India Mejia

ElevateHR Solutions

CEO & Founder

Tropical Island Experience

Executive Board Member

Health Readiness Resources 

Director of Talent & People Management 

MetLife

Director Human Resources Operations

BNY Mellon

VP Corporate HR Recruiter (AMS) (layoff)

Pavo Pelo 

Business Owner

Alibaba Group

HR & Talent Lead- EMEA/APAC

CareOne Management LLC

Human Resources Manager

With over 26 years of experience in Human Resources, I’ve had the privilege of working with global teams across APAC, EMEA, LATAM, and North America. My career has been centered around strategic HR leadership, talent acquisition, and organizational development for companies ranging from startups to multinational corporations. I’ve led HR transformations, driven talent initiatives, and implemented scalable people strategies that align with business growth across dynamic and culturally diverse markets.

In addition to my corporate experience, I’ve successfully owned and operated a business abroad, which has deepened my understanding of cross-cultural collaboration and entrepreneurship. This unique blend of global HR expertise and hands-on business management has sharpened my ability to align talent strategies with broader organizational goals.

I am passionate about creating environments where people and businesses thrive together. Whether leading a global HR function, managing talent across regions, or mentoring future HR leaders, I bring a strategic, people-first approach to everything I do. I’m always eager to connect with other professionals who share the goal of transforming organizations through innovative and impactful HR strategies.

Director of Human Resources & Operations 

Fractional People People

Member

Beaucoup Consulting

Fractional People Operations Leader | Founder

Knowledge

Founder / CEO

StartupExperts

Human Resources Member

Graphio.ai

Graphio developed a manager's digital twin that analyzes employee performance by assessing potential, identifying high-potential individuals, and predicting flight risks - all based on events data without accessing private content, messages, or any sensitive information.

Our recommended usage scenario is to empower employees by giving them access to personalized insights, highlighting their strengths, areas for growth, and unique qualities (their personal SWOT). Leaders, HR, and managers, in turn, receive updates on positive progress and achievements, positioning the company in a "big brother rooting for you" mode that fosters support rather than surveillance.

Investor and Advisor

Go Fractional

Fractional Talent Leader

Redfin

Manages Redfin’s employee engagement survey strategy, managing all aspects of semi- /- annual surveys, including vendor management, planning and execution, post-survey analysis, and action planning. Develop and leads career development programs, including Navigating Your Career workshops, individual development plans, role guides, and other resources to help employees optimize their career at Redfin. Applies an agile approach to launch program offerings throughout the year, adapting and redesigning as needed to ensure data-driven effectiveness. Supports ad hoc learning and development needs based on the highest priorities, including content and curriculum creation, class facilitation, program management, and execution of new program launches, and advising business leaders on workshop creation. Leads future work on Redfin’s role guides, evaluating usage and determining changes needed to the format to help employees understand their role expectations and help them understand what it takes to move into new roles. Collaborates to revamp Redfin’s values, embedding them successfully across the business and hosting focus groups to gather feedback.

Senior People & Culture Program Manager

Identified trends and analyzed data from conducting exit interviews, implementing new retention strategies, and a 10% increase in overall employee satisfaction. This was the most significant measurable increase since Q1 2023
Managed the reduction of workforce for hourly employees and contractors, aligning with business goals while balancing thoughtful communication strategies for tough decisions and conversations, leading to enhanced organizational efficiency
Created and aligned consensus among leaders on the strategy for a performance-driven culture, implementing actionable measures based on ongoing employee engagement survey feedback
Led company-wide performance review cycle for both Tech and Operations business groups, aligning the pay-for-performance model to connect to ongoing business and talent strategy, resulting in a 15% increase in overall performance and a 10% reduction in employee attrition for the trailing 6-months 
Expert in employee relations, leveraging legal degree to handle complaints, emphasizing resolution, and fostering a positive workplace environment. Iterated on current processes and documentation to ensure up-to-date compliance practices
Driving competitive compensation practices and offers through collaboration with recruiting, ensuring alignment with current business strategies, benchmarks, and market trends

Human Resources Business Partner

(Early-in-Career / Internship Program impacted in Nov 2022 reduction-in-force) 

I oversee full lifecycle recruitment of early career and industry diversity hiring. I manage the internship program to increase the early development pipeline into technical roles, ensuring a strong diversity footprint for the organization. I developed a new strategy to attract underrepresented communities and redefined university recruitment functions. I manage a team of 7 direct reports. I contributed to increasing the diversification of pipelines and building a scalable sourcing function. 

Highlights:
-Challenged with transforming a disorganized, decentralized university hiring program that didn’t believe in diversity recruiting or internship programs. 
-Design and execute talent attraction strategies with inclusive principles.
-Built a centralized Internship program that focused on recruiting top talent following internship completion.
-Increased hiring from 25% attainment to 80% after redesigning the program, including workflow and workforce representation.
-Introduced a hiring event model, leveraging in-person engagement, events, and conferences to diversify talent.
-Presented at the South by Southwest conference on DEI in 2022.

Sr. Recruiting Manager - Emerging Talent, Sourcing, and Inclusive Programs

Employer Branding Manager

Twitter

Led team of 3 to execute workstreams for global, small to mid-size events (logistics, communications/PR, branding, volunteers & speakers, recruiting, vendors, etc.). Developed recruiting events/programming strategy that includes the identification and selection of engagement opportunities, event planning and execution, and measurement and documentation of program goals as well as OKRs. Created and launch virtual programming to target job content (#BehindThePlatform), inclusion communities (#LivedExperiences), and senior-level recruitment (#DineAndDiscuss).

