InnovAge (NASDAQ: INNV) is a public company with 2,200 FTEs and a market leader in managing the care of high-cost, dual-eligible seniors. Our mission is to enable seniors to age independently in their own homes for as long as possible. Our patient-centered care model is designed to improve the quality of care our participants receive while reducing over-utilization of high-cost care settings. InnovAge believes its healthcare model is one in which all constituencies — participants, their families, providers, and government payors — “win.”My successes included:• Served as a trusted advisor to the executive leadership team on all HR matters, influencing strategic business decisions.• Acted as a key liaison with the Compensation Committee, providing strategic guidance and support on executive and board compensation matters, ensuring alignment with business goals and market trends.• Managed an HR team, enhancing organizational effectiveness through strategic talent acquisition and management, resulting in a 20% increase in employee productivity and a 15% improvement in overall organizational performance.• Directed comprehensive change management initiatives across the organization, leading to a 20% increase in employee engagement scores and a 30% reduction in turnover rates within 18 months.• Increased HR department efficiency by 20% and reduced operating costs by 15% through strategic restructuring, driving improved scalability and agility in a remote work environment.• Optimized recruitment and retention strategies, reducing time-to-fill by 30% and boosting diversity hires by 20%, resulting in a more robust and inclusive workforce.• Implemented forward-leaning DE&I initiatives, increasing diverse leadership representation by 18% and improving overall employee satisfaction.

My successes included:• Directed comprehensive change management efforts during a major organizational merger, achieving seamless integration and a 95% employee satisfaction rate, while also driving a 20% increase in operational efficiency and a 15% cost reduction.• Implemented a job progression framework, leading to a 25% increase in internal promotions and fostering a culture of growth and development. Reduced external hiring expenses and optimized internal talent utilization, significantly controlling costs.• Enhanced HR service delivery by 20% through continuous improvement reviews, resulting in increased efficiency and user satisfaction, and supported business objectives through effective talent and succession management.• Implemented employee relations initiatives resulting in a 40% decrease in grievances, fostering a more harmonious work environment and improved productivity.• Spearheaded the revision of the wellness program, boosting participation by 30% and reducing absenteeism by 15%, which contributed to overall employee well-being and productivity.• Reduced first-year turnover by 25%. Strengthened new hire assimilation, leading to improved employee retention and significant savings on hiring costs.• Provided strategic guidance on executive and board compensation, ensuring alignment with business goals and market trends.• Led the development of a robust people analytics function, resulting in a 10% improvement in workforce planning accuracy. Enhanced stakeholder engagement with HR data by 40% through implementation of data visualization tools.• Implemented an advanced HRIS system, improving data accuracy and HR service delivery by 35%.

Accolade (acquired 2nd.MD in March 2021) is a personalized Healthcare company providing technology-enabled solutions that help people better understand, navigate, and utilize the healthcare system.In this role, I lead the HR operations encompassing organizational planning and development, talent acquisition and management, workforce planning, succession planning, compensation and benefits, training and development, and employee relations. Developed people analytics vision and strategy to measure human capital; drive programs for a high-performance culture. Serve as a strategic business partner with the leadership teams and as a member of the Executive Leadership Team.My successes included:• Led successful integration efforts for multiple mergers and acquisitions, achieving $12M in cost savings and streamlining HR operations.• Led the successful integration of new employees through effective management of M&A activities for the Compensation team, ensuring seamless onboarding and minimal disruption to business operations.• Managed the compensation team to ensure seamless onboarding of new employees, resulting in minimal business disruption and effective assimilation into the company culture.• Implemented targeted incentives for key employees, leading to improved retention rates and a 30% increase in team performance, aligning with the company’s talent management strategy.• Managed HR operations, aligned HR strategies with business objectives in a high-growth environment, and improved the accuracy and repeatability of HR metrics by 75%, which led to better decision-making and resource allocation.• Developed comprehensive analytic tools, resulting in significant cost savings and improved strategic decision-making, enhancing overall HR efficiency.• Increased employee engagement by 25% through the implementation of new feedback and performance enhancement programs, resulting in improved retention and productivity, supporting a positive company culture.

