Major accomplishments: Integration operating model design and implementation; synergy and cost budgeting; full global corporate function talent assessment, succession planning, GAPS assessment and development planning; corporate function culture action planning design and implementation; Shared Services model implementation and talent strategy; Customer Service and Logistics reorganization into Commercial functions.• Builds organizational identity, pride and morale through employee engagement, inclusion & diversity initiatives and employee recognition programs.• Partners with leadership teams to understand and execute the organizations human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.• Globally responsible for our Celanese Business Solutions initiative in providing support and guidance to leadership, managers, and other staff around organizational design, staffing, and implementation of the model. • Assesses talent gaps and develop solutions for building the talent pipeline including job assignments, coaching, and training. • Serves as a liaison in the talent acquisition process, including scoping of roles, partnering with Talent Acquisition on staffing strategies, and coordination with internal/external regional partners.• Partners with Global HR Partners to implement business strategy globally• Extensive experience of Continuous Excellence practices, methodologies, and tools. • Responsible for leading the vision, strategy, and organizational governance to support the Celanese Business Solutions Centers. This is a strategic role with accountability to optimize Service Delivery at an enterprise level.

Major accomplishments: Engagement Survey design & implementation; Engagement Survey results interpretation and action planning design & implementation; Talent Management Process refresh - Assessment, Succession and Development Planning redesign & implementation; Performance Evaluation process improvement & redesign; Organizational values design & implementation; Onboarding program design & implementation; Organizational goals and objective cascade design & implementation; Leadership Development Initiative Leader – Leadership Cohort Program and Clinical Leadership Conference Program Leader; Tuition & education reimbursement program design & implementationResponsible for leading the organization's learning, leadership development, talent management and employee engagement strategies. • Partner closely with senior clinical executives to develop and deliver a world class leadership development program• Conduct skills gap analyses to determine corporate and clinical learning needs• Oversee the design of and in some cases deliver employee training programs (e.g. clinical, skill-based and management training)• Design and manage mentorship and coaching programs• Project manage the creation of a talent management framework for the company inclusive of succession planning, assessment of potential, talent review, development planning, and performance management • Lead and deliver the annual employee engagement survey; create a company-wide action planning process• Provide team members with direction for leadership and development initiatives

Major accomplishments: Learning Management System (LMS) Implementation, Core Competency mapping, design & implementation; Talent Management Process redesign – Assessment refresh, Succession Planning design and Development Planning refresh; Engagement Survey results interpretation and action planning design & implementation; Performance Evaluation process improvement & redesign; Talent Acquisition and Onboarding process redesign for optimization and efficiency Responsible for developing, implementing, and measuring programs and initiatives that drive individual and team performance, facilitating professional development, and building strategic capabilities and competencies. Lead Talent Management & Organizational Development Department, to include Talent Acquisition, Learning & Development, and Communications & Engagement groups.• Ownership of talent cycle, enterprise HR/Talent programs and processes in alignment with organizational strategy• Critical role management to include planning, pipeline, and development• Design and lead engagement and cultural programs and initiatives• Collaborate with HR partners and business leaders to identify critical human capital organizational needs to address and prepare for future business requirements• Lead the team to design, develop and implement effective associates training and management and leadership training supporting key talent initiatives • Coach senior business leaders and HR Business Partners to enhance organizational development effectiveness

Major accomplishments: HR project leader for Finance and IT transition to Shared Services model; Full scale organizational design during Flowserve’s Transformation Initiative; Women’s Employee Resource Group leader and project initiative leader; Employee Value Proposition (EVP) design & implementation; Talent Assessment, Succession & Development Plan redesignResponsible for aligning Executive leadership (CIO, CFO, SVP/GC, Operations Excellence) to develop platform and enterprise strategies to ensure the achievement of the talent outcomes. Drive business transformation and champion cultural change as the leader of talent solutions initiatives.• Translate key business strategies into talent plans via work force planning• Leverage analytics, Talent Management programs, and assessment tools to identify and close talent and leadership gaps; collaborate with business leaders on innovative strategies to accelerate succession bench readiness• Advise business leaders on the organizational effectiveness implications and advancement of their organizations

Strategic HR Business Partner and Generalist Manager to Regional Hotel Services and Premier Global Events Division and their respective business units; 1550+ employees plus union. HR Partner to various levels of leadership from Executives to local level. Direct and indirect (matrix) management of generalist and Talent Acquisition teammates. Business Partnering & Talent Management• Aligning HR programs and activities to Division/Regional/Business Unit strategies via workforce planning• Development of solutions and programs tied to Talent Assessment and Succession Planning• Guide Talent Acquisition team with strategy and critical role planning & pipelining• Merger and acquisition organizational design and additional services implementation• Career Path identification, development, and program implementation• Consultation, coaching and feedback to leadership• Learning & Development activities: Instructional Design - Respectful Workplace 101; Facilitation: Anti-Harassment, Customer Service, Conflict Management, Performance Management & Coaching and Interviewing; Learning Program Design: Rigging Specialist Program; project team member on Accelerated Management ProgramHR Generalist & Performance Management• Employee relations: Discipline, Internal Audit and Employee Grievance investigations• Labor Relations• Position and job description development and compensation analysis• Guidance and support for benefits, compensation, and HRIS• Team Member Guidebook compilation and policy development

Employee Relations Specialist II: Responsible for decision making and resolution involving discipline, performance concerns, employee complaints/grievances, employment policy/procedures, and laws in US and International branches. Provided guidance to managers and global workforce to ensure consistency with policies, procedures, and employment law. Provide training for anti-harassment and workplace behavior. Internal Recruiting Specialist: Administered Navy Federal’s merit promotion program to include the internal recruitment process. Created compensation and promotion packages based on analysis of position and pay structure, employee tenure and performance, and hiring manager input. Reviewed all promotions for EEO and Navy Federal policies and procedures compliance. Completed analysis and EEO reporting.

Full cycle recruitment, staffing, and scheduling of 100+ employees for 26 independent operations. Direct management of 5 Regional Supervisors. Managed labor operating expense to ensure budget achievement. Management of employee relations to include discipline, performance management, and employee concerns. Created certification tracking and identified minimum requirements for certified professionals on site. Led all payroll, compensation, and benefits activities for the Branch. Managed international student work program.