•Supports the Commercial, Product Development, Finance, Analytics, and Marketing Business Units •Solves for current and future business strategy needs through organizational design •Forecasts the evolution of People programs and policies to account for the scaling of teams across locations•Utilizes engagement and exit interview data to drive effective employee engagement and retention programs •Initiates and analyzes upward feedback surveys to uncover latent leadership gaps and inform organizational design decisions•Engages with outside firms to conduct executive 360s to improve organizational effectiveness •Partners with Compensation to set departmental cash and equity strategies that align with company philosophy •Partners with all levels of leadership to identify and implement solutions for resolving complex employee relations issues•Serves as a resource to employees within client groups to surface and solve upward conflict •Sets the company program strategy for Diversity, Equity and Inclusion •Creates the annual Diversity, Equity, and Inclusion report •Partners with senior leadership to identify and secure resources to achieve Diversity, Equity, and Inclusion goals

•Partnered with Operational leadership, Compensation, and Recruiting to evolve workforce strategy to support growth at scale •Increased growth opportunities for L1 recent college grads by establishing a quarterly promotional cadence within Operations•Served as thought partner to senior leadership to craft and implement effective employee engagement and retention programs•Championed mental health initiatives for Member Advocates to include establishing a Wellness Room, resilience training, and an off-queue category for mental health •Led the People efforts to successfully transition contact center operations from San Francisco to Lehi, UT •Partnered with leadership and counsel to develop and deploy FLSA strategy for Product Development•Led and completed timely investigations and resolved Employee Relations concerns•Conducted return-to-work and interactive meetings for employees requiring accommodation •Served as Performance Management programs administrator to Operations, Product Development, Analytics, and Finance •Co-founded The Black Collective

• Reporting to the Global VP of HR• Partnered with senior leadership to plan and implement global policy changes• Responsible for merit-based compensation and pay for performance practices• Worked with the CEO to coordinate timely planning and execution of Company bonuses• Coached all levels of management to resolve employee relations issues• Conducted first gender diversity study for promotion equity, leading to a review of internal talent pipeline and promotions• Presented findings of gender study at HR West 2017 with the session “Disarming Organizational Bias: Using Data to Advance Diversity & Inclusion” • Managed design and implementation of new HRIS systems• Managed the HR Specialist• Implemented first cloud-based compensation planning tool for global merit and bonus compensation• Created and conducted live training for for calibrating performance management • Organized and led focus groups across US offices to measure employee engagement• Project managed org restructuring and reductions in force• Managed the Affirmative-Action Plan

• Created standardized tools for implementing and monitoring performance improvement plans• Project managed org restructuring and reductions in force • Managed the Cornerstone On Demand performance management system.• Managed the exit process for all US-based voluntary and involuntary performance-based terminations• Compiled all exit interview data to translate into actionable HR insights to be delivered to senior executives• Managed the Affirmative-Action Plan • Responsible for accurate and timely filing of Nexant’s EEO-1 report

•Responsible for all Employee Relations •HR leader representative of the Hospital's Threat Management Team•Recommended and implemented a wide range of HR programs and initiatives to reduce employee litigation•Lead the development, evaluation and implementation of all Human Resources policies and procedures•Consulted with and provided guidance to management for proper interpretation of and adherence to all provisions within each union contract. •Conducted managers’ training on fundamentals of conducting fair investigations•Conducted managers’ training on progressive discipline, Title VII provisions, and other Federal and state laws•Implemented and managed Hospital’s first Affirmative-Action Plan in 12 years

•Responsible for all Employee Relations•Helped reduce hospital employment attorney fees by $100,000 year over year from 2011-2013 through targeted management training and employee relations tracking•Managed timely completion of probationary and annual performance reviews for over 3,000 Hospital employees•Managed tracking of mandated licensure and certifications for all non-physician positions. •Conducted data analysis of HR Compliance statistics and regularly provided updates to the Vice-President of Quality and Hospital Compliance•Conducted New Employee Orientation and other onboarding activities•Managed $200,000 annual Hospital employee recognition budget•Represented Hospital at California unemployment appeals hearing