𝐹𝑜𝑟𝑡𝑢𝑛𝑒 500 𝑓𝑖𝑛𝑎𝑛𝑐𝑖𝑎𝑙 𝑠𝑒𝑟𝑣𝑖𝑐𝑒𝑠 𝑜𝑟𝑔𝑎𝑛𝑖𝑧𝑎𝑡𝑖𝑜𝑛 𝑤𝑖𝑡ℎ $1.3 𝑡𝑟𝑖𝑙𝑙𝑖𝑜𝑛 𝑖𝑛 𝑡𝑜𝑡𝑎𝑙 𝑎𝑠𝑠𝑒𝑡𝑠 𝑢𝑛𝑑𝑒𝑟 𝑚𝑎𝑛𝑎𝑔𝑒𝑚𝑒𝑛𝑡 𝑎𝑛𝑑 16𝐾+ 𝑒𝑚𝑝𝑙𝑜𝑦𝑒𝑒𝑠• Direct the human resources strategy and execution for 3 lines of business (LOBs) and areas, CAO and Retirement Solutions Transformation Office, Sales & Consultant Relations, and Sales Enablement, across 4 main corporate sites in Dallas, Denver, NYC, and Charlotte and a large remote national sales workforce. • Provide strategic leadership for all HR functions, including talent management, workforce planning, change management, training and development, organizational design & development, compensation, hiring, onboarding, communications, culture, and diversity, equity and inclusion (DE&I). • Partner with the senior leadership team to enhance organizational capability through the proactive deployment of HR solutions aimed at building talent, improving employee engagement, and driving organizational effectiveness. • Collaborate with business leaders and HR Centers of Excellence (COE) partners on leadership development, performance management, and talent management plans to generate and execute both long-term strategies and near-term solutions. • Analyze business data to identify trends, address capability gaps, unlock individual leadership potential, create succession plans, and develop future-focused job descriptions and interview guides to attract next-level talent.• Coach, advise, and collaborate with Executive leaders on a range of issues, including addressing employee relations and performance management issues, escalating cases to the employee relations function, and providing direction on when issues should be transferred to that COE resource. • Oversee and guide talent management initiatives, including talent reviews, top talent programs, training and development, talent acquisition, succession planning, workforce planning, mobility, and DE&I.

• Championed the stand-up of the 1st sales enablement function within the Retirement Solutions business unit• Aided in the stand-up of the 1st Spanish Advisory Team within Retirement Solutions to reach more Spanish-speaking participants.• Facilitated stakeholder review and new leader assimilation for Executive Operating Committee Member inclusive of ~15 interviews, debrief materials prep and facilitation and development of action plan for executive. • Oversaw talent assessments across Sales, Investment Strategy, and Consultant Relations roles (~45) at the individual level and introduced role profiles to assist with performance management and career and development planning. • Supported the organizational redesign where wealth management and retirement distribution teams were split into 2 different business units.• Contributed to the compensation process redesign team to redesign the year-end variable compensation and merit budget allocation process.

𝑃𝑟𝑒𝑚𝑖𝑒𝑟 𝑖𝑛𝑠𝑢𝑟𝑎𝑛𝑐𝑒 𝑠𝑒𝑟𝑣𝑖𝑐𝑒𝑠 𝑐𝑜𝑚𝑝𝑎𝑛𝑦 𝑤𝑖𝑡ℎ 𝑚𝑜𝑟𝑒 𝑡ℎ𝑎𝑛 $3.5 𝑏𝑖𝑙𝑙𝑖𝑜𝑛 𝑖𝑛 𝑚𝑎𝑛𝑎𝑔𝑒𝑑 𝑝𝑟𝑒𝑚𝑖𝑢𝑚 𝑎𝑛𝑑 2𝐾 𝑎𝑠𝑠𝑜𝑐𝑖𝑎𝑡𝑒𝑠 𝑎𝑐𝑟𝑜𝑠𝑠 𝑡ℎ𝑒 𝑔𝑙𝑜𝑏𝑒• Managed and oversaw the 3-year HR strategy and all global HR operations, systems, and programs for 13 corporate offices, regional offices, call centers, and warehouse locations in the US, UK, Canada, Australia, and Barbados with 1,900 leadership employees and associates.• Directed a department with 23 HR employees, including a leadership team comprised of a CPO, 5 HR Business Partners, and 3 Managers providing support in the areas of employee relations, talent management & acquisition, learning, training & development (LT&D), facilities, policies, rewards & recognition, communications, planning, organizational design, onboarding, coaching, M&A, safety, and compensation.• Designed and built the Human Resources function across all specialty areas, developing new policies and processes, including call center attendance, business continuity, COVID-19 response, background screening adjudication, severance, talent acquisition, new hire training, annual compliance training, round-table cadences, and alternative dispute resolution.• Played a key role in developing and executing the company's corporate strategy, serving as a trusted advisor to senior executives on all organizational matters.• Collaborated with business leaders to provide strategic advice and develop operational approaches, including training leaders on a wide range of employee relations issues, including performance management, participation, discrimination, disability accommodations, and harassment.• Designed and implemented a comprehensive talent management strategy aligned with organizational goals and objectives. • Spearheaded talent acquisition and recruiting efforts toward the building of the newly created underwriting, reinsurance, and administrative and business information groups.

