At MannKind, we are committed to developing and commercializing innovative therapeutic products and devices for people living with endocrine and orphan lung diseases. Our approach begins with our cutting-edge technology and is driven by solutions-based scientists and medical professionals who are dedicated to helping people experience the very best life has to offer. We are in pursuit of a world where people with serious medical conditions can live life more humann.Forging strategic partnerships with R&D, Technical Operations and G&A leaders across the MannKind Sites in Los Angeles (CA), Boston (MA), and Danbury (CT) to drive HR initiatives that align with business and cultural objectives.

Human Resources Site Leadership representative advocating for Novartis' strategy and cultural aspiration; coaching leaders to further build an environment that motivates, retains and develops our staff at Novartis; creating and maintaining a collaborative and inclusive environment with direct impact on our patients' and their families' lives; • Drive the people aspect of the Novartis and site strategy aligned with the Site Head and theLeadership Team (LT); continuously further developing the site’s LT and site’s purpose byfacilitating team booster exercises and leading projects for the site • Championing Novartis’ cultural programs (Hybrid Working, Evolve Performance Management, PayTransparency, etc.) across four legal entities and divisions (Biomedical Research,Development, Operations, Group Functions) uniting the site• Sponsoring and membership of the Site ambassador team as LT member (18 associates;three work streams – Wellbeing, Green, Social)• Leading the Collaboration workstream on site driving impactful exchange and efficiency across the site (eight associates across all divisions on site)• NEM (Novartis Emergency Management) member and external/internal communicator (incl.continued training, exercises)• Coordinating site specific requests (e.g. Finance FTE data; REFS: Space Planning; Security,Local Matters)• Senior People Partner contact for the Leadership Team, 190 Gene Therapy Developmentassociates in San Diego/CA, Durham/NC and associates working remotely across the US;Senior People Partner contact for 210 associates in the Global Analytics group in EastHanover/NJ, Cambridge/MA and associates working remotely across the US; this includes,but is not limited to: Handling complex Employee Relations scenarios (e.g. SpeakUpinvestigations), leadership coaching, P&O metrics for decisions on compensation andbeyond, interpreting P&O policies and ensuring compliance, employee engagement; Workday Project team

Partnering and engaging with global and local leadership teams, managers and associates (~420 in total) across three sites (Cambridge/MA, San Diego/CA, Basel/CH) and three platforms (Global Discovery Chemistry, Biologics Center and Analytical Sciences and Imaging) that enable and collaborate with the disease areas at NIBR and beyond. • Proactively supporting and enabling leaders on our cultural journey with Novartis ensuring a consistent employee experience (provide coaching for culture/talent initiatives integrating D&I measures/tools for an increased sense of belonging - increasingly leader-led as part of their development) • Coaching and thought partnership on talent initiatives, organizational and leader/associate development, performance management and rewards • Prepare and analyze data including organizational metrics and rewards/talent data to meet organizational needs and compliance with applicable laws and policies• Contributing to and leading several global projects with our colleagues in Basel/Emeryville/San Diego/East Hanover (Reimaging Performance Management, Pay Transparency, Career Experience Maps, etc.) and local projects in Cambridge for the US (e.g. Leading/supporting reorg and M&A activities, P&O Playbook for US P&O Partner)• Spearheading several high-impact investigations• Tignum SHI (Sustainable High Impact) Activator for NIBR (Areas: Mindset, Nutrition, Movement, Recovery)• Being an active and committed team member collaborating with the local and global P&O community; daring to speak up to challenge our function/the status quo in order to have meaningful impact both as a whole P&O function and as individuals to best support our clients and the whole organization• Holding myself and others accountable in order to make the most of our ongoing internal transformation and implementation of new P&O operating model striving to provide sustainable and future-oriented partnering that's having real impact on the NIBR organization and beyond

