I oversee Talent Acquisition and Talent Management and facilitate the People Analytics function for 1,200-employee organization.At Ambry, our Talent Management function listens to understand our employee experience and provides robust follow-up to ensure they feel heard. We also deliver a custom performance management program that helps every employee know what's expected of them and get feedback on where they can improve. We also provide L&D resources that help employees build both their skills and their careers.Some key successes include:- Achieving 5% increase in overall engagement and 10% increase in satisfaction with performance management and communications in response to feedback received in our annual engagement survey.- Launching leadership development and high-potential development programs through the FranklinCovey platform.- Delivering multiple forms of manager training, including monthly training seminars and manager skills practice sessions with over 50% attendance at both.- Introducing a company-wide recognition program.- Creating a career development program including an individual development plan template, accompanying training, and a career pathways template with which leaders can demonstrate potential career paths.- Achieving 75% participation in Real Colors temperament workshops throughout the company to enable better collaboration.- Facilitating regular leadership strategy and training retreats.In addition, I oversee Talent Acquisition, hiring 250-350 annually. Key achievements in this area include:- Centralization of the function and system harmonization- Reducing Time-to-Fill by 50% - Improving workforce planning to enable balanced hiring across departments as the organization grows.I also provide data and analytics through dashboards to understand the health of the organization and ensure that our initiatives are effective in supporting employee experience, developing our leaders and retaining our critical talent.

Leading a small but mighty team, we helped to support a business going through multiple significant reorganizations, including three reductions-in-force that cumulatively reduced the workforce by over 15%.I revel in the opportunity to coach leaders to get the best out of their teams and help employees thrive at work. I love working with senior leaders and first-time managers alike and helping them to reframe their approach to leadership, creating experiences that help them shape their style to drive stronger performance from their teams. Hogan personality assessments are a favorite tool of mine in helping identifying leadership strengths and barriers to success and helping leaders best support their teams. I individually supported our Lab, R&D, Genetic Counselors, Bioinformatics Scientists, IT and Software departments, Sales and G&A functions.

HR Lead for biopharma manufacturing operation and R&D group. Also Finance Business Partner and Lean Leader.Helped the organization through the cultural transition from start-up R&D site to commercial operation as part of a global pharma network. Introduced mature organizational development tools, including workforce planning and talent management. Created a leadership development program to assist in upskilling of first-time leaders. Strong focus on employee engagement, leading social/culture committee and delivering 20% improvement in engagement metrics, reducing turnover by over 60%. Responsible for all aspects of HR, including recruiting, employee relations, compensation and training.As part of site leadership team, I have also functioned as the Operational Excellence Lead, leading the creation of the site mission statement, 5-year strategy and tracking performance. I have also led the implementation of Lean tools and other change initiatives. I was also the Finance Business Partner for the site, managing a budget of over $20M.

Centricity combines the convenience of a single service provider with cloud-based, enterprise level technology and high-touch HR services tailored to the unique contours of each client. As part of this talented team, I led the implementation of upgraded Cloud-based, enterprise-level HR & Employee Benefits technology. Also led efficient and reliable process for onboarding new clients to ensure payroll and tax deadlines were met. Introduced process improvements in payroll and benefits administration and provided strategic HR guidance for clients.

Workforce Planning and Talent Acquisition: o Forecast attrition to ensure adequate staffing of critical positionso Recruited 100 employees, including multiple batch hiring projectso Facilitated internship program with 100% acceptance of permanent offersTraining and Development: o Developed and delivered manager/supervisor training and HR peer training sessions on various topics including Recruiting, Performance Management, Unemployment Tribunals, Discipline, Substance Abuse, Union Relationso Managed annual performance review process, achieving 100% completion Employee/Labor Relations: o Conducted over 100 investigations of employee performance/ misconduct, including EEOC, fraud and harassment complaints and issued disciplineo Devised and implemented employee fatigue monitoring compliance process o Chaired volunteer council and safety activities committeeo Introduced and led bi-monthly supervisor training forum to deliver front-line leadership training and improve upwards communication channelso Introduced and edited bi-monthly company newslettero Coached managers on performance management and prepared and monitored performance improvement plans for underperforming employeeso Filed company responses and represented company in Unemployment Tribunalso Assisted in Collective Bargaining Agreement negotiations with USW o Researched and filed responses to Union grievances and information requests

My focus in this role was HR strategy, systems and processes. My achievements include:• Project-managed implementation of new HR system (Microsoft Dynamics AX)• Mapped hierarchy of 3,000 white-collar roles to identify redundant roles - $8m saving (with Deloitte)• Coordinated large-scale downsizing (>500 employees)• Introduced HR Business Partner model to reduce headcount by 20% (with KPMG)• Created Shared Service Admin Center to increase team capacity by 50%• Outsourced blue-collar training coordination and delivery to save $1M • Devised and managed project to scan, index and archive 10,000 personnel records • Developed self-service system to facilitate smoother onboarding process • Input into HR strategy through HR planning and development of HR KPIs• Reviewed management compensation, benchmarking internally and externally• Introduced and managed employee recognition and suggestion schemes• Led company-wide audit against Government people management standards (IIP)• Carried out McKinsey HR customer satisfaction survey and developed improvement plan • Implemented recruitment, development and performance management programs• Developed and delivered HR training and orientation courses• Coached managers to successfully resolve ER issues• Tracked legislation changes and introduced policies in consultation with Trade UnionsDuring year-long secondment to Strategic Development Manager role, I achieved the following:• M&A- wrote acquisition proposals, coordinated HR due diligence and overall acquisition projects• Completed review of `top 100' competitors, including in-depth analysis of `top 20'• Liaised with directors to write company strategy and five-year business plan• Redesigned board report to achieve more strategic focus for executive meetings• Managed team which provided research on markets, customers, competitors and Government policy• Analyzed business plan forecasts against sales performance and future sales prospects

• Wrote and submitted bills, motions for debate in parliament, speeches, briefings, and press releases• Worked with aggrieved members of the public and other public bodies to resolve local issues • Developed case management and filing processes and coordinated election campaigns