• Directed the HR workstream for ~20 M&A transactions within 18 months• Championed workforce cost optimization of ~$10M within the Warranty segment over 18 months• Strategically reduced staffing costs by ~60%• Selected and transitioned Teleperformance as the vendor for partial call center operations of ~500 roles in Bogota, Colombia• Reduced hiring time by 3 weeks on average• Reduced the number of people involved in reviewing backgrounds from 7 employees to 1 employee.• Consolidated Talent Acquisition support functions globally while reducing staff from 7 to 3 Talent Acquisition specialists.• Standardized policies and templates within shared HR and People Leaders for consistency in policy administration (attendance and severance). • Led the technology transition of all call center operations within the Dallas office to remote because of COVID-19 business continuity plans. • Facilitated the recruiting efforts for several members of Amynta's executive committee, including CFO, CEO-Warranty, and CAO roles. • Executed all compensation-related activities in support of a new sales commission incentive plan for ~15 roles. • Built actuarial, underwriting and business analytics functions, including job design, recruitment, and development of >50 associates in multiple locations. • Orchestrated the L&D strategy rollout, including the implementation of a Workday learning module with >500 virtual learning offerings.

𝐺𝑙𝑜𝑏𝑎𝑙 𝑙𝑒𝑎𝑑𝑒𝑟 𝑖𝑛 𝑡ℎ𝑒 𝑑𝑖𝑠𝑡𝑟𝑖𝑏𝑢𝑡𝑖𝑜𝑛 𝑜𝑓 𝑓𝑜𝑜𝑑 𝑎𝑛𝑑 𝑏𝑒𝑣𝑒𝑟𝑎𝑔𝑒 𝑝𝑟𝑜𝑑𝑢𝑐𝑡𝑠 𝑡ℎ𝑟𝑜𝑢𝑔ℎ𝑜𝑢𝑡 𝑡ℎ𝑒 𝑤𝑜𝑟𝑙𝑑, 𝑔𝑒𝑛𝑒𝑟𝑎𝑡𝑖𝑛𝑔 $90𝐵 𝑖𝑛 𝑟𝑒𝑣𝑒𝑛𝑢𝑒 𝑤𝑖𝑡ℎ 300𝐾+ 𝑒𝑚𝑝𝑙𝑜𝑦𝑒𝑒𝑠• Responsible for the development and implementation of the learning and development (L&D) strategy, vision, and mindset for change management and leadership capabilities for all 10k Associates within the FLNA business unit. • Designed, facilitated, and coordinated leadership development programs for all organizational levels, including the senior leadership team, and collaborated closely with Talent Development colleagues to ensure integration and consistency with talent pipelines and high-potential development programs. • Created and delivered comprehensive training programs for frontline, mid-level, and executive leadership (VP and Director) across sales and manufacturing sectors, focusing on personal development, leadership, and operational excellence. • Ensured competency-based training strategies for all functional levels, consulting with key stakeholders and analyzing relevant business data to identify training needs, aligning learning initiatives with business objectives.• Led the end-to-end project life cycle of key learning and redevelopment initiatives, including the High Performing Teams learning program, monthly facilitation of First Time Manager Training, bi-weekly facilitation of agile ways of working training, and change management and leadership training. • Applied instructional design principles to create engaging and interactive training materials, including presentations, workshops, and online modules, and designed learning paths.• Provided executive coaching to regular and high-potential leaders at the Director and VP levels, utilizing assessments such as Hogan, 360, Manager Quality Index, DISC, and StrengthsFinder.

