Provide Human Resources Leadership to Lexicon's Commercial Business, including:• Partnering with Senior Business Leaders • Organizational design and HR strategy• Talent Acquisition• Leadership Development• Employee Relations• Change Management• Corporate Culture

Provide Human Resources Leadership to Lexicon's growing Commercial Business, including:• Partnering with Senior Business Leaders to design and operationalize the growing commercial organization• Organizational design and HR strategy• Talent Acquisition• Leadership Development• Compensation and IC design and administration• Change Management• Culture, Competencies and Values design• Trusted HR advisor to the Commercial business leadership

(Transitioned to AstraZeneca as part of the acquisition of the Diabetes Franchise in February 2014) Senior Human Resources Business Partner• Provided strategic HR leadership for more than 2,000 employees across Sales and Marketing teams in multiple therapeutic areas, including Neuroscience, Infectious Disease, Diabetes, and Oncology• Supported multiple pharmaceutical product launches across Diabetes, Neuroscience, and Oncology, including organizational design, rewards and incentives, talent management, and change management• Partnered with Vice President level leaders on creation and implementation of staff development programs: DISC, 5 Dysfunctions of a team, Leadership Integrations, and Skill Assessment process• Served as the North America HR project point for acquisition of BMS Diabetes organization, including transition of more than 2,000 North America employees in less than 90 days, integration project plan, change management strategy, roll out and training on key HR processes, and culture integration• Directed the annual Rewarding Performance process including, mid-year and year-end evaluations, performance calibration and ratings distribution and compensation planning cycle• Acted as a trusted advisor to Senior Leaders on a wide range of key HR and business priorities, including: talent development, succession planning, organizational change, employee relations, reward and retention of key talent

• Provided strategic HR leadership to a team of more than 600 Sales Representatives and Marketing professionals to support the Diabetes Franchise and the Alliance relationship with AstraZeneca • Partnered with Vice President level Business Leaders on all HR aspects of business strategy, including: Employee Engagement and Development, Employee Relations, Performance Management, Manager and Employee Coaching, Organizational Design, Change Management, and Leader Integration• Led the US Commercial HR aspects of the acquisition and integration of Amylin including: project planning, organizational design, HR process integration, structure, and culture integration• Planned, organized and executed the restructure the Diabetes Sales team in April 2013 and July 2013 to support the creation of the Diabetes Alliance with AstraZeneca and support the integration of more than 300 Sales Representatives from Amylin Sales Team• Partnered with Key Business Leaders and Centers of Excellence to develop and roll out a revised competency and assessment model through Chally to the CV/Diabetes Sales force

• Led business critical staffing initiatives within the R&D function, including Medical, Health Economics and Outcomes Research, Biometrics, Medical Information and Enabling Functions. • Improved key physician hiring within the strategic areas of Oncology, Immunology, Cardiology and Endocrinology by increasing quality of hires and direct sourcing of talent while decreasing agency hires and cost per hire• Provided HR leadership to the PharmD Fellowship program, including leading the hiring process during ASHP Midyear, providing ongoing coaching and guidance to the program

Manager, Executive Recruitment (January 2008 – July 2009)• Responsible for the direct sourcing, recruitment , and selection process for Director, Executive Director, and Vice President level positions across Covance• Partner closely with the Executive Leadership Team and Human Resources to define key requirements for senior level roles to reflect our “2X Leadership” competencies and growth strategy• Develop and implement a strategic executive sourcing strategy, aimed at identifying and recruiting senior level talent to join Covance. This resulted in 40 Executive level hires in 2008 that I was responsible for• Responsible for driving recruiting team results and metrics, including: Days to Fill, Cost Per Hire, Recruiting Cost Ratio, Source of Hire. Significantly reduced search firm hires at the Director, Executive Director and Vice President levels, resulting in approximately $500,000 savings for 2008, while improving on recruiting metrics and quality of hire• Developed and implemented an Executive interview process, including interview packet and aligning interview team to ensure a positive interview experience for our senior level candidates• Partner with Hiring Managers, Human Resources Partners and Executive compensation to develop and negotiate executive level offers• Provide ongoing training of the Recruitment Team and Hiring Managers in the recruitment process, Targeted Selection interviewing as well as “Steps to Yes” program to increase offer acceptance

Manager, Recruitment & Talent Services (May 2005 – January 2008)• Managed a team of Recruiters and Coordinators to support high volume recruiting and senior level recruiting for Covance’s Clinical Development Services and Corporate Divisions• Responsible for leading Recruiters and Coordinators to deliver on key recruiting metrics including: Days to fill, Cost per hire, Quality of hire, Recruiting Cost Ratio, Source of hire• Responsible for the development and delivery of recruiting communication plans to update Business Leadership and Human Resources Leadership on recruiting initiatives and performance metrics• Partnered closely with the Recruiting Team, Human Resources Managers and Business Managers to drive efficiency and consistency of the recruiting process• Managed vendor relationship with Recruitment Outsource Provider, including: resource management, budget and invoicing• Partnered with the Business Leadership and the Recruiting Team to develop and implement strategic recruiting plans for key revenue generating positions• Served as a member of the leadership team for several key projects, including: Launch of Brass Ring as our new applicant tracking system, Selection of new Background Check Vendor, Upgrading our Targeted Selection Interview Process through DDI

• Managed a team of Staffing Specialists to support recruiting for the BMS U.S. Sales Division• Provided strategic staffing support to multiple BMS business units including: Sales, US Medical Affairs Division, and Healthcare Channel Management Group • Partner with Human Resources Generalists during the staffing process to understand hiring projections and address any organizational issues related to recruitment process and attracting key talent• Worked on several key project including: Implementation of new applicant tracking system, Behavioral Interview Training, Search firm consolidation initiative• Award of Achievement – November 2003• Certificate of Distinction – December 2004 & February 2005

Assistant Vice President Recruiter (January 2000 – August 2002)Merrill Lynch USPC• Sourced and hired talent at the Vice President and below level for three strategic business units across Merrill Lynch • Developed and implemented several national recruiting strategies to support growth within Merrill Lynch Trust Company & Merrill Lynch Banking Group• Managed a sourcing team to supplement our recruiting efforts during times of high volumeSenior Recruiter/Generalist (January 1999 – January 2000)USPC Investment Performance & Product Group • Developed and implemented strategic recruiting initiatives to source and select top talent for Assistant Vice President and below level positions• Partnered with Business Managers to resolve employee relations issues from conducting initial intake meetings through the issue resolution process• Partnered with the business on several projects including the relocation of a key business from New York to Princeton and creation of a new hire training programSenior Recruiter (April 1998 – January 1999)USPC Investment Strategy & Product Group & Strategic Professional Development• Sourced and hired exempt and non-exempt candidates for the Investment Strategy & Product Group and the Strategic Professional Development Group• Developed effective partnerships with management to meet the recruiting needs of two diverse business units, including the development of an effective internet sourcing strategyRecruiter (November 1996 – April 1998)Merrill Lynch Investment Management• Sourced and hired exempt and non-exempt candidates to support Merrill Lynch’s asset management division• Partnered with Human Resources and Hiring Managers on projecting hiring needs and implementing an aggressive recruiting strategy