Serve as senior business partner to entire Research & Technology function. Partner closely with Vice President's (and senior staff) for all Human Resources related matters. These Human Resources processes include designing human resources practices; leading, implementing and sustaining strategic Change initiatives; serving as a trusted consultant on organizational issues such as reorganizations, organizational design, employee assessments and annual HR processes.

Support Retail and Direct Bank Product Management, Product Development, Technical and Quality Operations within Agile development ecosystem. Partner closely with Vice President's (and senior staff) for all Human Resources related matters. These Human Resources processes include designing human resources practices; leading, implementing and sustaining strategic Change initiatives; serving as a consultant on a broad range of employee relations issues; consulting on organizational issues such as reorganizations, organizational design, employee assessments and annual HR processes. Responsibilities include, but are not limited to, the following:Serve as key Business Partner two strategic organizations within Retail and Direct BankDevelop and implement Human Resources programs for assigned organizations Responsible for designing and developing improvements to existing Line-of-Business processServe a key POD member for Human Resources Agile LaneResponsible for administering annual processes such as Compensation Planning, Talent Reviews, Succession Planning, Equity Planning and Development Planning.Integral role in workforce assessments and evaluations, organizational design and restructuringLead, or serve on, several special projects that impact entire organization.

Human Resources Project Lead for company’s “Greenfield” launch of first Technology venture in the country of India. Responsible for creation of Human Resources processes and programs for implementation in Chennai, India. These processes, programs and responsibilities include, but are not limited to, the following:  Creation and establishment of consistent on-boarding programs for build-out and continued support of India site  Establishment of compensation & benefits (total remuneration) for Comcast India workforce  Establishment of guidelines aligned to local policy (where applicable) to ensure consistency with globally-established programs. These include relocation, equity, bonus, etc.  Establishment of formal annual processes with consistent content, requirements, reviews, etc.  Closely partner with all functional stakeholders (Talent Acquisition, Finance, IT, etc.) to ensure coordinated efforts of processes and programs to support India site. Establish strong relationships with Business Leaders and Business Heads of Comcast India to ensure project is managed to deadline and within budget.  Responsible for managing budget variances within the human capital management plan Manage the HR project plan for entire Comcast India project and bring Leaders and Stakeholders together frequently for precision updates and decisions  Develop consistent and repeatable processes, programs, guidelines and documentation for all facets of the human capital management program and benchmark against best practices within the India

Sr. Manager, Human ResourcesSupport Global Sales, Global Finance, Global Marketing and Strategy for Communications Solutions Business Unit. Partner closely with Vice President's (and senior staff) of both organizations for all Human Resources related matters. These human resources processes include designing human resources practices; leading, implementing and sustaining strategic Change initiatives; serving as a consultant on a broad range of employee relations issues; consulting on organizational issues such as reorganizations, employee assessments and annual HR processes. Responsibilities include, but are not limited to, the following:• Serve as key Business Partner to Global management teams on all HR matters • Develop and implement Human Resources programs for assigned organizations. • Responsible for creating workforce measurements pertaining to employee retention and engagement. Responsible for designing and implementing programs that address these needs.• Responsible for administering annual processes such as Compensation Planning, Talent Reviews, Succession Planning, Equity Planning and Development Planning.• Integral role in workforce assessments and evaluations, organizational design and restructuring• Lead, or serve on, several special projects that impact entire organization.

Partner with National Sales Directors/National Business Directors on high profile accounts to manage Human Resources processes for a combined national sales force of approximately 750 sales professionals. These human resources processes include designing human resources practices; leading, implementing and sustaining strategic Change initiatives; serving as a consultant on a broad range of employee relations issues; consulting on organizational issues such as reorganizations, reprioritization of projects, rightsizing and annual HR processes.Also responsible for support of headquarter functional areas as well as inside sales team and contact center.

Partner with National Sales Directors/National Business Directors on high profile accounts to manage Human Resources processes for a combined national sales force of approximately 750 sales professionals. These human resources processes include designing human resources practices; leading, implementing and sustaining strategic Change initiatives; serving as a consultant on a broad range of employee relations issues; consulting on organizational issues such as reorganizations, reprioritization of projects, rightsizing and annual HR processes.

Partner at the highest levels of Global Therapeutic and Operating Units on various human resources matters which include: designing human resources practices; leading, implementing and sustaining strategic Change initiatives; recommending creative alternatives to meet departmental business needs; serving as a consultant on a broad range of employee relations issues; consulting on organizational issues such as reorganizations, reprioritization of projects, downsizing, etc.

Partner at the highest levels of Operating Unit management on various human resources matters which include: designing human resources practices; leading, implementing and realizing strategic Change initiatives; recommending creative alternatives to meet departmental business needs; serving as a consultant on a broad range of employee relations issues; consulting on organizational issues such as reorganizations, reprioritization of projects, downsizing, etc.

Advise all levels of management (i.e. department heads, vice presidents, CFO) on various human resources matters which include: designing human resources practices; recommending creative alternatives to meet departmental business needs; serving as a consultant on a broad range of employee relations issues; consulting on organizational issues such as reorganizations, reprioritization of projects, downsizing, etc.