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Member of the Executive Management Team and leading Human Resources.

• Served as an HR business partner and led HR operations • Partnered with business leaders including Management Team to advise on total compensation aligning business strategy and established HR processes and procedures• Developed strategic relationships with recruiters, immigration counsel, insurance brokerage, leadership coaches and compensation consulting firms• Collaborated with business leaders to acquire talent in key roles within Finance, Supply Chain Management, Research & Development, Regulatory, HR, Quality Management and Legal• Developed and mentored employees into high performing leaders• Directed design and implementation of executive compensation deferral plan providing a competitive benefit package for rapidly growing number of executive level employees• Led key corporate projects to scale business during rapid growth; designed and implemented execution of Workday (Global Human Capital Management System) providing cloud-based platform to scale the company’s values-based culture globally• Drove the audit and implementation of a contingent workforce management system and processes resulting in significant reduction in expenses and liability exposure• Managed three direct reports; one HR Generalist and two independent contractors

• Served as a key HR business partner on scaling for business growth strategic planning• Led the integration into the business and on-boarding efforts for key HR new hires; Executive Vice President of HR & Administration and European Vice President of HR. Continued to serve as a sounding board for both roles• Consulted and partnered with Business Leaders on performance management, compensation, talent acquisition and company values resulting in empowered managers and compliance improvements• Headed performance and employee relations, minimizing business impact and liability exposure

• Served as an HR generalist and business partner• Key member of project team building Canadian and European subsidiaries’ startup infrastructure• Led the execution of annual compensation and performance management process• Implemented and performed all annual benefit plan audits• Created and led 401k Fiduciary Committee increasing compliance with ERISA and improving decision making process

• Partnered with Head of HR and VP, HR to help build a strategic HR organization by successfully outsourcing and automating HR administrative transactions. • Participated in development and implementation of Core Values based culture which was recognized and referenced in best practice case studies by Corporate Executive Board and Harvard Business Review.• Benchmarked Compensation and Benefits using industry data provided by Radford Consulting and internal survey data. • Developed market competitive employee benefits and 401K Roth plan based on annual rate analysis and employee/employer contributions to an engaged and satisfied employee culture.employee handbook updates reducing liability exposure.• Developed vendor relationships resulting in competitive contracts and service level agreement improvements.• Oversaw and executed compliance matters with a variety of federal statutes such as reporting, disclosure and posting, requirements, maintenance and retention of employee files, as well as other regulatory requirements to reduce liability exposure. • Participated in effort to create core competencies for all 150+ jobs across the organization .• Managed “InterMune University” training and development program.• Mentored administrative assistant.

• Led and executed benefits process optimization effort by implementing a cloud benefits system and benefits administration service;re-engineered on-boarding process.• Created and led an annual education session on financial benefits to address employees’ lack of knowledge in this area. • Replaced underperforming benefit providers including 401k plan and Flex Spending plan resulting in increased employee satisfaction and reduction of costly administrative errors.• Developed over 100 employee total compensation statements leading to increased transparency and employee engagement.• Conducted company-wide reduction in force meetings with transitioning employees and maintained associated contracts and documentation.