Created and scaled the HR function and aligned it with 2nd.MD's strategy. As part of our goal of going through an IPO, I developed an HR strategy supporting this activity. As a result of aligning the HR strategy with the business strategies, 2nd.MD significantly grew revenue, increased customer growth from 1 million to over 10 million, and increased employee headcount by five times. Served as a member of the Executive Leadership Team. Led all HR activities related to people and culture strategy, organizational design and development, talent acquisition, employee relations, compensation and benefits, workforce planning, and succession planning. Directed the development of training and education strategies for all employee levels. Key accomplishments included:• Developed an HR strategy supporting an IPO, leading to 6X revenue growth, significant customer growth, and a 5X increase in employee headcount, demonstrating strategic leadership and alignment with business objectives. • Led the design and implementation of total rewards programs, improving employee engagement and retention, resulting in a 20% increase in employee satisfaction and a more motivated workforce.• Enhanced employee engagement initiatives, achieving a 45% increase in overall employee satisfaction and retention, fostering a more cohesive and motivated workforce.• Designed and executed a high potential (HIPO) program, halving the HIPO development timeframe; accelerated the preparation of HIPO talent for advancement.• Transformed HR strategy by implementing a comprehensive performance management toolset, online training programs, and collaboration forums, leading to an increase in employee engagement and productivity.• Led the restructuring of the company's compensation and benefits package, resulting in a substantial increase in employee retention and satisfaction, ultimately reducing turnover and hiring costs.

Noble Energy (acquired by Chevron in October 2020) was an independent energy company.I directed the organizational compensation programs involving the provision of competitive global compensation programs related to base pay, incentive, and equity; served as a strategic advisor to the leadership teams.My achievements included:• Directed organizational compensation programs involving provision of competitive global compensation programs related to base pay, incentive, and equity; served as strategic advisor to leadership teams.• Harmonized salary structures globally, realizing a 30% cost reduction, and established an annual review process for international salary structures, improving competitive positioning.• Developed and implemented global compensation strategies, improving employee satisfaction by 15% and supporting business growth through competitive compensation packages.• Led the annual review of the equity compensation plan, analyzing competitiveness, forecasting share utilization, and conducting dilution analysis, resulting in optimized talent retention and motivation.

Human Resources Manager, Mergers & Acquisitions, 2014 – 2016Human Resources Manager, Operations Service, 2013 – 2014As HR Manager of Mergers & Acquisitions (M&A), I administered the M&A activities related to all HR transactions; reviewed and executed optimal HR models across the organization; improved the M&A processes to support long-term corporate goals.As HR Manager of Operations Service, I provided strategic HR leadership to the Operations Service division including organization effectiveness, workplace culture, leadership development, employee engagement and retention, and change management; served as a strategic advisor to the leadership teams.Major successes included:• Led HR integration for several significant M&A transactions involving large, well-known companies in the oil & gas industry, achieving a 95% employee retention rate and reducing integration time by 30%, ensuring business continuity and minimal disruption.• Directed comprehensive restructuring initiatives that streamlined operations and reduced operational costs by 20%, enhancing overall business efficiency and aligning HR strategies with new business models.• Executed a transformational HR strategy during a significant business model shift, resulting in a 25% improvement in organizational performance and a 12% reduction in turnover, significantly boosting employee engagement and productivity.• Managed an international matrix team across four countries, streamlining talent acquisition, improving employee relations, and enhancing overall business performance.• Implemented a formal talent review process within the Global Operation Services and Regulatory business unit, resulting in improved leadership identification and a more streamlined talent management approach.• Spearheaded a global talent management strategy, enhancing leadership capabilities across multiple countries.