▪︎Head of Human Resources, and member of the Executive Leadership team, responsible for leading all aspects of Human Resources for the organization.▪︎ Responsible for the design and implementation of employee-oriented people practices and ▪︎ that exemplify and reinforce our high-performance culture.▪︎ Leads employee-centric programs that values ownership, collaboration, and strategic discipline to strengthen our processes and systems and deliver on BOLD staffing initiatives.▪︎ Directs core Human Resources functions that include talent acquisition, talent management, total rewards, employee relations, compliance, organizational design, training and development, employee engagement, and HR programs and systems. ▪︎ Collaboratively strategizes and implements organizational design, systems, processes, and programs that optimize organizational programs, productivity, and ensure employee well-being,

▪ Senior HR leader responsible for identifying, developing, and guiding the execution of CCA’s annual Talent strategy.▪ Responsible for directing and participating in organizational strategy development, planning, decision-making and leading change. ▪ Delivered on expectations to optimize human resources solutions at the organization and team level. Identified/addressed opportunities for greater efficiency, agility, and standardization consistent with the organization’s growth strategy and desired business outcomes.▪ Implemented key HR initiatives to include organizational design, performance management and development, succession planning, employee engagement, and HR activities related to business development and mergers and acquisitions.▪ Led high-performing teams in core Human Resources functions that include Talent Acquisition, Employee Relations, and HR Business Partners; total team includes 35 HR professionals with a mix of leaders (Vice President, Senior Directors, Directors, and Managers) to meet the needs of a rapidly growing and complex organization operating in a geographically distributed market. ▪ Drove a culture of Performance Excellence for the organization, and HR teams to include adopting a data-driven approach to assess HR performance, planning to ensure proper resources in place to meet current and future staffing needs, and continuously assessed monthly results to optimize outcomes within a diverse, inclusive, and equitable culture.▪ Designed/implemented HR Playbook for corporate Business Development and Mergers & Acquisition initiatives.▪ HR Lead appointed to the Markets Governance Steering Committee providing oversight in the development of State action plans, reviewed Key Performance Indicators monthly, identified mitigation strategies/initiatives to address risks, issues, and underperforming KPIs.▪ Executive HR leader for the Employee Well-Being sub-Team for the organization’s Crisis Management Team.

▪ Strategic HR business partner responsible for leading critical initiatives across assigned business areas through the assisted development and execution of HR programs, policies, and solutions while also reinforcing productive behaviors to reach business goals. ▪ Partnered with key senior leaders by taking part in strategic business planning and management process. ▪ Designed and implemented strategies leading major initiatives focused on recruitment, engagement, change management, and team building. ▪ Directed Human Resources generalist(s) in the communication, interpretation and administration of corporate human resources policies, and programs. ▪ Ensured workplace practices promoted a positive employee relations environment free of discrimination, harassment, or any form of unfair or unethical practice. ▪ Provided collaborative consultation on sensitive and complex employee relations issues to ensure an objective evaluation and resolution of the most complex HR investigations. ▪ Continuously accessed talent pools for business areas and competency readiness to execute on filling vacant roles with succession candidates. ▪ Strategically planned, developed, and implemented human resources policies and programs to enhance performance.▪ Led in partnership with business leaders in organizational design activities and workforce planning initiatives. ▪ Served as a confidante, resource and sounding board to HR staff and senior business leader. Set accountabilities and managed the performance of three (3) HR Directors responsible for key client groups (1,600 census).

▪ Key member of the Senior Leadership team. Collaborated with business partners and led all human resource initiatives within respective business function. ▪ Improved individual and leadership contributions through high-level coaching to senior leadership team, management, and employees. ▪ Partnered with the Executive Vice President in developing HR strategies to achieve business goals and organizational objectives. ▪ Aligned human resources strategy and programs with business strategy through effective business partnerships with senior leaders to support sales growth and exceed client expectations. ▪ Maintained positive employee-employer relations and elevated levels of employee commitment by strategizing and implementing employee relations’ practices. ▪ Ensured compliance and Fair Employment practices by responding to issues concerning employment, compensation, and EEO. Investigated and resolved EEO complaints. ▪ Drove organizational change and transparency relevant to intervention, problem solving, and implemented strategic programs designed to correct and enhance communication. ▪ Managed a team of direct reports that included a mix of local and virtual HR roles and functions across broad-based geographical regions. ▪ Researched and resolved employee-related discrepancies through analysis of performance documents and appraisal. Provided counseling and coaching sessions and managed the exit interview process for functional teams. ▪ Designed and implemented strategies to enhance the acquisition, development, retention of talent, and led talent succession strategies. ▪ Developed and executed strategic initiatives focused on improving communication to employees. ▪ Created metrics and quantitative measures through statistical data and information analysis.

