$2.4 billion, 5,200-employee, market-leading luxury lifestyle brand with 83 retail galleries, 5 restaurants and 32 outlet stores in the US, and e-commerce, catalog, and B2B distribution channels (NYSE: RH).Senior HR Business Partner for retail divisions, B2B channel, and corporate headquarters departments (2,250 employees). Head, Enterprise Learning & Development. Report to CHRO.Senior HR Business Partner:• Transformed transactional HR function into strategic business partner. Aligned HR with business plan. Designed and implemented a senior leader/HR business partner model. Established centers of excellence for talent acquisition, rewards, L&D, communications, and HRIS. • Led retail, B2B, and headquarters HR (organization design, succession planning, talent analytics). Member of operating division senior leadership teams. Played key role in building retail/B2B organizations that delivered results that outperformed market expectations.• Led selection and implementation of new employee hotline/whistleblower platform. Created documentation, tracking, data collection, analytics, and insights that improved case management, informed targeted training, and enabled Board compliance reporting. • Co-led onboarding of new leave of absence vendor. Updated internal and vendor procedures. Ensured quality experience for employees and their managers. Enterprise Learning & Development: • Developed RH’s enterprise-wide, prioritized learning strategy and implementation roadmap. Executed with HR business partners and business unit leaders. • Directed creation of Leader Essentials, a facilitator-led workshop. Empowering 1,000+ managers with the core KSAs needed to lead effectively at RH.• Made the case for annual, company-wide preventative harassment training. Led implementation. Generated positive response from associates. Outperformed risk mitigation goals. • Recruited to RH by former Levi Strauss colleague, RH’s CHRO.

Levi Strauss: $4.5 billion apparel designer/multi-channel marketer. 12,500 global employees. 50,000+ retail locations in 110 countries. Recognized as a Best Place to Work. Provided HR support to the SVP, Americas Retail; the VP, US & Canada Retail; and 4,500 managers and employees in 200+ stores. Managed Wipro BPO relationship. Reported to Sr. Director & HR Business Partner, Americas. • Proposed and led implementation of performance management practices to drive employee accountability and store financial results. Effort put region on track to exceed plan.• Represented Global Retail on implementation of Gallup employee engagement survey. Led Division participation strategy (delivered 85% in Y1 and 92% in Y2). • Partnered with Korn Ferry to lead implementation of 9-box talent and succession planning system. Increased retention of top performers. Contributed to improved financial results. • Led cross-functional holiday recruiting team. Improved marketing materials, processes, and outreach. Successfully hired 4,000+ employees each year.• Joined Workday HRIS implementation four months before go-live. Delivered successful cutover, including data migration, field communications and training, and end-user support (including a network of end-user champions that was replicated globally).• Selected for global implementation team for Workday applicant tracking system because of positive impact on HRIS project. Contributed to configuration, testing, and training. Served as pilot site. Stabilized in three months. Implementation model replicated globally. • Served on global HR BPO team that outsourced administrative tasks, transaction processing, benefits call center support, and employee relations to Wipro.• Recruited to Levi Strauss by former Charlotte Russe colleague.

Charlotte Russe: Private equity-owned US women’s apparel retailer. 10,500 employees, 500+ retail stores, e-commerce.Built field HR programs to support 500+ store managers’ and 40+ district managers’ abilities to execute corporate strategy. Reported to HR Manager, Field. • Enhanced individual development planning process and implemented assimilation program for managers to enter new stores, create 30-60-90 day plans, and develop employees. • Revised company’s approach to managing unemployment insurance claims. Implemented vendor KPIs. Supported district managers on hearings. Cut costs $1 million per year. • Developed new process to investigate, manage, and track employee relations cases (~50 per week). Minimized risk and significantly reduced outside counsel costs.• Recruited to Charlotte Russe by former West Elm colleague.

West Elm: $430 million, high-growth subsidiary of $4 billion multi-channel retailer, Williams-Sonoma (NYSE: WSM). Recruited back to West Elm to manage $9 million P&L, 70-employee Emeryville store. Exceeded plan each month.

Lucky Brand: $418 million segment of $1.5 billion apparel designer/multi-channel marketer, Liz Claiborne (NYSE: LIZ).Managed $2.5 million and $4 million turnaround stores. Recruited by former West Elm executives. Improved performance in both locations to meet/exceed plan.