Alice Bertholin Rice Email & Phone Number

• Lead the NA people strategy for Animal Health, supporting the business to deliver on our financial commitments through a workforce of >1,000 employees by shaping our culture, fostering DEI, and embedding values and Ways of Working.• Spearhead organizational design and transformation for NA and a large-scale global reorg by partnering with the business to enable our strategy. Lead team members through project design and timelines, communication strategy, and right-sizing of support functions to achieve optimal state.• Lead job evaluations for several executive-level roles (VP, AVP, and Executive Director). Partnered with external consultants and leaders in the evaluation and evolution of the Sales Incentive Program. Partnered with compensation COE on Pay Equity and Compensation Modernization projects. • Support leadership transitions by partnering with the business in the selection of key roles, succession planning, leader onboarding, and coaching. • Led HR Due Diligence for Vence acquisition, including risk assessment, retention strategy, and integration.• Embedded new Talent Growth Framework. Led Succession Planning for NALT and supported the implementation of a new 360 evaluation for executive levels. • Designed and developed a new curriculum for People Manager Capabilities; delivered sessions and facilitated monthly and just-in-time pull through sessions. • Support the evolution of our workplace strategy and benefits during and post-pandemic to ensure a safe return to the office while fostering situational leadership, resiliency, and empathy. • Lead a team of 5 HR professionals providing coverage for commercial, manufacturing, and global client groups as well as Early Talent strategy and programs. Mentor junior talent in the organization. • Implemented HR analytics to drive decision making through a monthly Org Health Dashboard to monitor KPIs for talent attraction, retention, rewards and recognition, engagement, and D&I.

• Provide leadership and HR support for the Animal Health Intelligence business, made up of several recently acquired entities, under Merck’s Animal Health division. • Establish strong business partnerships, supporting a fast growth profile for the company, executing business and HR integration activities, and establishing practices to support managerial and employee development across the commercial, production, and technology development organizations.• Provide HR and Leadership coaching support to the Leadership teams for Allflex, Biomark, Quantified Ag, and Sure Petcare.• Provide expertise in the development of the organizational talent and diversity strategy, talent management, workforce planning, organizational design, restructuring, change management, leader effectiveness, performance management, compensation and rewards, and employee relations issues.• Lead and execute HR Integration activities, including a strong focus on change management and capability development.• Coach leaders and members of leadership teams to successfully manage all people management processes.• Understand dynamics and key business priorities of client groups to provide coaching to business leaders on effectively managing their organizations.• Develop and implement a Learning and Development plan to accelerate capability build across all three businesses and to support and enable talent needs.• Ensure fast and effective staffing of roles across commercial and production groups.• Collaborate across the HR network and with other stakeholders across the organization to resolve escalated issues and generate solutions to enable client’s business strategy.• Lead implementation of programs to drive development, employee engagement, and retention.

Greater Chicago Area, Il, Us

• Develop and manage the Employee Experience strategy focusing on our employee’s career and engagement journey in alignment with the new global business strategy. Embed new purpose and leadership framework to create a shift in our company culture - becoming consumer and growth focused.• Create an effortless work environment allowing our colleagues to focus on what’s important: their job, their development, and leading through our values and behaviors. Ensuring our employees feel trusted and valued, especially during defined Moments that Matter.• Lead global HR transformation by implementing best-in-class integrated talent management technology such as Workday, Service Now, Glint, and designing employee-centric HR experiences and services. Manage large-scale global project and implementation, design solutions, manage and engage executive HR leadership stakeholders, and lead change management efforts. Partner with external consultants to deliver project on-time and within budget.• Steer our annual Strategic Talent Review process, including leading the team that collects PxP ratings from the BUs and conducts the analysis globally (key talents, capability assessment, retention risk analysis, org health, and diversity in the pipeline).

Greater Chicago Area, Il, Us

• Own strategic direction and delivery of five HR areas (Global Learning & Development, Engagement, Succession Planning, Performance Management, and Employee Relations) by leading teams located in Global Shared Service Centers in Latin America, Europe and Asia.• Partner with Chief Learning Officer and Global Talent COEs to create and implement strategies and initiatives by leveraging Learning Management and Talent & Engagement service delivery towers. • Partner with business units to build the right enterprise capabilities.• Provide thought leadership, service definition, and E2E management for Talent Management, Engagement, Learning and ER processes globally.• Oversee the successful delivery of global programs under Mondelez International University (MIU) in partnership with Faculty Deans and a global network of Learning program owners, designers, activators, facilitators, and 3rd party vendors. • Guide annual global Culture and Engagement process. Assess external trends and new technologies to continuously improve our ability to measure the pulse of our organization.• Lead annual delivery of Performance Management cycle and Succession Planning including goal setting, performance review cycles, development planning, PxP and critical roles.• Drive global process standardization for geographically diverse teams. Own Talent and Learning global service line roadmap, monitor KPIs, and change controls.• Provide guidance to Team Leads to manage execution of policies and procedures.• Articulate policy and sets boundaries for risk mitigation, compliance, and cost control.• Act as design authority during migrations. Interpret and define sustainable E2E requirements and optimal processes.• Partner with stakeholders to analyze systems, quality, and participate in CI projects globally.