Partnered closely with Inclusion and Diversity and Talent Experience teams to ensure programming is engaging the diverse technical audiences and amplify the Twitter and engineering talent brands. Collaborated with stakeholders which included recruiting leadership and engineering business partners to develop engagement strategies that yield strong ROI and aligned with OKRs.

Manager, Global Technical Recruiting Events

Microsoft

Analyzed and developed a strategy to include: on-/-off campus engagement(s), early career talent and social media activation, including scope, management of activities, and resource planning to hit/exceed the hiring goal. Diversity Project Manager of three inclusion program conferences which yielded an average of 4 hires per event: AfroTech, Hopperx1, and Out4Undergrad. 

National Society of Black Engineers Employment branding data: 4,350 impressions to engagement with 230 individual -> 54 clicks to the application as well as 15 direct messages forwarded to the source -> 2 hires. Encompasses driving interests to the Microsoft Student Partners program.

Led training for Digital Sourcers to provide clarity into a "day in the life" of an on-campus recruiter, rhythm of business, candidate lifecycle, and ATS sourcing hack to aid in processing candidates and stellar candidate experience. Partnered with University Recruiting leaders to host a "Launch Week "celebration to build morale throughout the global team and fostering a community between business functions and engineering recruitment-focused groups, regions, and seniority. Served as an ongoing SME panelist at various speaking engagements: SXSW, "Navigating Work Culture and Utilizing Soft Skills" and "Rocking Your LinkedIn Profile".

Inspired the best and brightest technical university talent (Software Engineering & Program Managers) from the following schools:

Brown University
Columbia University
Yale University 
Rochester Institute of Technology
New York University

Senior Global Technical Recruiting - University

Indeed.com

I joined the organization in a sales role, working in America and Canada to recruit sales students and interns. I evolved into the role of a  technical recruiter within six months. I focused on technical roles and built out functions and frameworks for the internship program. I partnered with the first Chief Diversity Officer during the Black Lives Matter movement to introduce the first black/African American Employee Resource Group (ERG), building out a framework for the program with a 7-member board and 400 members.

Highlights:
-Increased diversity representation by 25% for female-identified on the Security team.
-Operated as Project Manager of pre-sourced events: info sessions, networking dinners, and TED Talks
-Decreased cost-per-hire ratios by 35%, time-to-fill to 2 weeks, and interview-to-hire from 22% to 77%.
-Appointed as the Black ERG Leader and the liaison to the National Association of Colleges and Employers (NACE).
-Increased intern conversion rate from 55% to 86%, as well as offer acceptance rate of 77%.

 Technical Recruiter - University

Supported campus recruitment efforts in California, Texas, and Canada for Tech and non-Tech internship / entry-Level roles. Leveraged creative and innovative skills to develop social media strategies, created employment branding opportunities, and identified diverse talent. Established programming to drive and influence internal stakeholders to execute tactics to move the strategy forward for the business unit. 

I help students find jobs. #URIndeed.

Indeed is the #1 job site worldwide, with over 140 million unique visitors per month. Indeed is available in more than 50 countries and 28 languages, covering 94% of global GDP.

Corporate Functions Recruiter - University

Hello! I’m Rafael Williams, a dedicated HR strategist who transforms traditional HR functions into dynamic growth engines that propel organizations to new heights. With a rich blend of experience in People Operations and Talent Strategy, I've had the privilege of partnering with some of the most innovative high-growth companies and startups.

My passion lies in crafting data-driven HR strategies that deliver measurable results. Whether enhancing employee engagement, implementing robust talent attraction methods, boosting retention rates, or driving performance across diverse teams, I excel at fostering cultures that inspire innovation and excellence.

Consulting Expertise 💻
- Strategic HR Management: Designing strategies that integrate seamlessly with business goals, promoting a culture of continuous improvement and excellence.
- Data Analytics & Decision-Making: Translating complex data into strategic insights that empower informed decision-making and optimize HR functions.
- Employee Engagement & Culture: Creating dynamic programs that transform workplaces into engaging, inclusive, and vibrant environments.
- Legal HR Compliance: Ensuring HR practices adhere to legal standards and regulations, mitigating risks, and safeguarding organizations against potential legal issues.
- Talent Attraction: Implementing innovative recruitment strategies that draw top-tier talent, positioning organizations as employers of choice in competitive markets.

Key Achievements 🏆
- Employee Engagement: Orchestrated a 25-point Net Promoter Score (NPS) increase through innovative survey strategies that capture real-time employee satisfaction and drive improvements.
Performance Management: I led a transformation to a performance-driven culture, achieving a 15% boost in productivity and a 10% reduction in attrition, resulting in a more cohesive and motivated workforce.
- Diversity & Inclusion: Pioneered initiatives that enhanced pipeline diversity by 55%, positioning organizations as top employers for underrepresented talent and fostering inclusive excellence.
- Talent Acquisition: Revolutionized hiring processes, cutting time-to-hire by 40%, and launched a best-in-class internship program that consistently attracts top-tier talent across various disciplines.

Rafael Williams, MJur

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India Mejia

Rafael Williams, MJur

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