• Lead career growth, employee development, performance management, succession planning, employee integration/onboarding, leadership diversity, talent marketplace • HCM Project Lead to replace our HCM with SAP SuccessFactors ($100m project)• Designed and implemented the enterprise hybrid and work area policies• Designed and implemented our individual contributor high potential program selection process for learning and development• Utilized business focus groups to design the following strategies: leadership diversity, succession and growth, performance management, assessments, employee integration/onboarding, new leader integration, and a skills-based internal talent marketplace• Built the case management metrics, performance metrics, and related KPI dashboards• Hired department of six and aligned responsibilities for strategy execution

• Partner with our corporate C-suite executives to develop and apply people solutions that maximize the organization’s workforce engagement and effectiveness. • Developed, scripted & taught leader compensation training webinars• Executive talent development, coaching, workforce planning, organizational development, intervention design, and bringing the business perspective back to HR COEs• Improved diversity of selections in Financial Services from 38% to 68% with implementation of diverse interview panels and a diverse slate tool.• Leading a team of managers and individual contributors through a transition from generalist work to strictly organizational and leadership development.

• Partner with our C-suite executives to develop and apply people solutions that maximize the organization’s workforce engagement and effectiveness• Executive talent development, succession planning, coaching, workforce planning, organizational health assessment, intervention design, and bringing the business perspective back to our HR communities of expertise and HR operations organizations• Leader of Inclusion with Diversity (IwD) culture initiative for our represented workforce• Lead the enterprise team of 25 Sr. Managers, Managers, and individual contributors• Institute of Nuclear Power Operators (INPO) Corporate Evaluation CO.6 host peer• Transition the team from generalist work to strictly organizational and leadership development• Partner with our C-suite executives to develop and apply people solutions that maximize the organization’s workforce engagement and effectiveness• Executive talent development, succession planning, coaching, workforce planning, organizational health assessment, intervention design, and bringing the business perspective back to our HR communities of expertise and HR operations organizations

• Increased Operations employee engagement over 5 points to top decile• Developed, scripted & taught leader compensation training webinars• Designed and executed a multi-year leadership development program for senior leaders of the Operations organization• Reduced outstanding grievances in Operations from over 150 to 20• Key role in implementing a joint management-union Code of Excellence• Designed and implemented the Operations People KPIs • Collaborate with union partners to design and implement a process to transfer 206 displaced Coal employees to jobs closer to home• Steady improvements in forced outage rate and load not served• Led and project managed multiple reorganizations and organizational transformations • Designed and implemented the onboarding and new leader integration for a new, external Chief Operating Officer, resulting in strong embrace by all stakeholders• Designed and implemented the first-in-enterprise affordable three-year workforce plan for Operations• Substantively improved my team performance and engagement (8 points)• Closed three coal plants with high support and zero involuntary reductions in force

• Primary people consultant for two SVPs for our gas generation, coal generation, hydro generation, generation construction, major projects, regulatory projects, and power service shops.• Lead a team of 12 Leads and Individual Contributors Supporting this workforce of about 4000 employees and 4000 contractors.• Closed one coal plants with high support and zero involuntary reductions in force

• Work with TVA’s Chief Human Resources Officer to improve the alignment and engagement of our SBU’s leadership team and workforce• Facilitated named executive officer (NEO) compensation discussions with the press• Compensation Discussion & Analysis (CD&A) reviewer• Manage the business planning and communication mechanisms within the SBU• Developed TVA’s employment value proposition (EVP) to create our employment branding• Developed TVA's People Operating Model• Project managed the design of our operating model transformation

• Implemented a new compensation structure using job leveling (banding)• Implemented and managed TVA's first employee engagement survey• Project manager for the implementation of our middle-manager leadership development program• Project managed the transformation of medical case management

Manage, design, purchase, and implement benefits programs for 12,000 active and 15,000 retired employees. 70% of the workforce is organized (unionized). Responsible for:• Key role in a $50 million PeopleSoft HRIS implementation including: conversion of 10 years historical data; benefits module configuration; test plan design and testing using HP Application Lifecycle Management (HPALM)• HSA program - $13m/yr with contributions• FSA program - $3m/yr with contributions• Relocation program for new hires and internal transferees - $10m/yr• Wellness initiative including biometric screenings and related interventions - $1m/yr• Employee recognition programs governance and oversight• Service awards - $300k/yr• Employee Assistance Program (EAP)

Design, purchase, implement, analyze, and improve benefits programs for 12,000 active and 15,000 retired employees.• Designed the PeopleSoft bolt-on software for our wellness program• Key role in a $50 million PeopleSoft HRIS implementation including: conversion of 10 years historical data; benefits module configuration; test plan design and testing using HP Application Lifecycle Management (HPALM)• RFP development, response analysis, and implementation for dental, vision, pharmacy, service awards, HSA and FSA• New vendor implementation for Service Awards

Supervise three positions: Training, HR Generalist, and Administrative Assistant• Compensation (job evaluation, pricing) using Hay Group method for line, technical, and administrative positions• Source and onboard talent (recruiting, selection, orientation); discipline, absence, and leave management; employee relations• Team performance improvement initiatives

• Talent sourcing (recruiting), selection, onboarding, policy, employee relations, performance management, compensation, absence management, time and attendance, benefits design, and termination• Manage FFD (including drug free work place), FMLA, ADA and all Title 7 compliance• Created a light-duty return to work process for Workers’ Compensation related disability• Developed, manage, and train managers on a best-practice based performance management and compensation system including corporate and operational incentives, market based pricing, annual performance linked increases, and survey participation• Managed needs analysis, RFP, selection, implementation and training for migration to an all-electronic timesheet software

• Managed the HRIS/HCM system including time and attendance system, Sage ABRA and Crystal Reports• Envisioned and managed our strategic change to Consumer Driven Healthcare resulting in a positive, grassroots embrace of these medical plans, multi-year reductions in trend increases, and 70% adoption of H.S.A.’s in the first year• Manage RFP, selection, and premium pricing process for a comprehensive employee benefits portfolio including Medical, STD, LTD, Life, 401(k), Dental, EAP, and various voluntary benefits and discount programs• Conduct large group in person and web based open enrollment meetings in a manner that improves employee morale, engagement, and appreciation for Denark’s benefits• Lead an employee benefits feedback group that provided input on each renewal• Accountable for all PPACA, HIPAA, IRC and ERISA compliance

Accounts Payable (AP) including multi-million dollar check runs, Accounts Receivable (AR), Job Costing, Payroll Job Cost Posting.