Greater Chicago Area, Il, Us

• Responsible for a team of 17 HR professionals including ER Managers, ER Specialists and a Team Lead for NA and LA. Hire, train, and coach a new team of 8 Employee Relations professionals to support approximately 20,000 employees across NA & LA for all employee relations matters including compliance investigations, employee complaints, disciplinary actions, performance issue management, absenteeism, job abandonment, and legal / tribunal investigations.• Lead the migration of Employee Relations work for Latin America into a Shared Services model based out of Costa Rica. Develop and document new standard operating procedures while integrating these new processes into existing NA operation.• Steer a cross-functional project team of HR practitioners, legal counsel, and compliance leaders through a Fit Gap Analysis to identify areas where ER processes required regional and local adaptations due to various country legislation and restrictions. • Partner with change management leads to build and execute a training and communication plan for people managers and individual contributors as well as HR and country leadership teams.• Redesign the existing NA ER operation to fit the new regional focus, including organizational design and definition of new roles and responsibilities.• Partner closely with Business Integrity, Global Security, and Legal Counsel. Manage and influence HR stakeholders and line managers. Collaborate with HR COE and HR Business Leaders to understand and implement ER processes and drive continuous improvement.• Ensure ER processes are delivered to a consistently high standard that meets the needs to the region and ensures processes are followed consistently and fair and equitable treatment is applied.

Greater Chicago Area, Il, Us

• Founding member of the company’s first captive Employee Services Center in Costa Rica, a pioneering model for delivering HR solutions globally. As a member of the Leadership Team, I am responsible for setting a successful foundation for the site, from creating a winning culture grounded on Mondelez’ values, to empowering our people to be at their best and deliver best-in-class HR service with transparency, efficiency, and measurable success. • Build, lead, and coach a new team of 7 Employee Relations Managers supporting approximately 12,500 employees in North America for all employee relations matters including compliance investigations, employee complaints, disciplinary actions, performance issue management, absenteeism, job abandonment, and legal / tribunal investigations.• Migrate the Employee Relations operation from NA to a new Employee Service Center in Costa Rica through a rigorous methodology including Cut-Over Planning, Risk Assessment, Internal Controls, Knowledge Transfer, Testing, Soft Launch, Go Live and Hyper Care strategy as well as training, communication, and change management for the retained organization.• Develop and deliver a robust 8-week training program on US & Canada Employment Law, investigation and documentation best practices, managing performance, coaching and feedback, effective case management, etc.• Partner closely with Business Integrity, Global Security, and Legal Counsel. Manage and influence HR stakeholders and line managers. Collaborate with HR COE and HR Business Leaders to understand and implement ER processes and drive continuous improvement.• Ensure ER processes are delivered to a consistently high standard that meets the needs to the region and ensures processes are followed consistently and fair and equitable treatment is applied.• Define and measure KPI’s, volumetrics, and service level agreements (SLA’s). Provide quarterly business insights to the region and define management action plans.

Greater Chicago Area, Il, Us

• Provide HR expertise to North American and Global RD&Q Leadership Teams. Partner with line leaders and HRBP to deliver against functional HR goals and business goals, utilizing both functional HR knowledge and knowledge of the business.• Provide HR guidance to all employees within their defined scope. Support Centers of Excellence (COE) partners in areas such as talent management, talent acquisition, compensation administration, promotions, training, and employee engagement activities.• Lead talent calibration sessions for RD&Q NA & Global. Coach managers in delivering powerful conversations grounded on solid feedback and developing Robust Development Plans, Performance Improvement Plans, or succession plans. Lead and evaluate Organizational Health and Succession Planning sessions at mid-to-senior levels.• Coach people managers in application of HR tools including Success Factors, Workscape for Compensation Planning, and SHARP as well as HR programs in Talent Development, Herrmann Brain Dominance Instrument (HBDI), Diversity & Inclusion initiatives, new employee orientation, Group Mentoring, and other work streams that support Mondelēz International’s goal of being a great place to work.• Facilitate HR related training such Salary Grade Expectations, Talent Assessments and Talent Calibrations.• Partner with HR Coordinators and HRBPs ensuring HR policies and new Zero Based Budget practices and policies are administered consistently.• Support HRBPs in change management initiatives including legal reviews, terminations, organizational announcements, restructures, and severance delivery.• Deliver HR projects and serve as SME for RD&Q; foster best practice sharing and continuous improvement within HR Solutions team.• Ensure compliance with all labor and employment laws. Conduct employee relations investigations and advise management on appropriate next steps.

