Strategic Human Resources LeaderEstablish design, recommend, communicate, and implement strategic Human Resources via People Programs, Compliance, Total Rewards, Compensation & Benefit programs, and Talent Acquisition & Employee Engagement, Development and Retention Programs. - Accomplished leader who leads as a collaborative partner, people champion, change agent and progressive strategic thinker. - Delivers seamlessly to align Human Resources in parallel with profit growth and business objectives.- Diverse Industry Background—Public, Private, Non-Profit and Equity Based Organizations—including, telecommunications, design, construction, technology, software, manufacturing, finance & alternative assets, and banking & mortgage

Total Rewards—Compensation & Benefits Programs: - Review, evaluate, design and recommend compensation, benefits, and health & welfare program offerings across regions (US, Canada, Europe, Asia, India).- Programs include incentive compensation retention, equity, medical, dental, vision, survivor (life insurance) and Income protection (disability), travel, mental health & wellness, pension & retirement programs.- Facilitate Board of Directors’ compensation committee review, including base pay and short- and long-term incentive programs in accordance with compensation and total rewards philosophy.Mergers and Acquisitions: - Conduct confidential research and analysis for acquisitions and merger activities- Partnering with multiple teams facilitating due diligence related to compensation, benefits, health & welfare program offeringsRisk and Compliance: - Facilitate 401(k) non-discrimination testing and 5500 audits. - Test, create, and evaluate Sarbanes Oxley controls for salary, employee on-boarding, and contingent labor on-boarding processes. - Facilitate review, implement, and administer domestic and international retirement plans and committees.- Union & Collective Bargaining, negotiation, and administration of trade unions.Human Resources Information Systems (HRIS): - Implement payroll and benefit enrollment systems (Paycom), manage benefit infrastructure teams supporting annual open enrollment and vendor notification process via various systems UltiPro, ADP, Workforce Now, Paycom, and Paycor.Training, Development, and Employee Engagement & Retention - Implement world-wide, online training tools via Skillsoft. Administer corporate policies and procedures, improvement plans and engagement surveys- Capture cost savings and mitigate business risk during COVID-19, facilitate global response task force and establish safety protocols for essential operations to comply with state and country regulations.

- Lead all functions of compensation and benefits worldwide redesigning all health and welfare benefit programs providing employee satisfaction and decrease cost structure.- Implement 10+ new vendor and plan offerings from negotiation to interface implementation to open-enrollment. - Present annual renewal(s) to executive committee for approval. Lead and implement executive benefit review and enrollment. - Streamline HR, Total Rewards, & Recruiting budget and billing from independent models to one process.- Consolidate incentive compensation plans from 23+ plans to 4 common plans with the same administration language and measurement structure. Lead 500+ rolling two-week furlough program to save company infrastructure costs during uncertain times.

Contracted via DH Consulting Partners- Compensation analysis and market data strategy review for executive leadership & board of directors. - Handbook review and changes to master employee handbook with updates to state employee handbooks for remote employee population.

- Designed and implemented annual executive performance measurement program for annual incentive payout for CEO and C-suite leadership team for Board of Director and private equity firm review and approval. - Led and completed annual merit ($7M) and bonus ($30M) award program(s) for all levels of review and approval up to the CEO. - Identified payroll exception opportunities streamlining into one process (from ten) to track and report exception payroll cost trends ($30.2M).

- Led all human capital functions identifying succession planning and employee organization structure strengths and opportunities.- Recommend and implement operational and grant requirements to create fiscal and operational success. - Researched, developed, and negotiated total rewards strategy for annual compensation methodology, health & welfare benefit programs. Implemented retirement plan program.- Created standardized recruiting and hiring process. Led staff development and compliance training. - Facilitated $150K anonymous donation to the agency supporting financial education, literacy, and security success.- Identified, developed and presented new and amended policy and procedure documents for non-profit agency Board Committee(s), CEO and COO review, discussion, and approval.

• Established pay for performance compensation philosophy• Managed all Total Rewards Programs, including change of medical benefit plan design to a high deductible health plan (HDHP) coupled with a Health Savings Account (HSA) saving $1.2 million. Led 401(k) provided RFP decreasing fees by 45%

- Managed domestic and International Health and Welfare benefit programs, including vendor management, plan design, administration, and compliance

- Managed US and International Health and Welfare benefit programs. - Redesigned and implemented global short and long-term compensation structure and planning processes. - Managed 10-person team to implement estimated $5.2M office renovation(s) and relocation(s) retention program (multiple locations in the US, UK, and Singapore) for $900k.

- Administered global compensation, total rewards, and equity programs- managed on-boarding, training, and professional development of employees.

- Designed long-range real estate portfolio strategy for projects through all phases of the architectural process- Created space planning standards for all US and Puerto Rico offices.