Lead the strategic HR function aligned to support Enterprise Clinical Operations, Enterprise Analytics, Network Contracting, Provider Experience, Service, Operations and the Health Outcomes organizations comprised of 13,000 associates focused on implementing and driving people strategies and processes to attract, build and retain a high-performing workforce. • Support and advise C-suite leadership on organizational design strategies that drive innovation and agility, linking our talent to the strategic planning goals of the business. Including succession planning, performance management and talent development.• Foster a culture of strong employee engagement, diversity, inclusion and belonging through measured and monitored insights.• Leadership of a team of HR leaders and cross-functional resources supporting all aspects of the talent lifecycle including talent management, talent acquisition, benefits, compensation and learning & development.Key Accomplishments: • Led multiple complex large-scale organization effectiveness & design initiatives to drive improved member and provider experience, execution of the Value Based Contracting model, and new capabilities to deliver Health Equity and Community Health outcomes.• Enterprise leader for the Anthem Associate Redeployment initiative to create a cross-functional forum between finance, business leaders and HR intended to drive workforce planning and reassignment of associates to better align resources to top business priorities, drive career growth and development, and mitigate potential role reductions. • Led a Front-Line Associate Experience initiative to assess, plan and execute actions linked to increasing talent attraction, retention and experience for front-line associates across the enterprise resulting in the roll out of realistic job previews, holistic compensation review and a revamp of training.

Led an international implementation organization in the US and India responsible for the technology and service model implementation of ADP's HCM software platform and administrative service offering aligned to the small business market segment driving $58M in annual revenue recognition.• Led the merger, integration and transformation of two complex organizations through the development and execution of multiple improvement initiatives focused on client experience and operational excellence including training and development, process effectiveness, right-shoring and variable staffing models. • Delivered a YOY 30% increase in revenue recognition and 103% in units for 2019.• Drove multiple client experience initiatives focused on associate training, coaching and development resulting in a 30% increase in client experience scores (measured through NPS) in FY18.• Facilitated thoughtful planning and partnership of leaders and associates resulting in a 20-point increase in associate engagement for 2018 over 2017.

Strategic HR leadership of two business units generating $500M in revenue with responsibility for 1800 associates. Worked closely with senior executives to evaluate and develop human capital strategies and drive alignment to both business and HR organizational goals.• Led succession planning, leadership development and large-scale organization transformation resulting in reduced YOY voluntary turnover of 5% and a 30% increase (to 95%) of co-located teams based in key locations. • Led the design and execution of multiple initiatives in partnership with learning, talent acquisition and BRG leadership:• Emotional Intelligence• Driving Client Experience through Effective Leadership• Military Hiring Program• Developed ADP's tuition part-time reimbursement policy to drive market competitiveness and increased retention of our part-time associates.

Trusted adviser to BU President and Executive Leadership Team for an international, high growth, innovation-focused business unit in the consumer market segment. Supported the organization in matters relating to performance and talent management, career development, succession planning, employee relations, organizational design and effectiveness, compensation and leadership development. Managed the Equifax Global Immigration Program, responsible for process management and consulting to all H-1B, L-1B/A, TN and F-1 visa holders in the organization. • Led international integration efforts of an internal merger of US and UK organizations around compensation planning, organizational culture, engagement and leadership cadence. • Organization-wide engagement action planning working closely with leadership and employees to improve work relationships, build morale, increase productivity and retention resulting in a 5% YOY increase in engagement.• Led organizational restructuring, change management, communication planning and rollout while maintaining one of the top employee engagement scores in the company.

Led the international recruiting functions for Equifax supporting enterprise wide recruiting. Designed Service Level Agreement metrics, identified opportunities to impact performance trends, and drive accountability for developing and executing action plans to increase SLA attainment within the team. • Developed a comprehensive Talent Acquisition Strategy designed to address time-to-fill, quality of hire and variable requisition loads resulting in an overall reduction in time to fill of 15 days, from 60 to 45.• Created an organization design with a promotional and developmental ladder embedded in the design to allow for succession planning in the team.• Developed and implemented recruitment metrics to provide insight into trends, hiring patterns/needs, time-to-fill, turnover, cost per hire and ROI for various recruiting tools, allowing senior leadership to analyze the effectiveness of recruitment process and methodology.

Envisioned, developed and implemented recruiting strategies to meet the company's evolving hiring needs for a growing, national subprime lender.• Developed process and policy such as the Employee Referral Program and Requisition Process to avoid outsourcing recruitment efforts resulting in recruitment fee avoidance of $1.5M annually, an average of 13 hires per month, per recruiter, with average time-to-fill of 45 days. • Launched the College Recruiting Program and In-House Career Fairs, exponentially increasing the talent pool for new sales candidates.

• Managed a full IT recruiting desk, successfully developed new business and handled recruiting efforts. Developed new accounts through cold calling and referrals from existing, satisfied clients. • Partnered with top executives at high profile accounts such as IBM, HP and EarthLink to fill mission critical positions. • Consistently met deadlines for project staffing recruiting senior level technology professionals including .Net developers, system architects, network engineers, project managers, DBA’s, graphic artists and many other disciplines.