• Provide strategic HR guidance for the Chief Technology Officer and global Technology teams (~140 FTEs globally) as well as the Global Head of Development Management (Construction) and associated global teams (~220 FTEs globally).• Demonstrate proficiency in various HR disciplines including: Talent Acquisition & Management, Compensation / Total Rewards, Training & Development and Employee Relations. Collaborate effectively with Centers of Excellence and peer groups to leverage expertise and drive consistent HR initiatives with enterprise-wide impact.• Work closely with the Organizational Talent Management & Development (OTMD) team to identify and meet training needs for senior leaders, individual contributors and teams. • Identify talent needs, formulate succession plans, and implement leadership development programs to cultivate the next generation of leaders.• Drive cultural transformation initiatives and motivate leaders to embrace change.• Advocate for diversity, equity, inclusion, and belonging (DEIB) principles across all HR practices and processes, ensuring alignment with Prologis values.• Utilize data from the annual employee engagement survey (and other data sources) to identify trends and provide insights for enhancing employee engagement, performance, retention, and overall employee experience.• Demonstrate excellent cross-group collaboration, communication, negotiation, and interpersonal skills to foster productive working relationships.

• Executive Research Lead focused on hiring the most senior engineering roles - Principal Engineers, Senior Principal Engineers, Distinguished Engineers, and Technical Fellows. • Primarily focused on sourcing talent for: Amazon Advertising, Prime Video, Twitch, and Amazon Music. • Develop extensive research plans and provide key market / industry insights to influence hiring managers at the Director and above level.• Drive DEI-related efforts in multiple channels, including in our talent pool creation / sourcing efforts and the referrals realm. This work helps ensure that we are considering a diverse slate of candidates for each role and that increasing diversity in the workplace is top of mind for hiring managers and other stakeholders.

• Conduct thorough market research to generate top leadership talent for Google's Core organization (i.e. Core Data, Core ML, Core Developer, Corporate Engineering, Privacy, Safety & Security).• Conducted research / pipelined talent for L8+ Director, Senior Director and Principal Engineering searches across multiple job ladders (Engineering, User Experience, Product Management). Met / exceeded all L8+ hiring targets.• Served as the subject matter expert for Principal and Distinguished Engineering roles (i.e. the most senior I/C engineering roles) for the Core Organization.• Develop a multi-channel search strategy for each search, and provide market insights / strategic guidance for the hiring team on key talent in the space.• Contribute to the broader Executive Recruiting Team (ERT) efforts across all of Google (Cloud, Consumer, Devices & Services, etc.) by sharing market insights and candidate research from my searchers with the broader ERT.• Own the initial engagement / screening of candidates and help align candidates with their areas of interest / expertise.

• Generate talent for Google’s core Software Engineering (SWE) business needs by leveraging existing talent pools and creating new ones utilizing various sourcing methods and market intelligence.• Identify, engage, and advise Google-caliber talent with a focus on creating a consistently great candidate experience.• Maintain a candidate queue of over 1,000 candidates, including both passive and active candidates. Work in a highly metrics-driven environment to ensure quarterly hiring targets are met based on business needs. • Channels Lead for the partnership with the Employee Referrals (ER) team. Work with the ER team lead to develop and implement changes to the existing program to ensure greater effectiveness and ROI for the SWE Channels team.

• Provided HR support for the Global Customer Operations (GCO) organization within the Enterprise Commerce Platform (eCP) lateral of Expedia Inc. Supported ~1,300 employees globally ranging from employees within the Technology Development department to the Service Delivery and Brand Expedia line of business organizations.• Acted as a strategic business partner for the leaders of GCO. Provided guidance on business critical initiatives and coaching on management/ employee relations issues.• Facilitated annual processes for GCO, including the “Passport to Performance” talent review process. Assisted in identifying key talent and succession plans, as well as developing performance improvement plans when needed. • Worked closely with the recruiting and finance teams to ensure staffing needs were met within budget. • Helped facilitate effective change management processes by partnering with the leadership team to lead the GCO Tech organization through a massive organization restructuring project.• Identified gaps in management capability and planned opportunities for learning/ development. Partnered with the internal Learning & Development teams to develop impactful content for the learning sessions. • Led the intern engagement strategy for the summer 2017 interns in eCP. Developed a weekly learning series focused on providing an overview of each lateral within eCP and also planned networking opportunities with senior leadership.