Slough, Berkshire, Gb

• Support RB's Supply Chain organization with Employee Relations, Disability, FMLA, Maternity / Paternity Leave, conflict resolution, investigations, exit interviews, retirement, etc.• Partner with Supply Directors and HRBP in all aspects of talent management including succession planning, performance management, promotions, re-organizations, outplacement, talent assessment, labor relations, terminations, severance agreements, litigation, etc. •Build a robust talent pipeline by recruiting, interviewing, and selecting candidates while working with managers to prioritize key roles. Promote and grow our Employee Referral Program as well as increase our network’s reach by optimizing our LinkedIn strategy. • Foster RB’s Global Mobility by facilitating a global pipeline, partnering with colleagues across regions and managing international transferee process (immigration, on-boarding, and cultural assimilation). • Manage graduates by recruiting, developing, coaching, and managing strategic placements. • Partner with Compensation & Benefits in salary benchmarking to ensure equity and attract top talent . • Train and coach employees on Leadership skills (based on Lominger Competencies), Talent Assessment process, and Supply career paths. Rolled out Culture Pulse Survey for Supply and selected as part of change management task force to address action planning focused on RB's Leadership Charter as a strategic imperative. • Partner with Regional Supply Director and Global Supply Chain Leadership in developing functional competencies for Supply Services.• Serve as NA Corporate HQ point of contact for HR Managers across 5 plants. Provide HR support for employees across distribution centers and satellite offices.

Slough, Berkshire, Gb

I was responsible for RB's University Relations for North America.• Built a robust pipeline of talented graduates in Marketing, Sales, Finance, Supply Chain, Research & Development and Human Resources across multiple locations in NA.• Developed and executed a targeted recruiting strategy to achieve targets for the Commercial Graduate Development Program as well as Internship and Co-Op Programs (hired approximately 100 candidates annually). Developed strong partnerships with approximately 20 top universities across NA.• Managed 3rd party Recruitment Process Optimization (RPO) vendor. Streamlined UR process and reduced shipping costs by 40%. Improved new hire process by creating a fully electronic (paperless) process that will generate $10K yearly cost savings. Worked with Compensation to streamline car policy for grads, saving RB approximately $40K annually. • On boarded and developed summer interns, including all programming, paperwork, and conversion to full time employees.• Led Corporate Brand Awareness efforts including agency management for the U.S. while aligning with Global efforts. Tasked with increasing RB’s brand awareness externally – achieved and doubled target goals for both early careers FMCG and targeted universities.• Mapped Graduate Development programs for RB globally with the goal of aligning recruitment, selection, and assessment methods and identify gaps in our processes. Developed a model to share marketing & sales grads across NA and Europe. • Full-life cycle recruitment for Finance, IS, Supply and HR.

New York, Ny, Us

I had a dual role in Diversity and Inclusion and University Recruiting. I worked closely with Ogilvy's Chief Diversity Officer in implementing diversity & inclusion initiatives such as professional networks, targeted recruitment and retention of top talent, diversity and inclusion training, and partnering with our clients' affinity groups for events. Our department worked very closely with senior executives in developing long term strategy and partnered with HR to make Ogilvy an employer of choice. I developed relationships with 20+ campuses across N.A. and built relationship with key organizations in the industry (AAF, 4A's, Diversity Best Practices, Emma Bowen, NBMBAA, etc.)

San Francisco, Ca, Us

I worked with immigrant professionals in a variety of strategies with the goal of helping them reestablish their careers in the U.S.I worked with the Executive Director and the VP of Leadership Council in the logistics and planning of Upwardly Global's annual fundraiser at Ellis Island. I identified and cultivated a new donor, resulting in a strong partnership for the organization. I led the production of institutional videos used by management in attracting funders, building employer networks, media outreach, website content, and training of mentors and volunteers. I developed a competitive analysis report for the Managing Director in New York and worked with Upwardly Global's San Francisco office to analyze data for both offices. My final presentation was used by the organization's Managing Directors and Board of Trustees.

Morristown, New Jersey, Us

As part of the World Languages Department, I taught intermediate to advanced level French and Spanish language and culture courses. I also designed and implemented a new course curriculum that would better transition students from intermediate to advanced level. I was a faculty member of the Diversity Committee, attending the People of Color Conference in Boston. I was also the faculty adviser for the American Field Service (AFS) Club where I served as the main liaison between the international exchange organization and the school community. As such, I organized relevant cultural events and helped Morristown Beard with the evaluation of AFS candidates, interviewing and selecting host families.

New York, Ny, Us

As a Guggenheim Fellow I was involved in all aspects of the museum's operation including event planning, customer service, educational programs, and exhibition maintenance. I was also in charge of giving several lectures in multiple languages in a variety of topics within Modern and Contemporary Art that formed part of the Peggy Guggenheim Collection.

International Business Focus, Multinational Business Management / Conflict And Negotiations / Communication For The Global Economy

M.A. International Education, Cross-Cultural Exchange And Training

B.A., Art History And French

Histoire De L'Art