• Consults on complex strategic initiatives to influence superior operations and business outcomes across the organization. • Expertise in talent and performance management, employee retention and engagement, organizational redesign, change management, high level employee relations and workforce talent strategies.• Builds leader capabilities in talent and organizational effectiveness, driving proactive and strategic thinking.• Assist in onboarding and assimilation of new leadership in line with leadership competencies, culture, systems, relationships and organizational structure.• A student, advocate and implementer of innovative, cutting edge, HR & performance best practices

• Serve as the main HR partner for all Annie Penn and Behavioral Health Hospital senior leaders• Coach, train and advise leaders and employees on Human Resources issues, policies, and procedures• Lead an employee partnership team of two employees: evaluate performance (i-Compass), training/coaching, and succession planning; Serve as a member of the divisional administrative team• Mentor division EP team to include Employee Partnership Coordinator and Specialist (e.g. Assists with basic and mid-level investigations/corrective actions to help build consultative and employee relation review skills)• Collaborate with other EP teams/EPMs, Assistant Director of Employee Partnership, greater HR team, Patient Experience, & Organizational Effectiveness on strategies to support the Cone Health mission and employee needs• Continuously research and review top trends and best practices in Human Resources to drive improved HR performance (e.g. Research initiated new Retention Strategy – Proactive vs. Reactive Retention)• Assist with managing multiple HR systems including corrective action documentation, rewards and recognition system, leave system, HRIS, engagement system, and compliance systems • Prepare reports and the analysis of statistical data for metrics and regulatory purposes and trending for benchmarking to identify areas of training or retention work • Assist Sr. leaders at each site with interpreting survey results, identifying trends and creating strategic plans for improvement• Provide division oversight regarding rewards and recognition; Oversees division Employee Advisory Council(s) and ensures that Councils’ initiatives support the strategic goals related to employee engagement

• Led a staff of nine (9) team members responsible for all physician practice hiring, employee relations and leave management at over 100 locations• Led the team to increase the candidate pool by partnering with local colleges; Collaborated with leaders to create a float staff program to enhance CMA candidate pool; Led strategic planning of recruitment process using LEAN • Managed Employee Partnership Team that counseled managers and employees through employee relations issues, handled EEOC claims, Unemployment hearings and Grievances for over 2,000 employees across 5 counties• Coached managers in the resolution of day-to-day staff and operational issues

Sr. Human Resources Representative May 2006 – April 2010 • Managed the recruitment and selection process for the client base by influencing all key staffing decisions based on critical skills and competencies • Provided consultation to client managers in evaluating employee performance, compensation and salary planning • Supported client managers in handling employee performance issues to effective resolution ensuring consistency with applicable laws and policies of RFMD. • Effectively managed client base reduction in workforce including assisting managers with the selection process, facilitating outplacement service, assuring employees were educated about COBRA and the TAA programSr Employment Representative June 1999– May 2006• Partnered with hiring managers to define and deliver effective, creative recruiting strategies and best practices to source, recruit, screen and select top candidates for assigned positions (Engineering and manufacturing) • Designed, conducted and/or facilitated training on an on-going basis to RFMD management team on Interviewing, Leadership, Employment Laws, Compensation, Performance Reviews, Presentation Skills and Employee Relations • Provided compensation recommendations to managers based on market data; Conducted New Hire Orientation