In addition to previous responsibilities as HR Analyst C&B, support of own key account and projects with larger scope and country-wide impact. Main point of contact in all topics related to compensation and benefits for the Novartis Manufacturing GmbH in Marburg / Hesse (~ 200 employees, Novartis Technical Operations).• Spearheaded the countrywide implementation of the Fair Pay Transparency Act at all sites in scope (aligning with the German HR Country Board, group works council and the Novartis strategy/ Novartis' EPIC Pledge)• Preparing and executing global Pay Equity analyzes/measures and aligning it with the Fair Pay Transparency Act in Germany (driving analyzes for gender pay equity for each site while complying with the global requirements in constant exchange with the global project lead in Switzerland); conducting development plans with the respective HR Business Partner (incl. communication strategies)• Comprehensive review and adjustments of the job worth hierarchy (GJFA (Global Job Family Architecture)) aligned with the site's strategic priorities, Novartis group expectations and local requirements from both the works council and the government• Train HR business partners and the department leaders on the Novartis Global C&B Governance (incl. providing regular updates aligning it with the site's needs and local/global requirements)• Prepare and discuss job offers for new hires (management level) and salary development plans aligned with development needs (applying both internal and external fair standards aligned with current policies/laws)• Led the salary adjustment/STI/LTI process for non-tariff/tariff employees in coordination with the P&O Partners, HR Services and the local enablement team (aligned with local German labor law requirements)

Driving cross-divisional compensation and benefits projects and analyses. Support of the responsible key account managers in their respective divisions and legal entities (~ 9,500 associates in total across seven divisions at Novartis Germany).• Performing the annual process for the salary adjustment and short-/long-term incentive (STI, LTI) cycle from the calculation within the eCOMP tool to the payroll; this included process improvements and translating requirements from the HQ to harmonize with German labour law and work's council agreements• Project member of the cross-/country/divisional Benefits Harmonization Project in order to align policies and processes in various clusters (Financial well-being, health & sports, mobility, flexible working, convenience) including cost projections and alignment with local and global strategic P&O/business priorities • Spearheading the nationwide bicycle leasing program for Novartis employees in Germany (in close coordination with legal, procurement, finance, the tax department and the service provider)• Harmonizing the target incentives for the management levels; determining, in collaboration with site and P&O leaders, the respective costs and migration scenarios

Supporting four HR Business Partners in Diagnostic Imaging with their daily and long-term responsibilities including global projects. Major subjects have been the preparations for the upcoming performance management and salary review process and the selection and implementation of follow-up measures for the results of the employee survey.

Engaged in both short-term and strategic programs supporting the Customer Solutions Division for the United States, Canada and Latin America. • Conceptualization and implementation of a management development program for customer service engineers in order to build a talent pipeline for future leaders. Generating a multi-year program centered on job shadowing, mentoring, formal learning and networking• Accompanying and preparing the change management process in the IT organization by developing a program to attract new talent and to retain existing high performers in both leadership and professional roles• Driving the certification process for the sales force in the Diagnostics Division by preparing the framework for a holistic assessment and functional knowledge testing• Led the alignment activities in the Customer Service Regional Headquarters for the rollout of the global rewards and infrastructure program

Prepared learning gap assessment on the newly introduced Siemens wage tax form in compliance with non-cash benefits for the X-Ray Business Unit. Created and executed on-the-job training sessions to supplement the learning needs. Established a documentation system to comply with German country requirements.

Supported the Rail Systems Division of Siemens with their daily and long-term duties. • Leveraged data and statistical analyses of HR information to support the diverse presentations needed for the business partners and the works council• Consulted with the business partners on the key performance indicators and evaluated the targets versus actuals. Utilized KPI data to support the annual Siemens Management Review process• Delved into comprehensive Compensation and Benefits topics including labor analysis, job position evaluations and market analyses with external benchmarks

Worked in close collaboration with the Head of Compensation and Benefits on both operational and strategic topics.• Updated the Compensation and Benefits Management Handbook to current programs and policies. Responsible for all aspects of final production of the materials. • Drove a life-events project working through budget allowance and the tax restrictions on non-cash benefits for employees. Coordination of the ordering process and the contents with external vendors. Responsible for the final presentation and roll-out for the Human Resources department. • Provided the marketing department with a comparative data analysis of the goal achievement and bonus payout. • Prepared for an external tax audit in collaboration with the event management department. Disseminated the appropriate data for the taxation of cash advantages (for both events and other advantages).

Supported the network production and identified areas for improvement in the productions process and its components. Gaining a deep understanding about the business structures and operations of the Deutsche Telekom.