants (in-person and via Google Meet).
• Conducted research aimed at attracting and retaining the best resources to support the Institute, including guest speakers, learning materials, mentors and volunteers. 
• Created, executed and maintained the Community Mentoring program designed to match each Institute cohort member with a community mentor that will support them the duration of their high school career. Also responsible for the creation, execution and maintenance of the Peer Mentoring program, which matches a Scholar with an upperclassman to supports them during their first calendar year at Our Lady of Mercy School for Young Women (OLM).
• Designed and executed symposiums/programmatic initiatives to engage OLM faculty and staff, as well as community members to educate Institute students on pertinent topics such as: becoming college ready, career exploration/trajectory development, time management, health and wellness.
• As the community relations representative, engaged and informed the community about all aspects of the Institute via radio and television appearances; established and retained a social media presence in collaboration with the Chair (Facebook, specifically).

Vice Chair

• Provided collaborative support for campus programs and events to promote a clear pipeline and partnership between MCAS junior through senior year students and other units within the Diversity and Inclusion Division as well as institute-wide. 
• Partnered with RIT’s Office of Cooperative Education and help guide their efforts in assisting underrepresented students in securing cooperative experiences, access to support services and relevant programming. 
• Developed, implemented, and evaluated: leadership development opportunities, training, conferences, and workshops for upper-classman student development. 
• Researched best strategies and programs that will assist MCAS students in career preparation.
• Served as the advising coach for MCAS Scholars program and monitoring academic progress. This is inclusive of regular meetings and outreach with students to discuss needs, monitoring academic progress, team-building exercises, and assisting with the resolution of academic and personal challenges.
• Collaborated with McNair/LSAMP in creating appropriate training and preparation for graduate school.
• Provided programs and partnerships for co-op and career development opportunities.
• Implemented and evaluated leadership development opportunities, training, conferences, and workshops for upper-class student development.
• Developed opportunities for MCAS students to participate in community service opportunities (Into the Roc, Alternative Spring Break, General Community Service, etc.), working closely with RIT's Center for Leadership and Civic Engagement.

Assistant Director of Student Development

• Executed curriculum designed to serve as an interdisciplinary catalyst for first-year students to access campus resources, services and opportunities that promote self-knowledge, personal success, social responsibility and academic skills awareness.  
• Met with students at least once during the term to address items such as: time management, studying strategies and interpersonal relations.

YearOne Instructor

Developed and implemented student development programs promoting leadership and personal growth to facilitate a balanced educational and social environment for MCAS affiliated students.
• Supervised MCAS Graduate Assistant, which was inclusive of the interview and selection process, scheduling, task delegation and professional coaching (as needed).  
• Coordinated MCAS signature and Summer Bridge programs, including management of a budget for learning materials and any other items associated with MCAS programming. 
• Facilitated and developed customized instruction on job search strategies, academic success and career trends.
• Managed the MCAS Scholars program, including oversight of the application, recruitment, interview, marketing and orientation processes.
• Coordinated, as well as co-supervised the Peer Advisor orientation and training for the Summer Bridge program.
• Provided supplemental advising to students within MCAS Scholars, Summer Bridge and affiliated student groups.
• Bridged the gap between faculty and administrators in various academic programs/departments to achieve the overall goals of MCAS, the institute and academic departments.
• Served as a representative of RIT's Admissions department at various college fairs/events as assigned.

Assistant Director of Programmatic Initiatives and Student Development

Led and executed programs to expose students and alumni to opportunities within the human and federal/public service sectors. Designated point of contact for navigation of the federal job process, as well as various federal internships, such as the NYS Assembly Internship, Presidential Management Fellows (PMF) and FBI Honors programs.
• Coordinated and executed the institute-wide spring and fall term Mock Interview Day Program, as well as the annual Graduate School Fair.
• Advised and counseled students/alumni within the College of Liberal Arts and the Master of Computer Science program. Student population included, but was not limited to: AALANA (African American, Latino and Native American), first-generation, veterans, traditional and adult learners. 
• Taught several co-op courses per term to educate students on the co-op process and marketing strategies.
• Developed and facilitated customized instruction on job search strategies, workplace success, career trends and issues via seminars, workshops and class-based presentations.
• Served as a representative of RIT's Admissions department at various college fairs/events as assigned.
• Bridged the gap between faculty and administrators in assigned academic programs to achieve the overall goals of the institute and academic departments.
• Served as account manager to assigned employers to facilitate effective, long-standing institute and employer recruitment partnerships. Employers include, but not limited to: City of Rochester, US Census Bureau, iCardiac, FBI, American Red Cross, Monroe County Crime Analysis Lab, Rochester Police Department, Hillside Family of Agencies, Canandaigua VA and Finger Lakes Community College.
• Collaborated with Assistant Director for Alumni Relations in the coordination of RIT's first Alumni Job Club; former lead on the Young Alumni Career Series, creator of innovative and informative programming for young alumni.

Career Services Coordinator

As the only Certified Federal Career Counselor and Certified Federal Job Search Trainer in the Upstate New York Region during this time frame, coordinated and executed workshops on navigating through the job search process within the federal sector. 
• Acted as a contracted consultant, aiding college students and experienced professionals in navigating the federal sector. 
• Highly experienced in the coordination and facilitation of web-based workshops  (via Adobe Connect and Go To Meeting), as well as the traditional and classroom presentations on the topic of the federal job process to RIT students, alumni, the Rochester community and surrounding areas.

Certified Federal Career Counselor & Certified Federal Job Search Trainer

Monroe Community College

Designed and implemented curriculum for TRS 200 (formerly TRS 101, 103 until Fall 2013*) TRS 105 and REA 098 to provide students with instructional materials during class to increase overall comprehension of the English language. 
• Developed innovative teaching aids to facilitate the development of literal and interpretive reading abilities, basic grammar, usage, mechanics, as well as word recognition strategies.
• Integrated situational exercises into class activities to foster the professional growth of students, including additional educational options (e.g..: 2+2 program).
• Promoted from Adjunct Instructor to Assistant Professor (Adjunct) in August 2013.

Assistant Professor (Adjunct)

RochesterWorks

• Developed, implemented and amended individual employment plans for customers; assisted customers in developing the necessary tools to effectively organize and conduct a job search.
• Administered and referred clients to career assessments as needed to aid in their career development.
• Counseled customers on existing training, education and community resources; provided guidance on selection of academic program and write training vouchers for eligible customers.
• Collaborated with staff and management as a team to meet enrollment, expenditure, retention, earnings and credential performance goals.
• Acted as the lead liaison for Rochester area colleges, such as Bryant & Stratton, Monroe Community College, (Henrietta & Damon City Campus) and other non-profit organizations as assigned.
• Performed outreach activities, employer recruitment events and job fairs to educate the community at large of RWI services.

Career Services Advisor

With over two decades of experience in learning and development, curriculum design, and program development, I am a Fractional Executive and Consultant who is adept at developing creative and innovative solutions to complex problems. Certified in Myers-Briggs Type Indicator (MBTI) I and II, I enjoy leveraging assessment results to assist teams in addressing issues ranging from building trust to strengthening communication. 

Utilizing various platforms and instruction design techniques, I have also facilitated customized workshops and training sessions on a variety of topics, such as team building, effective communication strategies, brand recognition, conflict resolution, the federal job process, and leadership development.
Additionally, I have acted as a career conversion coach, providing 1:1 career coaching inclusive of engaging clients in career mapping, professional marketing material editing, and methods of professional network expansion.

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April Little

Sharitta F. Gross, Ed.D.

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Sharitta F. Gross, Ed.D.

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Engagements

Likes

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