As an HR Project Manager, I lead project teams charged with client engagements pertaining to HR operations audits for compliance and assessments for procedures to align to best practices. In addition, I collaborate with other Consulting divisions, Restructuring, Audit, and Tax, to handle HR and payroll taxation projects. With the Restructuring division, I have handled layoffs due to the winding down of companies. I collaborated with the Tax Partner on Section 280G executive compensation evaluations . I also serve as the client’s HR Manager to advise on matters such as employee relations, involuntary terminations, compensation, benefits, and recruitment. In addition, I: • Serve as the designated subject matter expert on construction and design of employee handbook; Maintain and update mandatory policies per local, state, and federal regulations• Project Leader for Employee Retention Credit under the CARES Act client engagements and writer of the Payroll Tax Analysis Memos as part of project deliverables• Ghostwrote blog posts for Armanino LLP’s corporate website regarding: (1) Emergency Family and Medical Leave Expansion Act (2) Furlough FAQ – What Employers Need to Consider (3) SB 1343 Training Requirement (California Employment Law Requiring Sexual Harassment Prevention Training) (4) HR6201: Families First Coronavirus Response Act (FFCRA) (5) President Trump’s Executive Orders for Pandemic Relief and Update on Family First Coronavirus Response Act (FFCRA) (6) San Francisco and San Jose Provides COVID-19 Specific Emergency Sick Pay (7) City of Los Angeles Passes Supplemental COVID-19 Paid Sick Leave Ordinance• Improved employee handbook product by increasing price 16%; Increased price for single policy documents by 20%; Sold both products at increased rates

During my tenure as Human Resources Director I delivered cohesion and guidance to global HR teams regarding programs, policies, and operational workflow. I also delivered an organizational diagnosis with recommendations of programs and structural set up to address challenges that come with rapid growth. During my tenure I was the designated person within the department to take up special assignments and audits for HR and stock and handle cross-functional tasks such as SOX and GDPR. As a GDPR committee member, I managed HR ROPAs. In addition, I: • Created team-oriented, collaborative, and worked-directed environment with direct reports, with the outcome being three of them having received promotions• Project managed the implementation of Workday and led the integration efforts of Jobvite and Equity Edge Online. Implementation kicked off in March 2018 and went live on July 2018; Administered implementation of ADP WFN & ADP Streamline; Projects resulted in improved efficiency of US and international payroll processing, improved international payroll compliance standards, and created efficient processing to be error-free • Managed HR operational infrastructure • Established business entities in new countries in collaboration with VP, Corporate Controller; Established HR & payroll operational infrastructure, including benefits for 26 countries; Analyzed tax structure and stock options for each region • Directed Stock Administration; Supervised Stock Administrator as direct report • Administered US & international payroll operations; Managed US & international payroll administrators as direct reports; Resulted in workflow for transfers capturing start and end dates for employees transferred between countries so taxes were reported correctly • Recruited and hired direct reports

In my role as the Global Human Resources Manager, I directed the operational workflow for all HR functions for 11 countries, excluding recruitment. I also managed US payroll, international payroll, and stock administration. Since taking over international payroll, I strengthened processes, increased response times with local payroll providers and raised the bar on the level of service to be offered. In my role, I also: • Executed new country setups, including establishing employment contracts, policies, benefits, and localized payroll procedures but that also adheres to globalized standards established by headquarters• Led and project managed the upgrade of the ADP platform Workforce Now and Equity Edge Online. Rolled out the upgrades on time and on budget. Created and delivered the user training guides for Workforce Now

While I was the Director of Worldwide Human Resources Operations, I identified the need to expand and reorganize the Human Resources department to accommodate the combination of 40% company growth, increased global employee count and complex business strategies. In the duration of my employment, I made the business case for the management changes, which resulted in the hiring of the SVP of Talent Management, Global Recruiter, Human Resources Generalist, and Manager of Human Resources, India. In addition, I: • Identified Jobvite as the best strategic native SaaS built ATS tool for the company, established the business requirements and implemented the system globally• Initiated the compensation review and then executed on the findings of the review to re-configure the management bonus structure and the company-wide profit-sharing plan, which met financial targets and reduced cost• In absence of CFO or Controller since March 2009, managed US payroll and had full responsibility for meeting each payroll deadline semi-monthly

As the Human Resources Manager, I acted as the Plan Administrator for all US benefits. In this capacity, I recognized that the employee contribution rate was way below market rates, with levels at zero percent contribution. I built a business case for increasing the contribution rate year over year, which was accepted by the CFO and CEO. Though the increased employee contribution rates, the communication of the change was well-managed and was perceived as a win/win situation by the employees. This work saved the company 15% on benefit costs. In addition, while in this role I: • Constructed and executed the layoff of 25% of the employee population in 2005 to meet reduced financial targets. This event allowed the company to focus on core strength and grow the business• Ran US payroll for one year from 2005 to 2006 reporting into the Controller on a dotted line basis. Drafted the payroll manual in response to the lack of documentation that existed

As a Human Resources Contractor, I improved a 20+ step recruiting process to provide candidates and hiring managers with a smooth and non-burdensome experience. In Q1 2004, I filled 16 positions, which were all considered critical to the business success of the organization. In addition, I solved complex benefits and payroll problems for employees, which assisted in having the employees view HR in an affirmative manner where trust had not existed before. I also identified and proposed a resolution to address high turnover issues in a critical department.