• Define and implement a strategic and influential diverse university engagement model that aligns with Freddie Mac’s Enterprise Operations + Technology division’s goals and objectives• Manage and scale strategies to grow the top of our candidate funnel across our early career audiences and accountable for the diversity of the funnel• Identify, launch, and nurture partnership programs that define sourcing strategies, establishing new pipelines of talent through targeted university career centers, HBCUs, faculty and national diverse organizations• Build effective long-term relationships with key university individuals at target universities and campus diversity partnerships• Design and drive planning and execution of campus events while partnering with our recruiters• Coach, consult, and influence Freddie Mac leaders on early talent best practices, processes, and programs• Design and facilitate our analyst and internship experience from onboarding, programmatic learning sessions including manager guidance• Champion’s diversity internally and externally by approaching programming with diversity, equity and inclusion across all elements and experiences• Provide a consistent and positive leadership presence for participants throughout the program, bringing guidance, mentorship, and support as needed• Drives a candidate centric approach and positively impacts the candidates experience, consideration, and engagement with Freddie Mac’s Enterprise Operations + Technology division

• Responsible for the development of Leadership Programs (both manager and director level) within the IT Division• Designed the Early Career Hire Program curriculum• Partnered with Employee Technology Experience team to meet the needs of an enterprise upgrade to Office 365; created training for beginners to experts • Managed 2 company sponsored master’s programs within the IT Division• Managed IT employee recognition program• Consulted with IT divisions to meet their learning needs

Responsible for human resources department for a 250+ employee company operating in 4 states, which included managing a staff of 3 HR employees in the areas of recruitment, training and benefits administration. Provided direct support in all areas of employee relations.

Lead the HR function including talent acquisition, retention, systems, employee relations, engagement, benefits, compensation and international HR. Built and aligned the HR strategy to effectively achieve targeted business objectives while building an exciting and energized company culture of a rapidly growing start-up company. Grew the organization by 80% during tenure

Direct strategic planning, development and execution of all HR functions for global software company. Led global staff of 14 HR Professionals from US while maintaining balance of corporate direction to the field. Reported directly to CEO. Selected Accomplishments: • Established Global HR Department to include HR Business Partner Model, Benefits Manager, Recruiting Manager, HRIS Management and Stock Plan Administration• Ensured sustainable culture based on Spring’s mission and values while creating an entrepreneurial work environment that was customer focused and encouraged employee participation & contribution to the growth and well-being of the business• Developed and implemented Performance Management Program• Developed Global Recruiting Methodology to include an Employee Referral Program • Created Global Code of Conduct & Business Ethics Practice• Implemented Global On-Boarding/Off-Boarding Process as well as Global New Hire Orientation• Trained/mentored Senior Management Team with succession planning

Implemented corporate policy at division level. Facilitated organization and leadership development efforts, worked with employees and managers to address root causes of human resources issues. Resolved employee relations issues through systematic approach. Assisted senior management in development of solutions through cultural and process perspectives. Assisted corporate HR with developing and driving company wide programs and initiatives (e.g. salary review, bonus programs, reward programs, performance programs). Viewed as partner, change agent and member of line management staff. • Provided guidance and training to managers and employees on employee relations issues• Conducted termination interviews, provides statistical report to division unit management• Managed recruiting practices (Headcount approval, candidate sourcing, offer letter approval) for assigned division unit, thus providing statistical data for Affirmative Action Plan• Conducted supervisory skills training courses for internal staff• Managed immigration issues and saw through to completion• Experienced with OFCCP audits and resolutions• Worked with Division units to develop specification for content of courses

Successfully managed overall administration, coordination, and evaluation of HR and recruiting policies, programs and practices in fast paced environment, while maintaining high level of “customer service” to employees and management. • Acted as Business Partner, “first line of contact”, with Senior Management Team and Executives• Advised/counseled/trained senior and operating management, and employees on broad spectrum of employee relations issues, including: Performance Management, sexual and other forms of harassment; organization structure; federal employment statutes; and compensation and communications• Developed and implemented company policies. Involved ongoing review and revisions in response to changing business requirements and federal and state guidelines• Handled all employee relations and outplacement counseling and exit interviews • Developed and administered effective recruitment programs and processes for hiring managers. Managed all aspects of recruiting to new hire/ orientation and assimilation process.• Selected as liaison to benefits manager for administering plans that included health, dental, vision, group life, short-term disability, long term disability, Long-term Care, 401 (k) and retention related perks.• Partnered with compensation team to oversee payroll administration for all salary, bonus, commissions, and paycheck adjustments. • Developed and implemented various strategies of “retention tools” to lure and keep employees.

· Developed, facilitated and implemented human resource programs, systems and policy designs relevant to the unique needs of the corporations worldwide offices· Measured and assessed employee and employer needs analysis, turnover rate and retention drivers, through a corporate survey in order to develop effective retention programs and then to deploy through different business units. In addition, provided benchmarking services against Software AG’s five major industry competitors.· Developed retention strategies and communication programs throughout organization such as, but not limited to, diversity awareness program, internship program, mentoring and career development programs.· Managed and participated in corporate sponsored recruiting and campus relation initiatives.· Coordinated college recruiting and relations activities and services for all Software AG business units.

· Guided, educated and partnered with managers and employees on issues related to recruiting, employment and employee relations areas, for the Thomson Companies located worldwide· Managed all phases of the recruitment process, including: Developing job descriptions, Sourcing and recruiting through Internet, ads, agencies, referrals etc., conducted prescreening interviews, one-on-one interviews and background checks· Analyzed and addressed departmental compression and compensation issues· Conducted new hire orientation· Participated in Job Fairs· Developed internal/external job posting program· Developed external sourcing strategies through Internet.· Analyzed and developed internship program.· Assisted in the development and implementation of recruiting structure. Streamlined procedures and developed reporting methodology

· Provided and managed enhanced telecommunication services which included voice and data application for new and existing customers.· Acted as a technical applications resource for branch sales and service employees.· Assisted in large account/application closing and on-going management, billing analysis and after market account growth.· Coordinated the establishment of the branch office. This included the recruiting of sales personnel (entry level to senior level), engineers (college recruits and experienced) and the training of these employees in all aspects of their job function.

Major Accounts Supervisor, (12/92 - 5/94)· Established four major account sales offices in the state of Virginia, which consisted of recruiting, training, and team building of sales and sales support personnel.· Promoted education of data competency which included the study and knowledge of T-1 Transmission, ATM, Sonnet Switching, Frame Relay, X.25 and LAN/WAN environments. Communications Consultant, (6/88 - 12/92)· Developed and presented proposals for telecommunication systems which included assisting clients with communication requirements such as: Key and PBX telephone systems, Centrex, billing analysis, carrier alternatives, traffic studies, T-1 transmission, fiber integration and data services. Network Design Engineer, (2/86 - 6/88)· Designed telecommunication networks for residential and commercial areas.· Responsible for planning, budgeting, forecasting and performing quality control inspections throughout the project lifecycle.