▪ Effectively delivered HR policies and introduced new HR programs to staff members across the local Claim office. ▪ Provided guidance and ensured compliance with local, state, and federal Employment laws. ▪ Responded to government and employee inquiries/complaints and coordinated their resolution. ▪ Collaborated with management and employees to identify and resolve issues achieving a balance between business’ needs and employee needs. ▪ Drove organizational effectiveness initiatives focused on re-engineering, management/employee development, workflow efficiencies and largescale change. ▪ Provided sound guidance and counsel to manager and staff to positively affect employee relations and performance management. ▪ Ensured appropriate human resource systems were in place to attract, select, reward, train and motivate staff. ▪ Designed and delivered HR related training to business partners.

▪ Integrated both missions and expectations for field operations and corporate functions.▪ Led the identification and prompt resolution of actual and potential employee-related discrepancies through the detailed analysis of performance documents and appraisal; provided comprehensive counseling and coaching sessions and managed the exit interview process. ▪ Orchestrated talent acquisition, development, and retention functions and subsequent succession planning strategies for the Mid-Atlantic region. ▪ Conducted complete needs assessments for senior leaders, designed tailored coursework, and ensured delivery by HR leadership team at local levels. ▪ Pioneered and executed strategic initiatives focused on augmenting interorganizational communication; created metrics and quantitative measures through the analysis and compilation of statistical data and information.

▪ Established positive business partnerships with senior leaders within the East region (Baltimore, Philadelphia, New York, Pittsburgh, and Cleveland) to align human resources strategy and programs with the business strategy which supported sales growth and customer service.▪ Led employee relations practices necessary to maintaining a positive employee-employer relationship and promoting a high level of employee commitment within union and non-union environments.▪ Ensured compliance with regard to Fair Employment practices to appropriately respond to issues and concerns regarding employment, compensation, and EEO. Ensure that management complied with all applicable laws (FMLA, ADA, Workers’ Compensation, and EEO) when enacting policies and procedures. Investigate and resolve EEO complaints.▪ Facilitated change in the organization relevant to intervention, problem solution, and implementation of strategic programs to correct and enhance communication.▪ Partnered with operations and sales divisions to identify, assess, and develop candidates through the Management Development Review process (performance management, workforce assessment, succession planning, etc.)▪ Managed the performance of five HR Generalists and one Payroll Administrator for the East region that consisted of both union and non-union workers.

▪ Led day-to-day operations of the safety department with emphasis on the development and continuity of programs and auditing processes.▪ Ensued the safety and well-being of associates and customers through identification of risk and reduction in the number of claims.▪ Built and managed a cohesive safety team and universal approach to safety to facilitate compliance with all OSHA standards.▪ Identified and corrected hazardous conditions and practices within Corporate, store operations, distribution facilities, manufacturing pants and construction sites. Performed hazard analyses of existing and proposed facilities, operations, practices, systems and equipment.▪ Increased safety awareness and expanded the scope of Safety Specialists in the field.▪ Developed and delivered a marketing strategy for the Safety department to become a valued function within the organization.

▪ Assessed regional needs on an ongoing basis and facilitate and develop regional programs which result in improved human performance.▪ Drove change management discipline with regional business leaders on key initiatives to achieving performance.▪ Managed employee relations practices necessary to maintaining a positive employee-employer relationship and promoting a high level of employee commitment within union and non-union environments.▪ Provided expertise in areas of human capital such as employee commitment, Performance Excellence management, talent acquisition, compensation management, and training and development.▪ Partnered with the Vice President of Operations in managing and responding to the daily needs of store operations for the region.▪ Managed the performance of five District HR Managers/Generalist for a region that consisted of five districts with approximately sixty locations - total population 10,000.