Carol Nutter Email and Phone Number

Overseeing the people strategy and operations of recruitment, talent management, employee engagement and wellness, DEIB (diversity, equity, inclusion, and belonging), and building development opportunities for upskilling and reskilling.

• Enabling explosive business growth and the achievement of goals by optimizing all facets of talent initiatives • Accountable for all talent initiatives: performance, compensation, hiring, retention, DEI, engagement and succession planning• Serving as a strategic advisor and thought partner for co-founders and Board Members• Launched a three-year DEI strategy• Implemented a compensation strategy to optimize the intersection of pay (options, base, variable) and performance• Creating a hybrid/flexible work structure and talent location strategy• Creating a multi-year hiring and growth strategy to enable sustained business trajectory

Chief People Officer: 5/19 – PresentDirector of Human Resources: 8/16 – 5/19Deputy Director of Human Resources: 8/15 – 8/16People Leadership• Providing global talent leadership across 700+ employees in 15 countries• Responsible for all human capital programs: workforce-planning, development/upskilling, performance/succession management, total compensation and cognitive diversity/inclusion• Leading the People Impact team in response to global pandemic and ‘Return to Work’ strategy• Implemented a global compensation redesign w/ a focus on role definition, goal structure, credit allocation, timely progress reporting and straightforward performance remuneration• Leading internal communications for all employee and business messaging and imperatives • Drove industry-leading low voluntary attrition over 5 years • Implemented a global People Scorecard to measure/track progress across key talent metrics: cognitive diversity and inclusion, hiring, development, attrition, promotion and offboarding• Fostered culture of feedback, accountability and development (Executive 360 reviews; Real-time feedback channels; Employee Surveys and quarterly Talent Reviews)Acquisition Leadership• Acquired by IBM in Nov. 2016 and integrated in Aug. 2019, have served as the global Talent Executive on the Promontory integration team throughout the entire acquisition process– Pre-Deal: Developed people differentiation strategy; Provided coaching to leadership on people-related deal topics; Performed critical path analysis and developed action plans to mitigate risk for transactions– Deal (signing to close): Created retention/engagement strategies; Led global ‘issues imperative’ to identify/scope people transaction related challenges and understand geo differentiation– Post-Deal/Path to Integration: Created full integration plan in partnership w/ the business; Diagnosed/addressing culture and organizational compatibility challenges and opportunities to drive synergies

•Asked by leadership to be the first program director of Executive Enablement and Strategies•Designed the firm’s executive development framework for 160 partners to improve performance and retention focusing on three dimensions: experience, leadership and expertise•Improved performance and retention by 30% of new executives (hired/promoted) through proactive pipeline development, succession planning and immersion programs•Created C-suite reporting dashboard to measure and sustain a focus on executive development, performance and succession •Developed the first annual Executive Talent Management Summit focused on connecting leadership development with business strategy and performance outcomes

•Led an operations team (12): communications, finance, reporting, technology and onboarding•Improved team performance by implementing a talent dashboard, KPIs and an outcomes review process •Designed recruiting performance incentive programs to achieve hiring targets •Improved engagement by streamlining communications/cascades and feedback mechanisms•Reduced operating costs by 20% and improved performance through a re-organization•Developed C-suite and Board level strategic communications

•Led a human capital team supporting 500+ staff focusing on: Development, Resource Planning, Performance Management•Implemented a unit specific diversity and inclusion program impacting 3,000 US based staff•Implemented a recruiting program for early professionals that resulted in a 50% increase in university hires•Created a global program to improve employee connectivity, career development and participation in required training

•Created and executed a multi-year resource planning strategy that resulted in 400+ hires•Designed and implemented onboarding programs to successfully integrate 400+ external client-facing hires•Developed a flexible sourcing model that reduced time-to-fill from 60 to 45 days•Implemented a multi-channeled communications strategy to support the roll-out of new people programs

•Responsible for selling Staff Augmentation and IT services into a large telecommunications company •Doubled local revenues within 12 months (from $2 to $4 million)•Created a partnership with a large global consulting firm to integrate services – which resulted in providing a more holistic talent solution to a telecommunication’s client

•Responsible for selling Staff Augmentation and IT services to companies throughout a geographic territory •Exceeded sales targets for seven consecutive quarters