• Provided HR support for the entire Northwest Market Unit (both hourly and salaried employees) covering the states of Washington and Alaska, with 8 locations and ~850 employees. • Led campus recruitment efforts as the LPO for the Mountain Region and NW Market. Ensured a robust talent pipeline for the region by overseeing recruitment efforts for the sales and supply chain functions. Redesigned the first year onboarding program to ensure a more structured/ standardized onboarding experience for new hires across the region. • Provided leadership and coaching to all levels of management within the Market. Utilized tools such as the MQPI survey to provide feedback and worked with managers to develop action plans against results. • Gained experience in labor relations processes from dispute resolution to contract interpretation. Worked with business agents and union employees to resolve issues and ensure compliance with the three collective bargaining agreements. Participated in the 2015 Contract Negotiations with the Teamsters to successfully negotiate 4-year contracts covering Union employees in Seattle, Tacoma and Kent. • Facilitated the Performance Management Process for the NW Market, including the annual “People Planning” talent forecasting process and drive ongoing talent management discussions. • Utilized feedback from the Organizational Health Survey to develop action plans against areas of opportunity. Partnered with senior management to develop a market-wide turnover reduction project to ensure cost savings while also improving employee morale.

• Assisted in providing HR support for the Northwest Market Unit covering the states of WA and AK with 7 locations and 850 employees. Primarily supported the Everett (~80 EEs) and Seattle (~170 EEs) locations. • Led campus recruitment efforts as the LPO for the Mountain Region and NW Market. Successfully recruited 16 full time sales, 6 full time M&W and 4 M&W intern hires.• Facilitated the Frontline Career Development program for the NW Market - an opportunity for selected hourly employees interested in management to participate in a series of interviews and development activities. Three of the four participants in the class of 2015 were promoted to management in 2015.• Participated in labor negotiations with the Teamsters 117, 174 and 313 for the 3 contracts in the Seattle/ Tacoma locations. Provided support by tracking agreed to contract changes to help ensure the successful ratification of all 3 contracts in August.• Gained significant labor relations experience through working with the Teamsters business agents & members in Seattle/Tacoma to resolve grievances/disputes through the contractual dispute settlement process. • Served as the “HR Wellness Champion” to increase employee participation in health and wellness initiatives. Doubled participation in the annual Health Fair with 64 total attendees. Facilitated the Weight Loss challenge in Seattle with 30 participants and the market-wide Walking Challenge with 118 participants. • Served as the LPO for the Everyday Recognition program for the region. Led communication efforts to ensure managers were on track to meet the utilization goals by sending out a scorecard every period.• Led the initiative to ensure compliance with the Employee Connect frontline onboarding/ training program. Worked with managers to communicate the process and expectations to get Seattle from less than 50% completion rates to 90%+ rates of completion in the program.

• Generated action plans to address gaps identified in the Feb 2013 workplace assessment exercise called “Blueprinting.” Projects included: Developing supply chain leadership training resources, implementing required diversity & inclusion trainings, creating a roundtable schedule for all work groups and increasing visibility/ utilization of the Everyday Recognition program• Enhanced diversity & inclusion efforts by hosting a community outreach event to encourage diversity in the frontline workforce and coordinating all logistics for the Women’s Inclusion Network Q2 event• Encouraged PBC/ Frito interaction by planning tours at PBC & Frito for the interns and HR team at each site • Gained HR generalist experience through co-facilitating roundtable meetings, observing employee relations discussions, learning about the role of HR in handling disciplinary actions and engaging in frontline onboarding/ HR Coordinator activities• Engaged in talent acquisition activities for a salaried Admin Assistant Position. Made decisions about resumes, conducted 10+ phone interviews with candidates and scheduled on-site second round interviews

• Assisted nonprofit organizations in improving and increasing the scope of their technology usage to better serve local communities.• Recruited, trained and developed skills-based volunteers to maintain technological assistance at local nonprofits.• Implemented large-scale technology training conferences for numerous nonprofit associations in the Greater Detroit area.• Developed training curriculum plans for various technologies including: Google Apps, Wordpress Website Management & Social Media Strategies. Enhanced public speaking experience while administering these training sessions to numerous nonprofits throughout the year. • Worked closely with 25-30 nonprofits to assess their current technology usage and help them implement a plan tailored to their needs. • Developed a plan for sustainability of efforts.

• Advised students about scheduling classes to fulfill curriculum requirements. Provided students with information about career and internship possibilities and directed them to useful resources for their search.• Organized Focus Groups and Forums to provide resources for help.• Assisted in the promotion of the Peer Advising program through various social media and recruiting outlets. Developed and implemented more effective advising techniques.