• Established process to ensure first-time managers within FLNA participated in manager training within 3 months of being in the role• Facilitated the certification of +100 Associates in the "Safe 4 Agile" training• Delivered the 1st eLearning for professional skills development in support of building change management capabilities within FLNA• Delivered 1st holistic learning offering calendar with an improved process for communication and training enrollment within the leadership curriculum. • Oversaw cross-functional agile teams that would be stood up in support of enterprise initiatives for 2-4 months periods.• Transitioned leadership and change management training delivery from pre-recorded webinars to live Skype virtual sessions.

• Provided HR leadership to FLNA Chief Marketing Officer and SVP of Communications, comprised of ~350 employees, including ~125 in management, acting as a key member of the leadership team, driving alignment and collaboration within the departments.• Led the HR team in offering HR support in areas including employee relations, workforce planning, talent management and planning, culture & engagement, executive recruitment, onboarding and development, human capital planning, retention strategies, career development, compensation, executive coaching & development, and capability agendas. • Collaborated cross-functionally with HQ and field functions to lead an integrated people agenda and contribute to the execution of strategic initiatives across multiple functions.• Championed the restructuring of Marketing organization at the brand level to ensure consistency of talent across all roles, including brand, innovation, public relations, and communications. • Partnered with leadership teams to amplify and expand key programs, ensuring alignment with broader business objectives and the success of the programs by conducting regular needs assessments, program evaluations, and impact analysis to drive continuous improvement.• Directed retention and talent management programs that successfully reduced turnover by focusing on developing high-potential, early-career employees to build a future technical and leadership pipeline.• Developed opportunities for talent growth across divisions without requiring relocation, focusing on transfers between division-specific brand teams and corporate customer marketing teams.

• Instituted a pay-for-performance approach within the marketing organization to ensure the Director's top talent payout was maximized within year-end compensation budget• Led the global marketing career development process, leading to the deployment of 3 senior leaders to Canada and Australia for critical experiences• Steered the job design and organizational strategy to hire the 1st Corporate Reputation Communications Sr. Director role within FLNA• Served as Co-President of the Adelante Employee Resource Group for the Frito-Lay division

• Served as the HR Business Partner to the Chief Human Resources Officer, Chief Financial Officer, and leadership teams in support of ~400 field and corporate professionals, including ~160 management roles across the finance, human resources, and communication functions.• Delivered comprehensive HR support to the corporate partners, including employee relations, staffing and retention, organizational design, talent acquisition, human capital planning, career development, compensation, coaching and development, and capability agendas. • Developed and implemented a career progression strategy for Finance and Marketing BBA & MBA hires, resulting in 80% retention of BBA candidates who continued their education towards an MBA. • Built a diverse talent pipeline for the finance organization, resulting in 100% diverse talent being hired and retained for 2015. • Developed and executed talent strategy and talent assessment framework to eliminate 5 low performers within the Finance Sr. Director career level and restructured Sr. Director roles to account for FP&A, Revenue Management, Sales, G&A and Accounting business verticals. • Collaborated with HR and Finance stakeholders to deliver strategic solutions aligned with talent acquisition strategies, including campus recruitment, experienced hires, and executive-level sourcing and onboarding.

• Responsible for Employee Relations, Compensation & Benefits, Training & Development, Performance Management & People Planning of 600+ employees across the Southeast Region.

Participated of Volunteer Now's Young Leaders Council board membership preparedness program.

Responsible for coordinating all Chapter's events related to the development of HR students and networking opportunities within the HR community in the metropolitan area of Puerto Rico.

Supported the Frito-Lay Manufacturing Site in Core HR Processes, Diversity & Inclusion and Safety Initiatives.